Stony Brook University Employee Assistance Program

Employee Assistance Program

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Phone Number
(631)632-6085
Fax Number
(631)632-9575

Email

State University of New York at Stony Brook
Designed & Maintained by
Melissa Bishop/DoIT
Modified on 10/02/2000 08:36:16 PM EDT
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FOR SUPERVISORS

Supervisory Fact Sheet

EAP MISSION: to provide a comprehensive worksite-based program to assist faculty and staff in the prevention, early intervention and resolution of problems that may impact job performance. These include, but are not limited to: emotional, family, work stress, legal, financial, grief, change, marital/relationship, alcohol/drug or domestic violence.

SCOPE OF SERVICES
    • Client Consultation:
      • assessment & referral
      • educational resources
      • supportive follow-up
    • Management Consultation
      • general consultation & education
      • supervisory referrals of employees
        • with and without job performance problems
    • Education & Training
    • Critical Incident Stress Debriefing
    • Organizational Consultation e.g. substance abuse, violence
ACCESS TO EAP
  • Self referral, union referral, supervisory referral
  • Medical referral, peer referral, family referral
KEY ISSUES
  • Confidentiality - Protected by strict Federal guidelines. Release of information required for disclosure. Exceptions where life or safety are seriously threatened or as required by law.
  • Voluntary
  • No Charge
  • Professional staff
  • Available to all Research Foundation and State employees
Resources for Supervisors
  • Supervisory Consultation
    • What are your concerns about this employee or workplace issue?
    • Is it necessary to intervene? If so, when and how do you intervene?
    • What can you anticipate as the employee’s response?
  • FAQ (frequently asked questions)
    • Are there mandatory referrals to EAP? No. It is a voluntary program. However, you can make a formal referral to EAP and strongly encourage your employee to take advantage of our services.
    • Does an employee go to EAP on work time? Generally this is at the discretion of the department and supervisor. Employees can participate on work time with your permission. EAP will attempt to be flexible with appointment scheduling for those who prefer to participate confidentially without their supervisor’s knowledge or in situations where leaving on work time would cause hardship for the department. If a supervisor refers an employee, then it is usually agreed that attending on work time is okay.
    • If I refer an employee, will I get any feedback? Yes, at the minimum you will know if the employee was seen and whether or not he/she is following EAP recommendations. We can disclose more specific information that may be helpful to the supervisor with the employee’s written consent for release of information.
    • Should I hold off on performance counseling or discipline if the employee goes to EAP? No, participating in EAP should not interfere or delay the disciplinary process. It should not be an excuse to avoid disciplinary action.
    • If someone appears impaired on the job, how can EAP be of help? In an immediate emergency it is best to first consult with your supervisor, Department Head and Labor Relations, as appropriate, and remove the employee from working in an unsafe or at-risk situation for self and others. If you suspect impairment you can consult with EAP about possible signs and symptoms and learn ways to intervene. You can also refer the employee to EAP for an assessment and referral.
    • Is an employee penalized if he/she declines a supervisory referral to EAP? No, participating in EAP should not put an employee in job jeopardy or damage an opportunity to be promoted. The employee needs to understand that even if he/she declines EAP that it is his/her performance which must improve or the disciplinary process will continue.
  • What can supervisors do to get the most out of EAP?
    • Participate in EAP Supervisory Training. Offer EAP Orientation Training to your employees.
    • Consult with EAP preferably before problems affect job performance.
    • Call EAP to let us know that you are making a referral. Provide a quick overview.
    • Offer EAP at each stage of the disciplinary process. Document your referral and whether the employee participated in EAP.
  • What’s EAP’s job?
    Consult, educate, assess and refer. Support the USB community in maintenance of a safe, healthy and productive workforce. Provide easy access to our services. Welcome feedback. Offer mental health and wellness initiatives.
  • What’s the supervisor’s job?
    Utilize EAP as a tool for management consultation and educational opportunities in the workplace. Identify, document and confront employees about specific behavioral or job performance problems. Offer EAP to employees as a confidential, information, assessment and referral service. Do not act in the role of confidant, counselor or diagnostician. Focus specifically on your concerns about job performance and behavior.