National EAP

	The Administrative Referral Program
	When making an administrative referral to National EAP, we ask that you consider the following questions:
	If you are a manager, have you notified Human Resources of the work performance issue and the action you would like to take?
	Have you clearly documented the work performance issue?
	Have you met with the employee to address the work performance issue and progressive discipline/corrective action plan?
	Does the employee understand what it means to be administratively referred and the expectation of him/her?
	Was your instruction to call National EAP to schedule an appointment time framed, e.g.: 24, 48, 72 hours, etc.?
	To Get Started:
	The Supervisor/HR or "designated person" will telephone the NEAP corporate office to initiate a referral. The name of the employee, status of his/her job and other necessary information is requested, i.e.: documentation of progressive discipline.
	The employee is expected to call the NEAP within the employer's stated period. A priority appointment shall be provided.
	Some Things to Expect During the Process:
	During the first assessment session, the administrative referral procedure is clearly explained to the employee and all appropriate "Consent to Release Confidential Information" forms will be provided for signature to allow a National EAP clinician to report back to employer, and as needed: verify the employee's insurance to access the appropriate treatment.
	Assessment may be made in one or two sessions. An "EAP-only" counseling regimen will be prescribed unless medically necessary treatment is indicated. Insurance coverage will then be reviewed. A plan will be presented to the employee and employer and National EAP Clinical Staff will arrange appointments with a therapist, hospital, or treatment agency as may be indicated at any point in the course of EAP counseling.
	The National EAP Clinician will remain in contact with the designated HR Supervisor to confirm that an appointment was kept, and that the employee has agreed to follow a plan of action. Written reports are sent to the HR Supervisor after the employee actually begins to follow this plan. This will continue every two weeks until EAP monitoring is discontinued.
	The National EAP Clinician will continue to counsel and/or monitor the case and be available to the employee and employer for any additional assistance throughout this process.