1. The Employee Advisory Service
EAS
How can we help you?

2. Your Employee Advisory Service
Support program for State supervisors, employees and members of their families
Confidential consultations for supervisors and counseling & referrals for employees/families
24 hour, 7 days a week Emergency Mental Health Services

3. Services We Provide Assessment, Information, Referral and Follow-up
Short-term Counseling
Coordinate with State Health Benefits/Resource Providers
Fitness For Duty Evaluation Consultations/Referrals
Substance Abuse Professional Services for Commercial Driver License/Random Drug Positive Test
Grief Counseling and Critical Incident Debriefings
Emergency Mental Health Services
Work Performance Interventions
Supervisory Consultations for Dealing with Employee Issues
Online Mental Health Screenings

4. Free Mental Health Screenings
EAS provides free online confidential, anonymous, self-assessment tools to help employees and family members identify mental health conditions such as depression, alcohol abuse, post-traumatic stress disorder, anxiety, eating disorders and adolescent depression.
For more information about the screenings, please visit the EAS web page: go
use the following link:

5. Confidentiality Confidentiality is a priority
EAS confirms the employees’ attendance; will not discuss confidential content of appointments
Governed by State and Federal confidentiality laws, rules and procedures
Duty to warn when there is the threat of serious physical violence against a readily identifiable individual or against oneself

6. Common Issues Where EAS Can Help
Emotional Distress or Chronic Negativity
Unusually High Stress Levels
Unacceptable Behavior
Significantly Declining Performance
Substance Abuse (positive random, suspicion, confession)
Listed are common work issues requiring intervention. When dealing with an employee with advance decline in work performance which may be at the stage of disciplinary action or last chance agreement the following steps are recommended.
Document findings
Develop a strategy to assist employee
Inform employee and supervision of strategy
Have employee sign a contract
Refer formally to EAS
Follow-up with EAS to see if employee is adhering. You may also request written documentation on a monthly basis stating this.
Behavior issues such as outburst and harassing should use the following steps
Isolate the situation
Develop a strategy to present to supervisor and employee
Inform all parties
Have employee sign contract
May consider fitness for duty (additional Cost)
Substance abuse is another common issue requiring intervention. The following procedure is recommended
Possible reasonable suspicion testing
After completion of recommendation of EAP hold a return to work meeting reiterating company policy and procedures on drugs in the workplace
Impairment would follow a similar format
Isolate the issue
You may need to access resource such as state police, ambulance, emt, etc
Once employee is stabilized Inform employee and supervision of strategy
May consider a psychiatric evaluation
Once cleared by psychiatrist have a return to work meeting reiterating company policy
Violence in the workplace is not prohibit and is a requirement for immediate intervention. The following procedures are recommended
Obtain assistance from state police, security, etc
Access resources – policies and procedures, EAS, etc
Consider possible fitness for duty
Hold a return to work and follow-up meeting with client and reiterate company policies regarding violence if termination did not take place.

7. Signs of a Troubled Employee
Physical Signs
Absenteeism
“On-the-Job” Absenteeism
High Accident Rate
Difficulty in Concentration
Confusion
Reporting to Work Impaired
Generally Lowered Job Efficiency
Poor Employee Relationships with Co-workers
Mood Changes
Unusual Behaviors

8. Work Performance Issues
Low morale and motivation
Errors in judgment
Poor Communication
Staff conflicts
Fearfulness
Late for work/meetings
Negativity
Detached
Absenteeism/Presenteeism
Withdrawal

9. Making an Informal Referral
Ask the employee if they know about EAS as a resource
Provide EAS contact info ( ), assuring the employee of confidentiality
Contact EAS Counselor for consultation if necessary
The agency recommends that a supervisor contact their ERC before initiating the formal referral process to ensure that every step of the referral process is in agreement
with your agency’s policies and procedures. Supervisors are also encouraged to contact CBP EAP prior to the actual meeting with the employee.

10. Making a Formal Referral
Document noting significant job performance issues
Meet with employee to discuss reason for referral
Schedule appointment
Contact EAS Counselor for consultation if necessary
Follow-up and Monitor
The agency recommends that a supervisor contact their ERC before initiating the formal referral process to ensure that every step of the referral process is in agreement
with your agency’s policies and procedures. Supervisors are also encouraged to contact CBP EAP prior to the actual meeting with the employee.

11. Contact EAS 24 hours a day 7days a week (Emergency Mental Health Services)
Toll free number