Employees need help. When facing the possibility that one of your employees may be experiencing difficulty with their mental health or alcohol or substance abuse issues, it can be a tense and uncomfortable time for everyone involved. It's a topic that can often be difficult to navigate. By the time a problem becomes evident in the workplace, employee performance, attendance, and safety on the job may already have been impacted. Risk of job loss may be imminent.
As you evaluate the situation, your EAP is experienced, and we're here to help. Our EAP experts will help you develop a plan, such as a mandatory referral. 87% of referrals successfully complete their plan and are retained in the workforce, saving the employer the time and cost of employee turnover.
Managers have three EAP referral options: Educational, Informal, and Management (or Formal) Referral. In some cases, a fitness for duty assessment may be warranted, which is conducted by a medical professional, not an EAP.
Depending on the situation and the employee's behavior, a Management Referral may be the recommended course of action to address and correct an employee's behavior and help the employee retain their job.
More About Management Referrals
Are Management Referrals only for drug/alcohol abuse?
No. While most referrals result from an employee's violation of a company's drug-free workplace policy, the program can be used for workplace performance and behavioral concerns. Often, the EAP can discover that something in the employee's personal life is contributing to the unwanted behavior, and the EAP will work with the employee to resolve the issue.
What are the benefits of a Management Referral?
The goal is to help employees improve performance and resolve issues so they can be successful at work. The Management Referral may also support the employee's general mental and physical well-being in the process.
When should a Management Referral be used?
A formal referral to the EAP is typically initiated in response to workplace violations of behavioral, performance, attendance, or drug-alcohol policies. Although it's often used as a last-chance agreement with the risk of termination, it may help an employee retain his or her job in times of progressive disciplinary action.
Challenging HR Situations - How And When To Use EAP Referrals
Managing others can be inspiring and fulfilling, but sometimes complex and challenging situations arise. FCH EAP is your front-line support team when dealing with tough HR questions. The opportunity for your HR team and other leaders to speak with an expert at any time is one of our most valuable tools for organizations. Contact us today for more information!
One of our employees with a CDL tested positive on a random Department of Transportation (DOT) drug test. What are our next steps?
The Company Designated Employee Representative (DER) who was notified of the positive drug test result should contact the EAP to initiate a Management Referral. DOT regulations require that the employee be removed from safety-sensitive duties and undergo an evaluation by a Substance Abuse Professional (SAP). Once the employee contacts the EAP, we will connect the employee to the Substance Abuse Professional. It is the responsibility of the SAP to conduct the evaluation, make a recommendation as to whether treatment is necessary, and determine when the employee can again be returned to safety-sensitive duties. The EAP will monitor the employee's compliance with any treatment once the SAP has returned them to their safety-sensitive duties.
We referred an employee to the EAP Management Referral program due to ongoing absences. The employee was evaluated by the EAP and is currently seeing a counselor to address this problem. However, we are concerned that the employee continues to miss work. What is our next step?
When an employee is referred to the EAP as a Management Referral, it is understood that the employee's problematic performance or behavior needs to change, regardless of the outcome of counseling assessment through the EAP. Progressive discipline up to and including termination of employment is generally the next step made by the employer when an employee's performance or behavior has not changed.
Example Situation: An employee is having personal problems at home. The employee continues to do a good job at work, and we believe he would benefit from counseling. Should we make a Management Referral in this scenario?
No. A Management Referral is not appropriate unless the employee is exhibiting problems in their workplace performance, attendance, or productivity. Instead, we recommend that the supervisor informally remind the employee of the resources available through the EAP and give them the EAP contact information. The EAP is also available to the supervisor to discuss the situation, consult about approaching the employee, and review available EAP resources. We encourage organizations to contact the EAP anytime to discuss questions or concerns about resources and respond to employee needs.
Connect With Us!
For consultation and hands-on personal support as you consider using the Management Referral program, contact First Choice Health EAP to discuss circumstances and next steps. Licensed clinical staff are here to advise our clients as they navigate the process.