Possible Gambling Problem (EAP referral?)

johnnyBravo

We have an employee who has been with us for a few years and has had a history of solid performance. In the past month or so, however, he has been calling in sick often, one day here, another day here (He hasn’t exceeded sick days he’s been awarded, but they are dwindling). When he is here, his appearance often is disheveled (like he hasn’t slept or is wearing clothes he slept in) and he seems withdrawn.

Of course, co-workers are talking. I know enough about him to know he enjoys spending time at a casino. He doesn’t appear to be suffering from any type of substance abuse, so a gambling problem is my educated guess. I’m not 100% sure, but…

Anyway, his performance isn’t slipping (except to the degree he’s fallen a little behind in his work due to the sick days). I feel like I don’t really yet have a disciplinary situation where I must address his behavior, but I also fear the situation may worsen.

We have an EAP and I’d like to broach the subject of his receiving assistance. Any ideas how to go about this, even if there is no definitive performance issue (yet)? Or must I wait until his performance begins to suffer markedly?  Can I simply express concern over his appearance/demeanor? 

KLeede

I think you can talk with the employee and tell him you're concerned because of the change in his appearance/demeanor and, based on that, tell him about help that's available through the EAP. You wouldn't have to say the EAP is for gambling necessarily, but if he has the EAP information (and it says that it provides help with gambling problems), at least he knows there's a way to get assistance.

KMoore1

I would stick with performance-based issues. If the suspected gambling problem may be causing performance issues, address the performance issue (not the suspected problem), and offer the EAP generically.