SUPERVISOR MANAGER ORIENTATION

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SUPERVISOR / MANAGER ORIENTATION
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What is the HelpPeople Employee Assistance
Program?

• A benefit sponsored by your employer
• Voluntary
• Free
• Confidential
• Covers all employees and the household members
• Offers confidential consultation to supervisors
  /managers/ labor representatives regarding
  employee performance issues

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SERVICES

• Counseling
• Assessment Identify/validate the concern
• Short-term counseling Develop an action plan
• Referral identify resources, assist in
  facilitating the referral
• Supervisor/management consultations
• Educational Literature/Website articles
• Supervisor training / Wellness workshops
• Critical Incident Stress Management
• Bereavement Sessions
• Crisis/Transition Meetings

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EAP STAFF

• Masters level counselors with
• diverse background areas
• 7 counselors
• 3 SAPs - Substance Abuse Professionals
• 1 intake counselor schedules appointments and
  converses with supervisors

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COMMON REASONS FOR UTILIZATION

• Marriage / family
• Single parenting, blended families, eldercare
• Emotional issues
• Grief, anger
• Alcohol / drugs
• Job / career
• Stress Management

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TYPES OF REFERALS

• Informal/Self Referral
• Made prior to the development of any job
  performance problem. Employee refers
  him/herself, or it may be suggested by co-worker,
  supervisor, friend, family member.
• Formal Referral
• Based upon a decline in job performance and is
  made by the employees supervisor. Supervisor /
  Manager / Labor Representative may make a
  referral on the employees behalf. Supervisor /
  Manager / Labor Representative will be informed
  of employees participation once the employee has
  given written consent.
• Mandatory Referral
• Results from an employee receiving a positive
  drug/alcohol test administered according to DOT
  regulations, company last chance agreements, or
  fitness for duty.

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Formal Supervisor Referral What Does EAP Need
to Know?

• Reason for referral
• Problem duration
• Previous discussions / warnings
• Referred to HelpPeople before?

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WHAT ELSE?

• Have you clearly explained to the employee the
  reason for the referral?
• Have you asked employee to sign release of
  information (if needed)?
• Have you discussed your expectations of employee
  established a performance improvement plan?
• If mandated (for drug testing, last chance
  agreements, fitness for duty), what are the
  consequences if employee does not follow through?

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WHAT HAPPENS WHEN AN EMPLOYEE CALLS THE EAP?

• He/she will speak with an EAP counselor
• He/she may provide as much or as little
  information as they wish
• The EAP counselor will
• Continue scheduling additional appointments, or
• Assist them in identifying local resources to
  meet their needs

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OFFICE LOCATIONS HOURS

• Syracuse 600 East Genesee St., Suite 325
• Monday-Friday, 830 am 500 pm (must call)
  
• Monday-Thursday-evening hours (must call)
• Fulton 163 S. First St. (across from the
  library)
• Wednesday afternoons evenings (must call)
• Thursday evenings (must call)
• Employees outside of Central New York will be
  referred to an EAP who is part of the HelpPeople
  network
• An EAP counselor can be accessed for emergency
  situations 24/7

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HOW TO REACH US

• Monday- Friday
• 830am - 500pm
• 470-7447
• or
• 1-800-777-6110
• or
• www.crouse.org/helppeople
• (HelpPeople website)

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CALL or VISIT

• Some supervisors/managers prefer to visit with a
  counselor at the HelpPeople offices in order to
  dedicate time to thoroughly discussing the
  employees job problems and the expectations.
• A counselor can help with scripting and
  responses to employee reaction.
• Support is just a phone call away.
• 315-470-7447 or 1-800-777-6110