Mercy Medical Center
Employee Assistance Program
Supervisor Training
Supervisory Training Agenda
Benefits of the EAP & Wellness
 Goals of Supervisor Training
 Supervisor/Manager Role
 Types of Referrals
 Signs and Symptoms of the Troubled Employee
 Managing the Troubled Employee
 Confidentiality & Reporting
 Summary
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Benefits of the EAP
EAP Sessions
 CONFIDENTIAL
 24-hour Emergency
Availability
 Convenient Locations
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All
Family Members Covered
Multicultural Services
Legal/Financial Consulting
Elder/Childcare Referrals
EAP Sessions
Your Employer is providing you and your
family members:
 *Up to (6)* six Face to face sessions per
year provided by your employer.
*Limited to 3 sessions per 6 months in CA.
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EAP is a short-term approach for diagnosis,
referral, and/or problem resolution.
All Services are Confidential
24 Hours
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Medical answering service available for afterhours calls.
On-call counselors are available.
This is not an Emergency Number. Call 911 if
there is an emergency.
Work/Life Benefits
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Childcare Referrals
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Eldercare Referrals
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Legal Service
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Financial Services
Confidentiality
For self-referrals, no information gets back
to the company that the employee
accessed the EAP. The utilization report
has no names on it.
 Supervisory referrals allow ACI to monitor
compliance and attendance – session
information is strictly confidential.
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Goals of Training
To understand the EAP
services as a resource to
employees and their
family members.
 To learn to recognize signs
of troubled employees.
 To understand how to
initiate “Supervisory
Referrals.”
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Live ‘N Learn Seminars
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Highlights the EAP Services
• Balancing Work and Family
• Stress Management
• Personalities in the
Workplace
Fun, Entertaining &
Educational
Many Wellness topics
addressed
Bring Your Lunch!
CISD Response
CISD= Critical Incident Stress Debriefing
It is difficult to determine the impact of an unexpected and traumatic event. People can respond to
the same traumatic event in many different ways. In such events, ACI would have a professional
counselor on site who would be able to talk with and how they can cope and help others cope with
such events.
Typical Examples Include:
•Death of an Employee
•Severe Injury
•Prolonged /severe Illness
•Work/place violence
•Any traumatic event that impacts employees
How can a CISD help Employees?
Companies Commitment:
•Provide means of emotional expression
•Decrease Companies Exposure
•Inform individuals of stress, reactions and coping methods
•Provide Structure and Stability
•Assess individuals coping skills & make referrals if necessary
•Dispel Myths and reduce Blame
•Decrease in Distressing symptoms and onset of PTSD
•Promotes companies commitment to
•To Dispel myths and reduce blame/self-blame
employee overall well being
•Provide Structure and stability
•And much more
Supervisor/Manager Role
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To expect good job performance.
To provide a safe work environment.
Make sure the job gets done.
Ensure quality in the product/service.
To do this the manager must:
Know what it takes to get job done.
 Know the employees’ abilities.
 Know if there is a change in either.
 Communicate job expectations.
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Signs and Symptoms
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Absenteeism
On-the-Job Absenteeism
Difficulty in Concentration
Appearance
Confusion
Spasmodic Work Patterns
Generally Lowered Job Efficiency
Poor Employee Relationships
Stages of Addiction &
Alcoholism
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Early Stage
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Middle Stage
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Late Stage
Workplace Violence
Some indications of impending violence:
 Overreaction to changes
 Threats, even in jest
 History of antagonistic or violent behavior
 Blaming of others for serious problems
 Repeated policy violations
 Vague references to a “plan” to “get even”
 Mood swings or substance abuse
 Repeated references to weapons
Managing the Troubled
Employee
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Recognition
Documentation/Consult with H.R.
Discussion
 Job Performance Improves or
 Job Performance Problems Continue
EAP Interview
Follow-Up
Supervisory Referrals
EAP is not a part of the disciplinary
process.
 100% confidential unless employee
signs a release of information.
 Excellent resources to get problems
solved.
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Types of Referrals
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Self-Referrals- An employee or family member
contacts the EAP directly.
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Supervisory Referrals- You recognize that an
employees’ job performance has
deteriorated and that continuing or emerging
patterns of behavior are cause for concern.
Types of Job Related
Supervisory Referrals
Positive substance screen result
Refusal to submit to substance screen
Frequent/unexplained absenteeism/tardiness
 Absent from the worksite while on the job
 Difficulty in working with others
 Inconsistency in quality/quantity of work output
 Extreme irritability/anger
 Insubordination/Questioning authority
 Disregard for the safety of others
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Summary
Promotes early intervention for employees
personal problems.
 Reduces employee absenteeism and low
productivity.
 Facilitates good mental health which
reduces overall health care costs.
 Communicates the company’s
commitment to their employees’ well being.
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Do you need someone to talk to?
Talk to us!
Confidential help at your fingertips…
• Toll free number is (800) 932-0034
• Email access is [email protected]