In addition to providing a service to assist employees and their families with personal and work problems, we are also an employer assistance program. We offer coaching and assistance to employers when they are faced with difficult employee situations. I will be posting some of the questions we are asked most frequently and invite our readers to post their thoughts, questions and discussions on this blog.
Q: I am a supervisor myself, but am having difficulty trusting
management. Can the EAP Program assist
me? I feel like I have nowhere to turn.
A: Our EAP makes your confidentiality our utmost
priority. We offer professional, non judgmental short-term assistance for employers and employees alike.
We will never disclose our conversations with you to any outside source without
your written permission, unless it is an emergency situation, or if you are at
risk to harm yourself, or someone else.
Whether you are contacting us for a personal problem or a work related issue, we can help.
Even if you have referred employees to us in the past, be assured that we can help you as well.
Our company specializes in offering both an employer and employee assistance program, enabling supervisors and managers alike to get the much
needed support that they deserve, when dealing with the complexities and
challenges that a leadership role can demand. Your EAP counselor can assist you
in trouble-shooting and role-playing certain scenarios that may be perplexing,
offer education and guidance, as well as find useful and current resources for
you, that are available to you in your geographic area. The EAP is in place so that you, as someone
in a leadership role, never has to feel like there is nowhere to turn!
Q: What is the proper criteria for referring an employee for a “reasonable suspicion”
drug test?
A: There are five
fundamental elements to consider when requiring a “reasonable suspicion” drug
test. First, it is always important to keep your observational
skills keen, sharp, and well educated. Second, it is imperative to take an
immediate, proactive role in making the referral, because employee SAFETY is an
employer’s primary concern. Third, ALWAYS document any suspicious activity or
behavior on the part of any employee in question. Fourth, review your company’s
drug and alcohol policy, to determine your company’s specific guidelines and
protocol, then act accordingly. Finally, after reviewing all of the information
and documentation available, consult as needed with administration, and Human
Resources, and contact your EAP program. It is important to communicate
your suspicion to the employee in a private and confidential manner. NEVER
allow the employee to drive himself to the drug testing site, because his judgment may be impaired, casuing a serious safety risk.
Company follow through is vital, and remember: your job is NOT to diagnose substance abuse problems. Instead, refer the employee to the EAP
Program, as part of a Last Chance Agreement so the employee can find the resources and the proper help that he or
she may need.
