Supervisory referrals

Get ahead of workplace challenges

When you proactively address employee concerns and issues, problems can be resolved before they become more serious – and affect your bottom line.

We’re here for you 24/7. Call 800-236-3231 to speak with an Account Executive.

What to look out for

Supervisors can refer employees to EAP at any time, but especially when they observe performance, conduct, or behavior problems like:

  • Inconsistent productivity
  • Declining work quality
  • Tardiness or absenteeism
  • Neglectful attitude toward projects/deadlines
  • Irritability and mood swings
  • Conflicts with co-workers/supervisor

It’s in your organization’s best interest to recognize these warning signs and ask for help early; in fact, the earlier an employee is referred to the EAP, the better the chance for a successful outcome.

Types of referrals

Depending on the severity and length of work performance issues, you can choose to make a suggested referral or a formal referral.

  • Suggested referrals are voluntary for the employee and work best when his or her work performance is still on par, but you’ve become aware of a personal problem that may affect it in the future. This type of referral can be an excellent way to offer additional support to employees who may need it.
  • Formal referrals are mandated for the employee and may be used as part of a “last chance” corrective action for continuing performance problems. When making a formal referral, it’s important to avoid diagnosing personal problems and focus instead on job performance.

How to make a referral

  1. Document specific performance issue(s) and consult with Human Resources.
  2. Contact your EAP Account Executive (AE) directly, or call the intake department at 800-236-3231 to make the referral. Be sure to have the employee’s date of birth and relevant performance information available. If your assigned AE is not available, press “0” and ask for the Account Executive “on call.”
  3. Review the performance issues with your employee. Set specific improvement expectations, and establish clear consequences for failure to meet them.
  4. Explain how the referral process works, provide information about EAP, and set a firm deadline for the employee to contact EAP at 800-236-3231, Monday – Friday 8am-5pm CST. Give clear, specific instructions for follow-through. Remind the employee that his/her discussions with the EAP counselor are confidential and that only information specified on the signed release of information will be shared with you.*
  5. Schedule follow-up performance review conversations with the employee.

*While we make every effort to ensure client confidentiality according to HIPAA guidelines, federal law requires that we notify authorities if a client expresses intent to inflict harm to themselves or others.