Employee Assistance Program

WHAT CAN YOU EXPECT FROM EAP

EMPLOYEES

Whether an employee is self referred or referred by a supervisor, he/she is eligible for the full range of services offered by EAP.

INFORMATION AVAILABLE TO SUPERVISORS

EAP provides information to assist supervisors in recognizing the signs and symptoms of substance abuse. This information may be obtained by contacting the EAP professional staff.

CALLING FOR AN APPOINTMENT

After a supervisor has determined that an employee may benefit from the services offered by EAP and has discussed a referral with the employee, it is the employee's responsibility to make decisions about his or her health and well-being which may be affecting job performance.

Should the employee recognize the need for help, then either the supervisor in consultation with the employee or the employee
him/herself may then schedule the specific day and time for an appointment.

REFERRAL BY MEMO

Frequently a supervisor will suggest participation in the Employee Assistance Program to an employee and encourage the employee to schedule an appointment with the program's professional staff. Under such circumstances it is highly desirable that the supervisor send a brief memo to the program's director either with the employee or prior to his/her arrival. The memo need only state that the employee has been referred for assistance offered by the program and that the referral has been discussed and agreed to by the employee.

VERIFICATION OF APPOINTMENTS KEPT

Frequently supervisors want to know whether or not a referred employee has indeed kept his/her scheduled appointment. The counselor may be contacted, but no information discussed during the interview will be released without the employee's written permission.

SUPERVISEES' ABSENCE FROM WORK BECAUSE OF AN EAP APPOINTMENT

Employees who participate in the EAP program during the 8:00 a.m. to 4:30 p.m. work period may do so without being charged annual or sick leave. However, employees who want to keep their participation in EAP anonymous, may elect to take annual or sick leave in accordance with existing university policy (See New Mexico State University Policy Manual)

CLARIFICATION OF A REFERRAL WITH SUPERVISORS

On occasion an employee will arrive for assistance and report uncertainty as to why he/she was referred. Should this occur, the
Employee Assistance professional will discuss the situation with the employee and obtain his/her permission to seek clarification from the referring supervisor with regard to the reason(s) for the referral.

A referral to EAP should be viewed as a management tool that seeks to provide the mechanism whereby valued employees can receive the assistance necessary to reverse declining job performance. EAP is interested in an employee's personal life only to the extent that it adversely affects job performance. EAP wants to help both the employee and the supervisor recognize and eliminate those problems. At no time will the EAP replace or supersede existing university personnel policies and procedures.

REFERRAL TO SAVE IS NOT A DISCIPLINARY ACTION.

A referral to EAP is a positive step toward re-attaining acceptable job performance from an employee. EAP is conducted in strictest confidence and an employee's participation is not reflected in his/her personnel file nor does it affect future promotions or raises.

QUESTIONS ABOUT EAP?

For further information, call the Employee Health Services clinic (646-6600) and ask to speak to the Employee Assistance Professional. All inquiries are handled with discretion. Success in this endeavor depends upon all of us working together.