The Management Consultation program is an EAP resource for human resource professionals, managers, supervisors and occupational health professionals. Our management consultants (MCs) are a team of licensed professionals that are trained in EAP workplace and organizational dynamics as well as behavioral health concerns.

Watch this Management Consultation introductory video

Our services are designed to provide support for workplace issues and for employees experiencing job performance concerns when a personal, emotional or behavioral problem is suspected of interfering with the employee's ability to meet the expectations of his/her job position. Management consultation is an unlimited telephonic resource and can be used whenever necessary.

Some of the most common reasons that managers seek assistance with a workplace concern are:

  • Changes in employee behavior impacting his/her performance
  • Help an employee access appropriate mental health referrals
  • Organizational change and downsizing
  • Workplace violence or threats (risk to self or others)
  • Trauma or death of employee impacting the workgroup
  • Suspected substance use
  • Communication strategies
  • Identifying and supporting employees at risk for harm to self or others

 

The most effective utilization of the EAP is when a manager calls to consult in the early stages of the problem when observable warning signs are just surfacing. When the problem is addressed at this stage, it can help to minimize more costly and time consuming problems down the road, and prevent further escalation of risk.

 

EAP Referral Options

The EAP is a valuable resource that can assist members in addressing personal and family issues that may impact their ability to successfully complete their job duties. For the workplace, strategic use of the EAP can assist in improving employee performance, decreasing absenteeism, ensuring a safer work environment and increasing overall employee engagement.

  • Self-Referral (Employee initiated) The employee confidentially contacts the EAP for support, and no specific member information is shared with the employer by Optum.
  • Informal Referral (Employee initiated) A manager has concerns regarding an employee’s well-being based on observed behaviors in the workplace, or an employee's self-disclosure related to personal or family struggles. The manager educates the employee about the EAP benefit and in some instances may assist the employee in placing the initial phone call to EAP. The manager will leave the room to provide the employee privacy once contact with the EAP counselor occurs. All services are confidential and no information is shared with the referring manager.
  • Management Referral (Workplace initiated) When problems persist, a management referral is an additional resource that may be used in conjunction with performance management to address on-going documented concerns about an employee performance problem or behavior disturbance such as:
    • Persistent performance or behavior problems that have not responded to performance coaching
    • Management suspects there may be personal concerns that are interfering with the employee's ability to meet job expectations
    • A problem employee's behavior has deteriorated and his/her continued employment is in jeopardy
    • Company's policy requires a referral to the EAP due to a violation of a specific company policy and procedure such as drug free workplace, DOT or other drug or safety sensitive policies
    • Mandatory referrals
    • Last chance agreements or conditions of continued employment agreements
    • Violations of mandated policies such as harassment/stalking of peers

 

Management Referral Process

  1. Manager initiates a management referral in adherence to company policy and procedure. Human Resources is consulted as per company policy.
  2. Manager contacts EAP and speaks with a management consultant for an initial consultation.
  3. Manager meets with the employee to review performance and adherence to management referral expectations. The manager secures the employees signature on the Optum Release of Information (ROI) consent form.
  4. Management consultant conducts initial telephonic clinical screening with the employee and schedules a face to face evaluation with a network EAP clinician.
  5. The management consultant provides ongoing adherence reports provided to referring manager. No clinical information is disclosed.

 

Workplace Safety Concerns

EAP can assist the workplace when critical workplace concerns arise related to potential safety issues that may impact the workgroup. Such risk issues may include:

  • An employee demonstrating a sudden change in mental status
  • A disgruntled employee expressing angry emotions and posing a possible physical threat to others
  • An employee victimized by domestic violence and/or when family issues spill over into the workplace

 

What Managers Can Expect When They Call a Management Consultant

When a manager calls an EAP management consultant, he/she can expect to receive collaborative support in developing a strategic response to workplace concerns. The goal is to support HR and managers in gaining confidence by acquiring the tools needed to move forward with an appropriate action plan.

As part of the consultation, the management consultant will educate the manager about available resources and remind and confirm that the manager has consulted internal resources such as HR, corporate security and other key management personnel.

The management consultant will:

  • Provide support to the manager
  • Gather information and assess the situation to help the manager identify specific behaviors, assess their duration and severity, potential for safety concerns, relevant company policies to support the manager in addressing the behaviors, and any disciplinary action taken to date.
  • Develop a plan of action, including problem solving and strategizing with the manager on the best course of action, and whether a management referral is appropriate.

 

Role of the Manager:

  • Focus on observed workplace behaviors
  • Focus on performance concerns
  • Document observations
  • Clarify performance expectations to the employee

 

The Manager is NOT:

  • A diagnostician
  • A therapist

 

Role of the management consultant:

  • Serve as a sounding board for managers, supervisors, human resources, etc.
  • Help with identifying and managing observed problematic behaviors impacting performance
  • Confirm that appropriate company resources have been contacted
  • Determine strategies and options for moving ahead with a management referral
  • Problem solve situations

 

The management consultant is not:

  • A part of the employee disciplinary process
  • A member or representative of you HR Department

The Management Consultation program is an EAP resource for human resource professionals, managers, supervisors and occupational health professionals. Our management consultants (MCs) are a team of licensed professionals that are trained in EAP workplace and organizational dynamics as well as behavioral health concerns.

Watch this Management Consultation introductory video

Our services are designed to provide support for workplace issues and for employees experiencing job performance concerns when a personal, emotional or behavioral problem is suspected of interfering with the employee's ability to meet the expectations of his/her job position. Management consultation is an unlimited telephonic resource and can be used whenever necessary.

Some of the most common reasons that managers seek assistance with a workplace concern are:

  • Changes in employee behavior impacting his/her performance
  • Help an employee access appropriate mental health referrals
  • Organizational change and downsizing
  • Workplace violence or threats (risk to self or others)
  • Trauma or death of employee impacting the workgroup
  • Suspected substance use
  • Communication strategies
  • Identifying and supporting employees at risk for harm to self or others

 

The most effective utilization of the EAP is when a manager calls to consult in the early stages of the problem when observable warning signs are just surfacing. When the problem is addressed at this stage, it can help to minimize more costly and time consuming problems down the road, and prevent further escalation of risk.

 

EAP Referral Options

The EAP is a valuable resource that can assist members in addressing personal and family issues that may impact their ability to successfully complete their job duties. For the workplace, strategic use of the EAP can assist in improving employee performance, decreasing absenteeism, ensuring a safer work environment and increasing overall employee engagement.

Self Referral

  • Employee-initiated
  • No feedback given to NYU, only aggregate demographics without identifying information
  • Posters/flyers/brochures available to raise employee awareness about the services offered

 

Informal Referral

  • Many employees access EAP when they are reminded by their supervisor, HRO or HR Business Partner about the program
  • Employees often share information with their supervisor about life issues/challenges they are experiencing. This can be an appropriate time to mention the confidential services that EAP provides.
  • HR can provide EAP’s phone number and provide a brochure that informs the employee that EAP is free and confidential
  • No feedback is provided to HR, the employee’s supervisor or NYU
  • For undergraduate student employees, refer to Wellness Exchange (EAP ineligible); for graduate student employees refer to Wellness
    Exchange (Local 2110 employees also EAP eligible)

 

Formal Referral

  • This kind of referral should be done in coordination with Employee Relations, HR and/or Benefits.
  • May be necessary in emergency situations
  • Positive process that supports the employee and gives them access to assistance that is directed to improve performance or change
    problematic behavior
  • HR calls EAP to provide information about the reasons the employee is being referred
  • Employee works directly with EAP, who will design a program to meet the employee’s needs
  • In rare instances, a formal referral may be part of a disciplinary settlement agreement in which the employee is mandated to complete a recommended program. EAP has the employee sign their release. Upon completion of the recommended program, EAP will provide HR/Employee Relations with limited information, certifying the employee’s satisfactory completion.
  • For employees who are students should also contact the Wellness Exchange.

 

Management Referral Process

  1. Manager initiates a management referral in adherence to company policy and procedure. Human Resources is consulted as per company policy.
  2. Manager contacts EAP and speaks with a management consultant for an initial consultation.
  3. Manager meets with the employee to review performance and adherence to management referral expectations. The manager secures the employees signature on the Optum Release of Information (ROI) consent form.
  4. Management consultant conducts initial telephonic clinical screening with the employee and schedules a face to face evaluation with a network EAP clinician.
  5. The Management consultant provides ongoing adherence reports provided to referring manager. No Clinical information is disclosed.

 

Workplace Safety Concerns

EAP can assist the workplace when critical workplace concerns arise related to potential safety issues that may impact the workgroup. Such risk issues may include:

  • An employee demonstrating a sudden change in mental status
  • A disgruntled employee expressing angry emotions and posing a possible physical threat to others
  • An employee victimized by domestic violence and/or when family issues spill over into the workplace

 

What Managers Can Expect When They Call a Management Consultant

When a manager calls an EAP MC, he/she can expect to receive collaborative support in developing a strategic response to workplace concerns. The goal is to support HR and managers in gaining confidence by acquiring the tools needed to move forward with an appropriate action plan.

As part of the consultation, the management consultant will educate the manager about available resources and remind and confirm that the manager has consulted internal resources such as HR, corporate security and other key management personnel.

The management consultant will:

  • Provide support to the manager
  • Gather information and assess the situation to help the manager identify specific behaviors, assess their duration and severity, potential for safety concerns, relevant company policies to support the manager in addressing the behaviors, and any disciplinary action taken to date.
  • Develop a plan of action, including problem solving and strategizing with the manager on the best course of action, and whether a management referral is appropriate.

 

Role of the Manager:

  • Focus on observed workplace behaviors
  • Focus on performance concerns
  • Document observations
  • Clarify performance expectations to the employee

 

The Manager is NOT:

  • A diagnostician
  • A therapist

 

Role of the management consultant:

  • Serve as a sounding board for managers, supervisors, human resources, etc.
  • Help with identifying and managing observed problematic behaviors impacting performance
  • Confirm that appropriate company resources have been contacted
  • Determine strategies and options for moving ahead with a management referral
  • Problem solve situations

 

The management consultant is not:

  • A part of the employee disciplinary process
  • A member or representative of you HR Department

The Management Consultation program is an EAP resource for human resource professionals, managers, supervisors and occupational health professionals. Our management consultants (MCs) are a team of licensed professionals that are trained in EAP workplace and organizational dynamics as well as behavioral health concerns.

Watch this Management Consultation introductory video

Our services are designed to provide support for workplace issues and for employees experiencing job performance concerns when a personal, emotional or behavioral problem is suspected of interfering with the employee's ability to meet the expectations of his/her job position. Management consultation is an unlimited telephonic resource and can be used whenever necessary.

Some of the most common reasons that managers seek assistance with a workplace concern are:

  • Changes in employee behavior impacting his/her performance
  • Help an employee access appropriate mental health referrals
  • Organizational change and downsizing
  • Workplace violence or threats (risk to self or others)
  • Trauma or death of employee impacting the workgroup
  • Suspected substance use
  • Communication strategies
  • Identifying and supporting employees at risk for harm to self or others

 

The most effective utilization of the EAP is when a manager calls to consult in the early stages of the problem when observable warning signs are just surfacing. When the problem is addressed at this stage, it can help to minimize more costly and time consuming problems down the road, and prevent further escalation of risk.

 

Workplace Safety Concerns

EAP can assist the workplace when critical workplace concerns arise related to potential safety issues that may impact the workgroup. Such risk issues may include:

  • An employee demonstrating a sudden change in mental status
  • A disgruntled employee expressing angry emotions and posing a possible physical threat to others
  • An employee victimized by domestic violence and/or when family issues spill over into the workplace

 

What Managers Can Expect When They Call a Management Consultant

When a manager calls an EAP MC, he/she can expect to receive collaborative support in developing a strategic response to workplace concerns. The goal is to support HR and managers in gaining confidence by acquiring the tools needed to move forward with an appropriate action plan.

As part of the consultation, the management consultant will educate the manager about available resources and remind and confirm that the manager has consulted internal resources such as HR, corporate security and other key management personnel.

The management consultant will:

  • Provide support to the manager
  • Gather information and assess the situation to help the manager identify specific behaviors, assess their duration and severity, potential for safety concerns, relevant company policies to support the manager in addressing the behaviors, and any disciplinary action taken to date.
  • Develop a plan of action, including problem solving and strategizing with the manager on the best course of action, and whether a management referral is appropriate.

 

Role of the Manager:

  • Focus on observed workplace behaviors
  • Focus on performance concerns
  • Document observations
  • Clarify performance expectations to the employee

 

The Manager is NOT:

  • A diagnostician
  • A therapist

 

Role of the management consultant:

  • Serve as a sounding board for managers, supervisors, human resources, etc.
  • Help with identifying and managing observed problematic behaviors impacting performance
  • Confirm that appropriate company resources have been contacted
  • Determine strategies and options for moving ahead with a management referral
  • Problem solve situations

 

The management consultant is not:

  • A part of the employee disciplinary process
  • A member or representative of you HR Department

The Management Consultation program is an EAP resource for human resource professionals, managers, supervisors and occupational health professionals. Our management consultants (MCs) are a team of licensed professionals that are trained in EAP workplace and organizational dynamics as well as behavioral health concerns.

Watch this Management Consultation introductory video
A Leader’s Guide to Mass4You – A support tool for Supervisors and Managers
Process for requesting management consultations

Our services are designed to provide support for workplace issues and for employees experiencing job performance concerns when a personal, emotional or behavioral problem is suspected of interfering with the employee's ability to meet the expectations of his/her job position. Management consultation is an unlimited telephonic resource and can be used whenever necessary.

Some of the most common reasons that managers seek assistance with a workplace concern are:

  • Changes in employee behavior impacting his/her performance
  • Help an employee access appropriate mental health referrals
  • Organizational change and downsizing
  • Workplace violence or threats (risk to self or others)
  • Trauma or death of employee impacting the workgroup
  • Suspected substance use
  • Communication strategies
  • Identifying and supporting employees at risk for harm to self or others

 

The most effective utilization of the EAP is when a manager calls to consult in the early stages of the problem when observable warning signs are just surfacing. When the problem is addressed at this stage, it can help to minimize more costly and time consuming problems down the road, and prevent further escalation of risk.

 

EAP Referral Options

The EAP is a valuable resource that can assist members in addressing personal and family issues that may impact their ability to successfully complete their job duties. For the workplace, strategic use of the EAP can assist in improving employee performance, decreasing absenteeism, ensuring a safer work environment and increasing overall employee engagement.

  • Self-Referral (Employee initiated) The employee confidentially contacts the EAP for support, and no specific member information is shared with the employer by Optum.
  • Informal Referral (Employee initiated) A manager has concerns regarding an employee’s well-being based on observed behaviors in the workplace, or an employee's self-disclosure related to personal or family struggles. The manager educates the employee about the EAP benefit and in some instances may assist the employee in placing the initial phone call to EAP. The manager will leave the room to provide the employee privacy once contact with the EAP counselor occurs. All services are confidential and no information is shared with the referring manager.

 

Workplace Safety Concerns

EAP can assist the workplace when critical workplace concerns arise related to potential safety issues that may impact the workgroup. Such risk issues may include:

  • An employee demonstrating a sudden change in mental status
  • A disgruntled employee expressing angry emotions and posing a possible physical threat to others
  • An employee victimized by domestic violence and/or when family issues spill over into the workplace

 

What Managers Can Expect When They Call a Management Consultant

When a manager calls an EAP MC, he/she can expect to receive collaborative support in developing a strategic response to workplace concerns. The goal is to support HR and managers in gaining confidence by acquiring the tools needed to move forward with an appropriate action plan.

As part of the consultation, the management consultant will educate the manager about available resources and remind and confirm that the manager has consulted internal resources such as HR, corporate security and other key management personnel.

The management consultant will:

  • Provide support to the manager
  • Gather information and assess the situation to help the manager identify specific behaviors, assess their duration and severity, potential for safety concerns, relevant company policies to support the manager in addressing the behaviors, and any disciplinary action taken to date.
  • Develop a plan of action, including problem solving and strategizing with the manager on the best course of action.

 

Role of the Manager:

  • Focus on observed workplace behaviors
  • Focus on performance concerns
  • Document observations
  • Clarify performance expectations to the employee

 

The Manager is NOT:

  • A diagnostician
  • A therapist

 

Role of the management consultant:

  • Serve as a sounding board for managers, supervisors, human resources, etc.
  • Help with identifying and managing observed problematic behaviors impacting performance
  • Confirm that appropriate company resources have been contacted
  • Problem solve situations

 

The management consultant is not:

  • A part of the employee disciplinary process
  • A member or representative of you HR Department