Faculty and Staff Employee Assistance Program (EAP)

Referral Procedures

• Self-referral: Employees of the university my self-refer for confidential EAP services. Family members of University employees are also eligible for EAP service.
• A qualified medical professional may make referral for EAP service associated with a finding that such intervention is indicated for any number of stressors such as those connected to medical, psychological, social, or economic problems.

Supervisory Referral

Management may refer an employee for EAP service. A ranked or tiered system outlines and defines this process. Tiers for management or supervisory consideration are listed here.

• Tier 1: Casually Encourage Self-Referral: The supervisor encourages an employee to self-refer for EAP support. Such encouragement could transpire during a conversation between the employee and supervisor, particularly in response to an employee statement (s) about personal problems.
  
  
• Tier 2: Strongly Encourage Self-Referral: This type of encouragement for self-referral is connected to a formal conversation between a supervisor and employee regarding less than acceptable job performance. This intervention is not associated with progressive discipline or any formal personnel action.
  
  
• Tier 3: Supervisory Referral – Type 1: This action represents the first level of formal supervisory referral for EAP service. In these instances, a supervisor contacts the EAP providing a summary of substandard employee performance, and requests assistance to facilitate performance improvement. The supervisor also requests formal confirmation of employee participation in EAP service. This type of supervisory referral does not compel an employee to participate in the EAP.
  
  
• Tier 4: Supervisory Referral – Type 2: This second level of supervisory referral is connected to formal personnel action or discipline. A supervisor makes an appointment with an EAP practitioner for the employee and formally requests confirmation of attendance. This type of supervisory referral does not compel an employee to participate in EAP service.
  
  
• Tier 5: Supervisory Referral – Type 3: Based upon unacceptable performance, an appointment is made with the EAP on the behalf of an employee by the supervisor. The supervisor may delay execution of disciplinary action, or reduce intended discipline pending participation in EAP service. This process may provide incentive for employees to follow through with EAP referral. The degree of employee participation in EAP programming may influence final disciplinary action.

Referral from Human Resources

• The Office of Human Resources may mandate employee participation in EAP services subsequent to a determination that such a referral is requisite for employment success and organizational membership.

Court Referral

• A court of law may mandate employee participation in EAP services following a resolution that such support is essential to ensure public safety and for employee – organizational well being.