Course Map- 1.
- 1.1 EAP Defined
- 1.2 Confidentiality
- 1.3 No interference with you
- 1.4 EAPs are Beneficial
- 1.5 Not a "Safe Harbor"
- 1.6 Voluntary
- 1.7 Not Disciplinary
- 1.8 Types of Referral
- 1.9 EAP as Accommodation
- 1.10 Avoiding "involvement"
- 1.11 Benefits of EAPs
- 1.12 More Benefits
- 1.13 EA Professionals are Skilled
- 1.14 When to Refer
- 1.15 Troubled Employees
- 1.16 Refer early
- 1.17 Rationale for Supervior Referral
- 1.18 When to Refer
- 1.19 When to Refer (cont.)
- 1.20 Don't enable
- 1.21 Steps in Referral
- 1.22 Observing Performance
- 1.23 Observing performance . . .
- 1.24 Do's and Don'ts
- 1.25 Do's and Don'ts . . .
- 1.26 Caution: Sending employees home
- 1.27 A Word about Alcohol
- 1.28 Documentation
- 1.29 "Effective" Documentation
- 1.30 Open about documentation
- 1.31 Documentation techniques
- 1.32 What to document
- 1.33 More documentation issues
- 1.34 Geographic "cures"
- 1.35 Avoiding emotional language
- 1.36 Confrontation
- 1.37 How employees respond
- 1.38 Misconceptions
- 1.39 Be direct in confrontation
- 1.40 Steps in Confrontation
- 1.41 Steps in Confrontation
- 1.42 About corrective letters
- 1.43 Corrective letters (more)
- 1.44 Corrective letters (more)
- 1.45 Corrective letters (more)
- 1.46 Corrective letters (more)
- 1.47 Making the referral
- 1.48 Referral to the EAP (cont.)
- 1.49 Referral (cont.)
- 1.50 Referral to the EAP (cont.)
- 1.51 Maintain confidentiality
- 1.52 Communication with the EAP
- 1.53 Communication with the EAP
- 1.54 After the referral
- 1.55 Monitoring your employee
- 1.56 Monitoring your employee
- 1.57 About relapse
- 1.58 Follow up and help
- 2. End & Restart