Consultation Program
Managers, Supervisors, Chairs
Supervisor/Manager Consultation: The EAP offers confidential consultation to help managers resolve difficult personnel problems (performance related or not) and unresolved departmental or individual conflicts. Coaching and consultation are also available to help managers marshal personal capacities and competencies to improve performance and minimize manager/supervisor burnout.
Referral to EAP: The EAP offers guidance and help to supervisors who may want to refer to the EAP an employee who is experiencing problems affecting his/her job performance or personal life. Personal problems may include: family problems or financial problems, substance abuse (alcohol and drugs), job stress, marital or legal problems, psychiatric problems and situational difficulties. The EAP is confidential and rehabilitative in nature and is available at no cost to all full-time and part-time staff and faculty in the University community.
Confidentiality is the cornerstone of the Employee Assistance Program. All meetings and consultations are held in the strictest confidence unless written consent is given to allow sharing of information.
Employee use of the EAP is on a voluntary basis. EAP services are provided as a benefit and are available at no cost. Participation in this program does not release the employee from any of the standards and administrative procedures of the University that are applicable to job performance requirements, such as performance feedback and appraisal.
Problems Affecting an Employee’s Job Performance
Family Problems:
· Children
· Marital and family conflicts
· Changes in family structure
· Grief and loss of loved ones
Emotional or Mental Health Problems:
· Depression
· Anxiety
· Behavioral problems
· Job relationships
· Low self esteem
Marital:
· Separation and divorce
· Communication problems
· Domestic violence
Work related:
· Interpersonal problems
· Co-worker conflicts
· Supervisor-worker conflicts
· Conflicts with authority figures
· Job dissatisfaction
Legal concerns:
· Divorce and separation
· Problems with the law
Financial concerns:
· Overextended credit
· Bankruptcy
· Financial planning
Substance abuse problems and their consequences:
· Work performance
· Family life
· Work and social relationships
· Mood swings
When Should a Supervisor Contact EAP?
When an employee's work performance has shown a pattern of deterioration, the employee is a prime candidate for EAP services.
The EAP is also available when an employee approaches the supervisor because of a personal problem, or when the supervisor recognizes that a referral may be helpful.
The EAP consultation may include coaching supervisors through difficult managerial situations:
Communications strategies for difficult to manage employees.
Intervening with employees who are potentially violent.
Intervening with a bereaved employee.
Intervening with an employee who is potentially suicidal.
Managing co-worker conflicts.
How to refer the employee who has difficulty handling anger
Consultations to manage cross-cultural conflicts.
Coping with your own feelings of burnout.
Employees who cannot handle work pressures or other stresses in their lives may have difficulty performing their jobs, or they may act out in ways that are inappropriate in the workplace. Often behavioral changes are obvious. However, signs of distress may not always fit neatly into the category of performance deterioration. The EAP can help supervisors address concerns they have about employees in a way that is respectful and appropriate in the workplace. Problems identified early often can be address through the EAP before disciplinary action becomes necessary.
Referral to the EAP can be made through:
Self-referral. The employee contacts EAP directly.
Supervisory referral. The supervisor confronts the employee with documented facts of declining job performance and recommends that the employee initiate contact with an EAP counselor. In keeping with the University's guidelines on progressive discipline, the supervisor needs to continue monitoring job performance, whether the employee accepts the referral or not.
Other. A co-worker, Faculty & Staff Affairs, or Union Representative may suggest that the employee seek assistance from EAP.
How Can The EAP Help You Confront The Employee?
Preparation is the key to conducting a constructive confrontation. Have a good idea of what is expected and how to deal with it appropriately.Call the EAP Counselor for consultation. The EAP Counselor is available to help the supervisor work toward solving employee problems and determine the most appropriate course of action.
Signs of Possible Employee Problems
Signs of Possible Alcohol or Other Substance Use
* odor of alcohol or marijuana on breath or clothing* changes in speech (e.g., slurred, slowed, more rapid, illogical content)
*impaired coordination or increased clumsiness or unusual involuntary body movements
* excessive drowsiness and/or sleeping on the job or at lunch/break times
* argumentative or highly reactive to the comments or observations of others
* physical agitation or abnormally slow movements
* verbal or physical aggressiveness directed towards others
* difficulty retaining information or successfully following instructions
* excessive forgetfulness
* disorganized work habits
* decline in appearance and/or personal hygiene
* unexplained absence from the work area
* frequent injuries from falls or poorly explained bruises and abrasions
* wearing clothing which is inappropriate to the season (e.g., long sleeves in the summer)
* any frequent pattern of absenteeism which follows pay day, or occurs at the beginning or end of the work week
* frequent call-ins for scheduled weekend shifts
Signs of Possible Emotional Problem
* verbal outbursts or loss of emotional control
* impaired thought processes
* frequent tardiness
* change in usual level of social interaction with peers and supervisor (e.g., more isolative, withdrawn, or abnormally gregarious)
* pervasive feelings or expressions of sadness and hopelessness
* verbal statements indicating thoughts of harming self or others
* generalized loss of interest and enjoyment in activities and social interaction
* significant reduction or increase in verbal expressiveness with peers
* generalized decline in quality and effectiveness of performing job tasks
* expressing unusual thoughts
* suspiciousness or fearfulness of others
* slowed or agitated physical movements
Signs of Possible Physical Illness
* verbal statements of frequent or severe pain or discomfort
* slowed physical movements
* change in gait while walking
* difficulty or visible signs of pain while performing routine job movements
* frequent use of analgesics (e.g., acetaminophen, ibuprofen) to relieve discomfort
* increased absenteeism
* more time required to complete job tasks
* complaints of concentration difficulties due to physical discomfort
* frequent nausea
* decreased appetite
* increased intake of liquids
* weight changes
* pale or flushed face
Signs of Possible Danger to One’s Self or to Others
* verbal intimidation or threatening comments issued with the intent to instill fear in others
* physical agitation
* statements of intent to harm self
* statement of intent to harm another
* sense of righteous indignation about an event, task or work-related reprimand
* any deliberate attempt to damage or destroy work property
* slamming doors, throwing objects or other indicators of behavioral loss-of-control while on the job
* use of profanity during verbal escalation
* difficulty de-escalating emotions following a disagreement or conflict at work
* poor behavioral control due to frequent drug or alcohol use
* impulsive and emotionally reactive behaviors
* impaired judgment
* history of depression
* recent financial or career reversal
* loss of significant relationships
* multiple family stressors with minimal support from family or friends
* isolates self or is a loner
* issuing warnings to employees not to attend work due to "something" that might happen
* pre-occupation with incidents of violence
* pre-occupation with weapons ( especially firearms with high lethality capabilities)
* giving away valued treasures and keepsakes to others
*legal history or workplace history of assaultive or combative behaviors
Signs of Possible Domestic Violence
* frequent injuries which are poorly explained
* facial cuts or abrasions
* frequent tardiness
* absenteeism
* multiple daily phone calls from her partner
* frequently tearful or upset following phone calls from partner
* frequent sprains and fractures
* isolates from other employees
* socially withdrawn
* poor concentration
* excessive fatigue
* workplace is visited regularly by partner (often unannounced appearances)
* limited or no access to own vehicle for transportation
* frequent phone contact from police or legal representatives
* generalized anxiety
* appears sad much of the time
* decline in work performance
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How To Schedule an Appointment
Please call the EAP between the hours of 8:00 a.m. and 5:00 p.m. Monday through Friday, excluding University holidays. An appointment will be arranged promptly.
Please do not use e-mail to request your appointment, as the Internet is not a confidential means of communication.
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