Most employees are experts at arguing the causes and solutions of their personal problems, even if they're completely wrong.Employees are experts. Do not engage your employee in a discussion about personal problems to discover what course of administrative action you will take or whether a supervisor referral to the EAP is necessary. Base these decisions on job performance. Employees can easily demonstrate a high level of competence at convincing you that their personal problems are well managed or on the mend. Typically, the family members of troubled employees have been prior recipients of these well-practiced presentations, and you are no match for arguing against them. The probability of convincing yourself to postpone an EAP referral is high.
"I'm already getting help." What if your employee claims that a referral to the EAP is not necessary because they are already getting help from a professional counselor in the community? Answer: Still make the supervisor referral. Your referral is based on job performance problems. The EAP and the mental health provider don't equate. Supervisors who hesitate to make a supervisor referral when confronted with this argument usually do not fully understand how EAPs work.
It's True! If your employee brings a note or medical documentation to explain ongoing work deficiencies, it is time to speak to your human resources or personnel advisor. The essential duties of the employee's position may be adversely affected by the personal problem. In this case a discussion about the Americans with Disabilities Act becomes necessary and you need to determine how, or if, it applies to the management of your employee's performance issues.
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