Faculty and Staff Employee Assistance Program (EAP)

Services for Supervisors

The Employee Assistance Program (EAP) is available for faculty, staff, and their family members to receive or locate help with personal, professional, or any type of problem.

EAP services are free and confidential and include screening and referral, problem solving, crisis intervention, consultation and workshops.

The EAP office provides brief therapy which includes up to 3 sessions about any one issue. If one needs more than 3 sessions of counseling the EAP will provide you with a list of referrals of specialists in the Columbia community who can help. We do all we can to work with you to help make sure that the referral resource provided to you is covered by your insurance and is a quality counselor. If one does not have insurance, EAP staff members always take into consideration the financial situation of an individual in arranging referrals.

Some of the most common concerns that people using EAP services include:

1. Consultation to Help Manage your Department

   Many times administrators/managers/supervisors are expected to be all things to all people within their department. With all of the different stressors that can occur in a work environment, we at the EAP understand that it can be difficult to feel capable to handle every problem thrown at you. Accordingly, one of the goals of the EAP is to provide assistance to supervisors in an attempt to alleviate workplace conflict or problems.

   Through consultation, managers can meet with an EAP counselor to first, gain a comprehensive understanding of the problem. Second, formulate and develop a plan that adequately addresses the problem. Third, help be supportive as the plan is implemented. Fourth, provide follow up to determine if the plan is effective or needs to be modified.

   In providing consultation services, the EAP works to gather information from several different people and resources within an organization in an attempt to gain an all-inclusive and extensive understanding of the problem. This process can help supervisors in clarifying problems and coming up with more options to reach a successful resolution. In addition, EAP can be helpful in bringing in specialists from other areas (e.g., Campus Mediation Services, Medical Services, Mental Health Services, etc.) to departments to help supervisors in their administrative roles.

   Some of the most common concerns that supervisors consult with EAP staff include:

   • Managing Difficult Employees
   • Handling Workplace Violence
   • How to Motivate Employees
   • Improving Moral in the Workplace
   • Organizational Change
   • Interpersonal Conflict at the Office
   • Reducing Absenteeism and Tardiness
2. Supervisory Referral
   • Schedule a meeting with the employee in a room that is neutral, private, where a personal conversation can happen in a comfortable environment.
   • Be sure to use supportive statements and avoid criticism or judgmental statements.
   • When discussing their behaviors that you have concerns over, be specific and use documented facts rather than subjective opinions.
   • Use "I" statements rather than blaming statements. For example, "I have noticed during the past 30 days you have called in sick 9 times. I am concerned about you and I am wondering how I can help?
   • Acknowledge times when employee behavior improves with positive statements.
   • Provide the employee with referral numbers to the EAP and discuss with them how the EAP can be helpful in their situation.

   The EAP is a voluntary program. In general, it is used as a resource for employees and supervisors to work through conflict or work relationships. It is also used as a place to handle emotional problems and other issues affecting work. There may be occasions when a supervisor believes that a strong referral (see Tiers 3, 4, or 5, ) to the EAP is appropriate. Attendance is not mandatory and progressive discipline cannot be used to force attendance.

   However, discipline may be held in abeyance or reduced based on improvements in performance subsequent to employee's attendance at the EAP. Recommendations for EAP utilization must focus on performance and not on assumptions about the mental health of the employee. There are rare cases when EAP may be mandatory: workplace violence, safety, harm to self or others, and substance abuse.

   A supervisor may make an appointment with the EAP on behalf of the employee, knowing that the conversation between the EAP professional and the employee is completely confidential. With the employee's written consent (EAP has a form for this), EAP may confirm attendance.