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Formal Supervisor Referrals Published: October, 2001 A formal supervisory referral occurs when a manager or a supervisor has documented a job performance problem and has already activated the organization's standard disciplinary procedure. As a complimentary, but separate process, the organization may request that the employee contact PBH EAP for assistance with any personal problem that may be interfering with the employee's job performance. EAP Network Provider Responsibilities for Formal Supervisory Referrals 1. Appointment must be scheduled with the client within twenty-four (24) hours of referral. 2. Provider must contact PBH EAP counselor after the initial evaluation (and subsequent sessions), with assessment and recommendations. 3. Provider must communicate non-compliance or treatment outcome regarding job performance issues to PBH EAP counselor. PBH EAP Counselor Responsibilities 1. The initial call requesting EAP services should be made to PBH by the referring supervisor or manager. 2. The PBH EAP counselor must verify from the supervisor that the referral is a formal supervisor referral, based on job performance. The information required may include: Current status of the employee and their job, especially if the current disciplinary action is a final warning Past disciplinary action Previous discussions/actions taken by supervisor regarding this employees job performance Verification of written documentation regarding job performance Information regarding the company's Drug Free Workplace policy 3. The PBH EAP counselor will discuss with the supervisor, the need for a signed consent form from the employee. It must be determined who will be included on the release form, and how best to obtain the employees' signature. An employee will never be coerced or forced to sign the release form. 4. The nature of the information that will be released is discussed with the caller. The information is limited to: Whether or not the employee has had contact with the PBH EAP counselor; Whether or not the employee has attended counseling sessions or treatment program; Whether or not the employee has followed through on treatment recommendations, and; Any recommendations, including restrictions, regarding back to work issues (only if the employee is returning to work after a suspension or other mandatory time off the job). 5. The EAP will recommend the supervisor ask the employee to sign the consent to release form during the same meeting in which they refer the employee to PBH EAP. The form should be faxed to PBH EAP so that the supervisor may be informed if the employee does not call. 6. No information, including the employee's failure to contact EAP may be given to the supervisor without the employee's written consent. 7. The PBH EAP counselor will instruct the referring supervisor to inform the employee to identify him/herself as a supervisor referral. 8. It is the PBH EAP counselor's responsibility to educate the network provider regarding specifics of the supervisor referral (i.e., DOT, job performance, POS, drug screen, etc.). Back to Top