Memorial Employee Assistance Services

Employee Referral

Making an Employee Referral

As a manager or supervisor we know that your primary concern when making a formal referral to Memorial Employee Assistance Services is the work performance quality of the employee. You can legitimately intervene only in the area of job performance or unusual and unsafe on-the-job behavior.

A supervisor's role is not to diagnose or provide solutions for the employee's problem, but rather to refer the employee to Memorial Employee Assistance Services. The most effective way to do this is by monitoring and documenting job performance. The idea is not to be punitive, but to address the employee with factual evidence of declining job performance or unusual on-the-job behavior.

Employees suffering from a variety of serious personal problems are often unwilling to seek help because of feelings of fear, denial and shame resulting from a misguided belief that they should be able to solve all of their own problems. People need jobs to survive and maintain their self-respect. Troubled employees will often begin to face their personal problems when confronted with the facts of marginal or unsatisfactory job performance, a clear demand for improvement, and a sincere offer of help through an EAP referral.

To make a formal referral, you must call Memorial Employee Assistance Services at 1-888-817-8989 and then provide the counselor with background information about the employee's work-related problem(s). Along with the EAP clinician, you will review the case and develop a set of mutual expectations. The counselor will make sure your referral is based on objective job performance problems rather than personal feelings.

Types of Referrals

There are three types of referrals you can make to Memorial Employee Assistance Services: friendly, formal and fitness-for-duty.


friendly referral is recommended when the employee's job performance is satisfactory but he or she has recently disclosed a personal problem. As the employee's supervisor or manager, you should remind them that the company has an employee assistance program that provides free, confidential assistance to employees and their dependents. Early intervention can help prevent problems from becoming a job performance concern.


formal referral should be used when you notice that an employee who has performed adequately in the past develops a pattern of job performance problems and does not respond to normal supervisory action.

These cases often involve complex underlying personal problems, which will only improve after assessment and counseling by a qualified professional. Supervisors can constructively confront the troubled employee on the basis of job performance problems, and motivate that employee to seek help by "strongly encouraging" them to initiate contact with the EAP.


fitness-for-duty referral is mandatory and happens when an employee reports to work "under-the-influence," threatens violence on the job, or engages in extremely abnormal, unsafe behavior at work. To assess initial, post-intervention, and ongoing status of the employee, Memorial Employee Assistance Services uses the Global Appraisal of Individual Needs - Chestnut Global Partners (GAIN-CGP). The GAIN-CGP is a comprehensive eight-page assessment that focuses on issues and problems that can come up in an EAP setting.

Memorial Employee Assistance Services can help you develop a plan or policy to identify and refer employees who may be "unfit" to work due to chemical or psychiatric impairment.