Employee Assistance Program
USING THE EAP IN SUPERVISION
Who is CCW?
30,000 Professionals in EAP Network
Nationally and Internationally
24-Hour Problem Resolution System
1-6 Sessions Per Employee
Confidential Counseling from Licensed
Counselors
Why Offer an Employee
Assistance Program?
Quality of
Life & Work
Environment
Performance
Morale
Reducing Employee Stress Creates a
Healthier & Productive Workforce
An Employee Assistance
Program Reduces
Financial
Drains
Reductions in:
 Absenteeism
 Employee Turnover
 Healthcare Costs
 Accidents on the Job
 Worker’s Compensation &
Unemployment Insurance
Employee Assistance
Program Services
 Emotional
– Anxiety and
Stress
– Relationship
Issues
– Depression
Employee Assistance
Program Services
 Physical
– Addictions
– Substance
Abuse
– Threats of
Violence
– On-Site Crisis
Response
Employee Assistance
Program Services
 Work/Life
Balance
– Child/Elder Care
– Workplace
Issues
– Financial
Problems
– Legal Issues
When a
Occurs
Crisis
CCW is there to provide
 Stress Debriefing
 Consultation and
Support Services
 Printed Materials on
Coping Strategies
 Encouragement and
referral to EAP
services
Use of EAP Services - Sample
Addictions
(5%)
Legal &
Financial
Issues
(10%)
Workplace
Issues (5%)
Balancing Work &
Family (41%)
Anxiety/Stress/Depression (39%)
Training Programs
Topics Include:
• Stress Management
• Change Management
• Dealing with Difficult
People
• Staying Tough in Tough
Times
CCW EAP Online Services
CCW’s Online Services draw from contributors
such as Harvard Publication, LexisNexis and
FinanCenter.
The site offers thousands of
resources into an easy-to-use
and easy-to-navigate website.
Building a More Productive Workforce
Referral Types
Self Referral
Occurs most often
The employee contacts
the EAP for
personal issues
Supervisor Referral
The employee is referred
due to job performance
decline
(It may be an informal
recommendation or a
mandatory formal supervisor
referral.)
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Building a More Productive Workforce
 Attendance and
availability
 Quality of work
 Attitude and conduct
= Job Performance
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Building a More Productive Workforce
Brevard County Public Schools –
Informal Supervisor Referrals

Supervisor recommends employee contact EAP
and provides benefits information and accessing
instructions: 800-327-9757.

It is the employee’s choice regarding whether or
not to contact EAP.

If employee does contact EAP, then counselor
works directly with employee.
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Building a More Productive Workforce
Informal Supervisor Referrals
(continued)

If employee does not contact CCW EAP, then the
Supervisor continues to monitor job performance
per district policy.

If problems continue, Supervisor may move to a
more formal referral process.
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Building a More Productive Workforce
Brevard County Public Schools –
Mandatory Supervisor Referrals

Supervisor identifies performance issue regarding
employee.

Supervisor contacts Human Resources Office:
633-1000 ext 265.
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Building a More Productive Workforce
Brevard County Public Schools –
Mandatory Supervisor Referrals

Supervisor evaluates situation and contacts CCW
Care Manager for consultation: 800-327-9757. If the
situation is of urgent nature, please inform the
receptionist that you wish to speak directly with a
Care Manager of if placed on hold, press “0” and ask
the receptionist to speak directly to a Care Manager.

Care Manager provides Supervisor with contact and
appointment information.
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Building a More Productive Workforce
Mandatory Supervisor Referrals
(continued)

Supervisor meets with and refers employee to EAP.

EAP Letter and Release of Medical Information Forms
are signed by employee and faxed to CCW Care
Manager: 904-296-1511.

If employee attends assessment and signs Release of
Confidential Information, then CCW communicates
with BPS regarding whether employee is following
through with recommendations.
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Building a More Productive Workforce
Mandatory Supervisor Referrals
(continued)

If employee does not attend assessment or does not
follow through with recommendations:

Deputy Superintendent is contacted immediately.

Note: If the consent for EAP Letter and Release of
Medical Information Forms are not signed, then
disciplinary action may be taken and no contact
between EAP and employee.
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Building a More Productive Workforce
Supervisor Referral Tips
 Tell the employee that you are making a
supervisor referral
 Remind the employee that the EAP is
confidential
 Remind the employee that attending the
EAP cannot interfere with job security or
promotional opportunities
 Let the employee know you have spoken
with the EAP already
 Know what to expect after you make the
referral
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Building a More Productive Workforce
Follow-up and Monitoring

Schedule meeting to review performance
after EAP referral

Consult with EAP if a new problem emerges

Expect satisfactory performance

EAP will notify Lee Berry’s office of changes
in employee’s willingness to follow-through
with recommendations

Plan ahead for employee’s return from
medical absences
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Building a More Productive Workforce
Review
Suggestions for PositiveConstructive Confrontation
1.Contact EAP for management consultation
services before confronting an employee.
2.Document job performance issues.
3.Set up a private/confidential meeting.
4.Review the history of events.
5.Do not talk about suspected causes of the
problem - focus on job performance!
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Building a More Productive Workforce
Review
Suggestions for PositiveConstructive Confrontation
6.Establish the level of performance expected.
7.Emphasize consequences if no change
occurs.
8.Show that help is available and refer to EAP.
9.Document the specific plan of action and time
frame.
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Building a More Productive Workforce
Review
Components of a Supervisory
Referral
1. Identification
2. Documentation
3. Expectation
4. Time Line
5. Consequence
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Building a More Productive Workforce
Review
Reasons for Referral
 Frequent mistakes
 Reduced productivity
 Absenteeism
 Tardiness
 Missed deadlines
 Customer/client complaints
 Repeated minor accidents
 Unpredictable behavior
 Suspected substance abuse
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Building a More Productive Workforce
Supervisor Concerns
 “His or her career will be harmed.”
 “The employee will be offended.”
 “It’s none of my business.”
 “Referring would show that I can’t fix the
problem.”
 “This problem is not bad enough for the EAP.”
 “I’m afraid I would make a procedural
mistake.”
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Building a More Productive Workforce
In Summary
Available 24 hours a day, 365 days per
year
FREE to your employees and their
family members
Confidential
How to reach CCW
Simply call 1-800-327-9757
or 904-296-9436
www.corporatecareworks.com
In Summary
PROMOTIONAL OUTREACH
Master’s Level Clinician
Provides Immediate
Assistance
Employee Contacts
Corporate Care Works
1-800-327-9757
WELLNESS
EDUCATION
CHILD/
ELDER CARE
• Online Courses
• Life Cycle Ed.
• Webinars
• On-site Learning
• Coaching and
• Referral Services
LEGAL/
FINANCIAL
• Debt Mgmt.
• All Non-Work
• Related Legal
• Issues
TELEPHONE
IN PERSON
CONSULTATION CONSULTATION
• Assess Risk
• Consultation
• Case Mgt.
• Assess Risk
• Consultation
• Referral to EAP
• Counselor