The EAP is non-disciplinary. A referral to the EAP by a supervisor based on job performance problems is not a substitute for disciplinary action. Whether an employee uses the EAP may not be the cause for a disciplinary action or a reason for a disciplinary action.
- EAPs cannot interfere with administrative or supervisory practices. The EAP cannot advise your supervisor on disciplinary matters or protect you from disciplinary actions. It is not a "safe harbor." You are still responsible for satisfactory job performance, even if you are an EAP client.
- There are no fees for EAP services. The services of the EAP are paid for by your employer. If you require a referral to other sources of help, the EAP will consider your ability to pay for those services, and whether your health benefits plan will apply.
- The EAP is not a psychotherapy service or a treatment program. EAPs specialize in identifying problems, assessment and interviewing, motivational counseling and problem-solving, and referral to the right source of help.
- The EAP is voluntary. Employees cannot be "forced to go to the EAP." However, policies or regulations governing certain workplace infractions (drug-free workplace, violence, etc.) may mandate that management make a supervisor referral to the EAP if the employee is to be accommodated for the possible existence of a health/psychiatric problem.
- Seeking help from the EAP cannot adversely affect you. You cannot have your job security or promotional opportunities jeopardized as a result of participating in the EAP.