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Supervisor Support

 

Contact Us

Call (585) 475-0432 or email 
eap@urmc.rochester.edu to learn more or schedule an appointment.

Performance issues are challenging for supervisors and employees alike. EAP is an excellent resource for supervisors when you encounter an employee who has performance problems. We provide consultation to supervisors on workplace situations and performance concerns, guidance on making referrals to EAP, workshops and training for staff education, and monthly newsletters for supervisors and employees.

Consultations

The staff of the employee assistance program is available for consultation with administrators, supervisors, managers, and team leaders about concerns, behaviors and performance of individuals on your team. The goal of the EAP consultation process is to help supervisors alleviate workplace problems. The problem will be defined and then the manager and EAP counselor will develop a plan of action to address the issue.

Referrals

Suggested Referral

Performance issues are challenging for supervisors and employees alike. It’s hard to tell someone that problems are jeopardizing their job, and even harder for an employee to accept that personal issues have become so serious. As a supervisor or manager, you are often in the best position to help employees who are experiencing problems that affect their lives and/or job performance. When you become aware of such problems, you can encourage employees to seek the assistance and support of Employee Assistance Program and give them information regarding how to do that. This is what we refer to as a “Suggested Referral.”

Job Performance Referral (Mandated)

Some employers have written policies to allow supervisors to make a mandatory referral to Employee Assistance Program in order to address job performance problems. Employers mandate employees to EAP because the employee is valuable and the measures taken to correct the performance issue have not been successful. A mandatory referral does not mean that the organization is compelling the employee to go to the EAP. However, the organization may proceed with disciplinary action for failing to address the performance issue if the offer of EAP assistance is not accepted. This type of referral is an effort to accommodate the employee’s possible personal problem. The employee still must choose what to do. 
 
When an employee is mandated to EAP, the EAP counselor will conduct an assessment to determine what would be helpful in restoring the employee’s performance to an acceptable level and then support the employee in their efforts to complete this plan.