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Employee Assistance Program Strategy (From Addiction Intervention: Strategies to Motivate Treatment-Seeking Behavior, P 55-71, 1998, Robert K. White, Deborah G. Wright, eds. - See NCJ-171025)

NCJ Number
J O'Hair
Date Published
17 pages
This chapter explores how supervisors can assist in intervening with troubled employees.
Workplace intervention has become one of the most effective means of responding to drug and alcohol problems. The most common form of workplace intervention begins when an employee's immediate supervisor employs "constructive confrontation." This confrontation is most effective when a supervisor has documented measurable signs of declining work performance. Based on performance measures, a supervisor can request that an employee contact his or her employee assistance program (EAP) to address those factors contributing to a decline in performance. Statistics indicate that one of the primary problems causing performance deterioration is substance abuse. In addition to exploring how supervisors can assist in interventions, the chapter describes how to involve others such as co-workers, union representatives, family members, and friends. The article places special emphasis on employee assistance programs and their role in workplace interventions. Today, EAPs also see referrals as a result of court-ordered DWI evaluations, drug-free workplace policies, social service agencies, and many internal company departments including medical, safety and human resources. However the EAP receives the referral, the goal of intervention is to assist in interrupting the addiction disease process and begin a recovery procedure. Resources