In EAP practice, problem resolution for management or supervisory referrals is:

In EAP practice, problem resolution for management or supervisory referrals is:

• A. The employee taking personal leave
• B. Completion of a training program
• C. Employee's return to previous level of satisfactory job performance or termination after continued unsatisfactory performance
• D. The process of linking EAP participants with appropriate resources to resolve personal concerns

Answer: (C)

The key idea is that when a supervisor refers an employee to an EAP for performance concerns, the goal of problem resolution is to either restore the employee to their prior level of satisfactory performance or, if improvement cannot be sustained after ongoing intervention, to move toward termination with appropriate support. After referral, the EAP provides assessment, short-term counseling, and resource coordination to address the issues affecting performance. The intended outcome is that the employee returns to meeting job expectations. If persistent underperformance continues despite EAP intervention, the organization may decide to terminate, and the EAP can assist with the transition and any needed support. Other options describe steps or elements of the process but do not specify the ultimate resolution outcome. A temporary personal leave is not the resolution itself, completing a training program is a potential part of remediation but not the final outcome, and simply linking to resources is an internal step rather than the end result of the problem resolution.

The key idea is that when a supervisor refers an employee to an EAP for performance concerns, the goal of problem resolution is to either restore the employee to their prior level of satisfactory performance or, if improvement cannot be sustained after ongoing intervention, to move toward termination with appropriate support.

After referral, the EAP provides assessment, short-term counseling, and resource coordination to address the issues affecting performance. The intended outcome is that the employee returns to meeting job expectations. If persistent underperformance continues despite EAP intervention, the organization may decide to terminate, and the EAP can assist with the transition and any needed support.

Other options describe steps or elements of the process but do not specify the ultimate resolution outcome. A temporary personal leave is not the resolution itself, completing a training program is a potential part of remediation but not the final outcome, and simply linking to resources is an internal step rather than the end result of the problem resolution.