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| 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 |
| Restart |
