Self-Referral: Individuals who elect to use the service at their own initiative should contact OEA directly. An OEA clinician will work with the person to assist in identifying the problems, causes and strategies for resolution. When appropriate, the OEA professional will assist the individual to obtain treatment, counseling, or community services when required services are beyond the scope of OEA. All information obtained by the clinician is priviledged information except for legal limits on confidentiality. Questions and concerns about limits of confidentiality will be fully explained by OEA professional staff.

Supervisory Referrals:

A supervisor can informally refer an employee to the OEA when it is apparent that the employee is troubled or distressed. In such an instance the supervisor would bring to the employee's attention that OEA services are available, confidential, and free of charge.

A formal referral is appropriate when a supervisor detects a change in the employee's on-the-job behavior that suggests that the person may be experiencing difficulty and there is a deterioration in job performance. It is clearly not the supervisor's job to attempt to diagnose problems, and it is paramount that the supervisor maintain the boundaries of the supervisory relationship. As part of the supervisory role it is reasonable to formally suggest that the employee seek services from OEA. This is appropriate when patterned absences, unusual mood changes, or clear and apparent decreases in performance are observed. With both informal and formal referrals, the OEA professional will only provide information to the supervisor at the written request of the employee to release information. Supervisors considering either informal or formal supervisory referrals should consult with the Director of the Office of Employee Assistance in advance.

Mandatory Referral: A mandatory referral to OEA requires an employee  to participate in OEA as a condition of continued employment. This type of referral is made only in extreme cases of deteriorating job performance, where the individual's continued employment is brought into question. This type of referral is initiated with the consultation of the Office of Employee Assistance, the General Counsels Office, the Employee & Labor Relations or other Administrative entities as determined by University Policy.