The FSAP seeks to support emotional health and well-being by working with employees to address concerns before they negatively impact the person, or her/his workplace performance. Thus, early consultation and intervention is strongly encouraged.
A supervisor may determine that referring an individual to the FSAP is advisable and necessary. Such referrals are generally based upon a demonstrated pattern of declining productivity, erratic attendance, or atypical behavior where the referring agent has reason to believe a personal problem may be impacting the individual’s workplace performance. Faculty and staff may use administrative leave (reference policy) to cover their absences from work for the duration of these FSAP visits.
A Formal Supervisory Referral entails:
- The referring agent (Supervisor, Manager, etc.) calls the FSAP directly to consult with an FSAP professional.
- During the initial consultation, facts and circumstances are reviewed in order to evaluate options and explore the most appropriate course of action.
- A designated person (i.e. Supervisor, HR Director, Manager, etc.) must be identified as the person who may receive feedback regarding the employee's compliance with the FSAP program recommendations.
- A Formal Supervisory Referral Form may be completed and sent to the FSAP office to formalize and expedite the referral.
- The FSAP will require written permission from the referred employee before their compliance with program recommendation(s) may be confirmed with any third party. The FSAP is unable to confirm participation or compliance without this written permission.
