1.1 EAP Defined
	1.2 Confidentiality
	1.3 No interference with you
	1.4 Not a "Safe Harbor"
	1.5 Voluntary
	1.6 Not Disciplinary
	1.7 Types of Referral
	1.8 EAP as Accommodation
	1.9 Avoiding "involvement"
	1.10 More Benefits
	1.11 When to Refer
	1.12 Troubled Employees
	1.13 Refer early
	1.14 Rationale for Supervior Referral
	1.15 When to Refer
	1.16 When to Refer (cont.)
	1.17 Don't enable
	1.18 Steps in Referral
	1.19 Observing Performance 1.19.1 1.19a Fact Sheet: Signs and Symptoms of a Troubled Employee
	1.20 Observing performance . . .
	1.21 Do's and Don'ts
	1.22 Documentation
	1.23 "Effective" Documentation
	1.24 Open about documentation
	1.25 Documentation techniques 1.25.1 1.25a Suggested Outline for a Corrective Letter
	1.26 What to document
	1.27 Confrontation
	1.28 Be direct in confrontation
	1.29 Steps in Confrontation
	1.30 Steps in Confrontation
	1.31 Making the referral
	1.32 Referral to the EAP (cont.) 1.32.1 1.32a Performance-based Intervention Outline
	1.33 Maintain confidentiality
	1.34 Communication with the EAP
	1.35 Communication with the EAP
	1.36 Monitoring your employee
	1.37 Follow up and help 1.37.1 1.37a IMPORTANT! Answer each of the questions shown below. After answering the questions,score your test. Identify any questions you scored incorrectly and answer these questions again. Rescore your test so you get 100%. Then continue to the end of the course and obtain your Certificate of Completion.

2.1 End or Restart.