Crisis Services are available for employees and family members by phone 24 hours a day, 7 days a week. Leaders and Human Resources partners are encouraged to use this service for in-the-moment support when urgent situations arise. 

EAP can be reached by calling 800-832-7733. Be sure to identify yourself as a leader.

Grief and Loss Support

Serious illness affecting an employee or the death of a co-worker are challenging situations. The Intermountain Health Employee Assistance Program can provide coaching to supervisors on how to support teams and individuals. Intermountain EAP can also facilitate group meetings when appropriate.

It is not uncommon that supervisors and Human Resources encounter situations that require a great deal of energy and attention. Following are some examples:

• An employee who is being abused by a spouse in the home
• An employee coming to work exhausted from taking care of extended family members
• Employees in conflict
• An employee overwhelmed trying to help a troubled coworker
• An employee who makes threats in the workplace

A phone call with an EAP counselor may provide some new ideas and resources for these and other situations. Contact EAP for more information.

As a supervisor, you can help your employees by referring them to professional help, rather than by trying to help them solve their personal problems.

Self-referral

• The employee has a personal problem with no job performance decline.
• Offer support and strongly encourage the employee to use the EAP benefit. Confirm they have the EAP contact information.
• Employees and their family members who meet criteria for the benefit will receive free, confidential, short-term counseling.

Supervisor referral

• There is a job performance decline – you may or may not be aware of personal issues the employee is having.
• Meet with the employee and give them feedback on their work performance issues. Offer the EAP as a resource that may help them improve their performance. This is a voluntary decision for the employee.
• The supervisor can share information with the EAP consultant to assist them in helping the employee.
• Once the signed Leader Referral form is received by the EAP, the employee can then be seen by an EAP consultant.
• Be sure the employee understands that with or without EAP involvement, job performance must improve.