If possible, consult with the EAP prior to making a supervisor referral, and provide the EAP with written information about the performance issues. This helps the EAP conduct a more effective assessment. Without written information, the EA professional must rely upon the employee's report of job performance problems, or recall what you have said about the performance issues at the time of a telephone consult. When this happens, EAP interviews with an employee may be less effective because the employee is not forthcoming about his or her problems.
- Let the employee know that participation in an EAP cannot result in loss of promotional opportunities or jeopardize one's job security.
- If your employee does not accept an EAP referral, remind the employee that he or she could be subject to disciplinary action if performance problems continue. Do not threaten disciplinary action you will not or cannot carry out.