P. 12 Step 3: Offering EAP support If the employee identifies a personal or work-related problem during the meeting, remember to listen and acknowledge what the employee is saying. You then have the opportunity to combine the performance discussion with an offer of support through the EAP. • If the problem disclosed is work-related, communicate to the employee that you are available to support him or her on work-related issues. Also, if appropriate, suggest contact with the EAP as an additional source of support As a manager or supervisor please note that when an employee accesses for work-related issues, the EAP must remain neutral and can not advocate on behalf of the employee. Accessing EAP support does not mean that the employee can ignore the performance issues as identified. • If the problem disclosed is personal, suggest contactwith the EAP without further discussing the employee’sspecific situation. This will direct the employee to the most appropriate resources for help, and it will also help you set appropriate boundaries with the employee. It’s important for you to help the employee understand that you do not have the expertise to problem-solve personal issues Have EAP contact information readily available and ensure that the employee understands that the program is voluntary and confidential. It’s important for you to remind the employee that your performance feedback is limited to his or her on-the-job performance and not any personal problem that has surfaced in the meeting.