What Is the Employee Assistance Program (EAP)?

When you or your staff experience work-related or personal issues, the EAP offers support for a variety of concerns, including stress management, conflict resolution, traumatic events, anxiety, depression, substance abuse, grief, relationship issues, and more. 

Leaders play a critical role in connecting employees to the EAP program because you are in a unique position to observe changes in employee behavior or performance that might indicate personal or work-related struggles. 

Types of Employee Referrals

Informal/Self-Referral

Description
Employees voluntarily contact the EAP for confidential support and counseling for personal or work-related concerns. 

Manager’s Role
Encourage employees to utilize EAP services by providing information and resources. No referral form is necessary for this type of referral, and there is no reporting to the workplace by the EAP.

Benefit
Provides opportunity for employees to address concerns before they impact job performance. Proactive and empowering for the employee.

Example
An employee shares that they’re stressed due to a personal matter; management reminds employees of the availability of EAP for support and provides a copy of the brochure.

Formal Management Referral

Description
A supervisor formally refers an employee to the EAP due to observed performance issues that may or may not be linked to personal problems.

Manager’s Role
Completes EAP supervisory referral form. Communicate with the employee about performance concerns and offer EAP as a resource to address potential contributing factors.

Benefit
Provides the supervisor with a resource to address employee concerns in a supportive way while focusing on job performance vs employee’s personal issues.

Example
An employee who is exhibiting decreased productivity and absenteeism is referred to the EAP by the supervisor.

Management Referral Process

  1. Manager completes and submits supervisory referral form (online or fax to EAP at 410-328-1132).
  2. Manager contacts EAP Admin, Amy Johnson (call 667-214-1555 or email amjohnso@som.umaryland.edu) to verify receipt of referral and request that an appointment for the employee be held.
  3. Manager informs employees of their concerns and the benefits of EAP referral (share EAP brochure).
  4. If an employee agrees to a referral, the manager can offer the appointment, and then have the employee call the EAP to confirm and complete intake paperwork.
  5. At the initial session, EAP Counselor will ask the employee to sign a release of information for their supervisor to verify EAP engagement and recommended plan only. Clinical details will not be shared.
  6. EAP Counselor will reach out to get updates on progress with improving performance.
  7. Management referral does not take the place of disciplinary process. EAP is not involved in the disciplinary process.

**Please note referrals for-cause drug and/or alcohol screen or Fitness for Duty (FFD) evaluations go through Human Resources and Employee Health Services (EHS). Employee behaviors that could warrant a for-cause drug and/or alcohol screen or Fitness for Duty (FFD) include slurred speech, unsteady gait or tremors, excessive drowsiness, significant or worrisome changes in cognitive functioning, bizarre or unusual behaviors or any other impairment that could represent acute patient or workplace safety. For questions regarding the for-cause drug and/or alcohol screen or Fitness for Duty (FFD) process contact Eric McGee, Director of Employee Labor and Relations at Eric.McGee@umm.edu.

Your EAP Is Ready to Help

When you’re right in the middle of a situation, it’s not always easy to know what kind of referral to make. Don’t hesitate to reach out to consult regarding employee concerns. Give us a call at 667-214-1555 or email EAP Manager, Malika Curry (mcurry@som.umaryland.edu).