Without performance problems: Employees may be encouraged by a supervisor, union representative, human resource/labor relations representative or another service on campus to contact EAP for assistance due to personal or job performance issues, before the situation requires formal disciplinary action. This is known as an informal referral. The decision to keep an appointment with EAP and accept a referral rests entirely with the employee. If it is helpful for information to be shared with another party, the employee can provide EAP with written authorization. Without written authorization no information will be released by the EAP.
With performance problems: A formal referral is made when a supervisor identifies, documents and discusses with an employee specific behavioral or job performance problems and makes a recommendation that the employee contact EAP. The supervisor is not expected to act in the role of confidant, counselor or diagnostician. Offering EAP assistance where appropriate, as a confidential, information, assessment, and referral service is good management.
Information and consultation: Supervisors and management personnel may seek resources and ideas about how to resolve workplace problems. Topics cover workplace stress, interpersonal conflict, communication skills, team building and substance abuse education.
The Frontline Supervisor is a monthly newsletter designed to assist managers and supervisors in dealing with employee related issues.
It gives supervisors tips and contains information on the supervisor’s role and how to use the EAP as an effective tool. This newsletter is being reproduced with permission from DFA Publishing and Consulting.
Information contained in the Frontline supervisor is for general information purposes only and is not intended to be specific guidance for any particular supervisor or human resource management concern. For specific guidance on handling individual employee problems consult with Stony Brook University Employee Assistance Program at 632-6085.
EAP Supervisory Training
- EAP Supervisory Training
- As a supervisor you are in a key position to recognize when your employees may be having difficulties that may impact their job performance. Before problems get out of hand, you can offer the confidential services of the Employee Assistance Program. Detailed information will be given regarding the process of management consultation and the most appropriate and effective way of referring any employee to EAP for assistance with personal and/or job related problems. This workshop is designed to help supervisors learn how to skillfully and compassionately approach an employee and offer assistance.
- Qualities of an Effective Supervisor
- Supervision is an ART. It not only takes knowledge and skills, but the key is knowing when and how to apply them. Timing is everything. Understanding human behavior and creating a healthy work environment is the theme of this workshop. We will focus on the attributes of successful supervisors: personal qualities (empathy, boundaries, attitude, resiliency, etc.) verbal/nonverbal behavior, styles of communication and dealing with conflict.
- Recognizing Impairment in the Workplace
- Your role as a supervisor is a critical one in assisting workers to seek professional help and consequently improve their level of functioning on the job and in their personal lives. Through knowledge and practice participants will be able to achieve the following workshop objectives:
- To identify specific behavioral and job performance problems
- To review the myriad of problems that may be the cause of deteriorating job performance e.g. depression, substance abuse, family crisis, death of a loved one, etc.
- To understand the possible dynamics in the supervisor/supervisee relationship when faced with poor performance
- To role play techniques to ensure a successful workplace intervention
- The Impact of Substance Abuse in the Workplace: Guidelines for Intervention
- The goal of this program is to create awareness of the Drug-Free Workplace Act, understand substance abuse and how to intervene with an impaired employee. Workshop objectives are:
- To understand addiction as a disease process
- To learn signs and symptoms of substance abuse as it impacts behavior and job performance
- To know your supervisory responsibility to maintain a safe and productive workforce
- To apply general guidelines of intervention
- To practice intervention through role play
- To identify resources available for consultation, intervention and referral
- Understanding Depression and Its Impact on the Workplace
- Depression is one of the most common mental health problems and the most treatable. It is a particularly debilitating illness affecting an employee’s ability to concentrate, to be productive, to function effectively, and to relate to others. Sleep problems, depressed mood, weight loss or gain and fatigue are some common symptoms. Workshop objectives are:
- To identify the symptoms of depression as they manifest themselves in the workplace
- To understand depression as a treatable illness and the importance of early intervention
- To role play interventions to support employees seeking help
- To recognize the role of EAP in assessment, referral, and transition back to work after treatment
- Workplace Violence & Domestic Violence Awareness and Prevention (Sponsored by EAP and University Police)
- Workshop objective are:
- To understand your responsibility in maintaining a safe and nonhostile work environment
- To be aware of OSHA Workplace Violence definition and guidelines
- To be aware of the Stony Brook University policies on workplace violence & domestic violence
- To know when to report threatening comments or behavior
- To identify emergency and support services available
- To evaluate physical work space for safety
- To understand the components of a safety plan