Questions that supervisors often ask about REAP:

1. How can supervisors benefit from consultations with REAP staff?
2. What should a supervisor or manager do when employee problems are not resolved through usual counseling or early discipline?
3. Are there some situations when a manager can require an employee to attend REAP? And how is confidentiality handled?
4. Can REAP help resolve team problems or increase the productivity and interaction skills of my employees?

If you have called REAP to make a referral and need the release authorization form, click here RELEASE FORM to download (requires a password from REAP)

Answers to supervisor questions:

1. How can supervisors benefit from consultations with REAP staff?

• Get ideas and strategies by reading articles and tips especially helpful to supervisors. (Click here for Prevention Articles)
• Managers and supervisors may contact REAP directly. Contact Us to request:
  • Telephone or in-person consultation on dealing with a difficult employee or work situation
  • Step-by-step guidance on making an effective referral to REAP
  • Ideas on ways to deal with work stress, team dynamics, and workplace changes
  • REAP Program Orientation materials to distribute to employees
• Consider options for educational seminars or training (Click here to see a list of topics:Training)

2. What should a supervisor or manager do when employee problems are not resolved through usual counseling or early discipline?

• Managers and supervisors should contact Human & Resources, Personnel, or the company identified REAP liaison to clarify guidelines and procedures with unresolved performance concerns
• When serious issues need to be addressed, a supervisor or manager may work through HR to make either a formal recommendation or requirement for an employee to use REAP services
• Whenever a special referral is made to REAP, the counselor can only confirm limited information to the properly authorized person/s that an employee used REAP services. This is done only with his/her written authorization. REAP works in conjunction with your organization’s employee performance and discipline process.

3. Are there some situations when a manager can require an employee to attend REAP?

• Most work organizations have a policy that allows them to make use of the REAP program as a requirement. However, a supervisor should never make this decision alone. This option is used for more serious or ongoing work performance problems, policy violations, or possible safety or danger concerns. 
• A supervisor or manager should ALWAYS discuss serious situations with Human Resources or Personnel, and make sure that proper documentation and procedures are followed if there is a required referral to REAP. It is critical to obtain proper authorization for REAP to report the necessary information on program use.

4. Can REAP help resolve team problems or increase the productivity and interaction skills of my employees? Yes!

• REAP may use a combination of coaching with a supervisor, encouraging employees to use REAP visits to improve their working relationships, and onsite training and education. (See Contact Us to call for consultation.)
• REAP conducts a wide variety of work and interpersonal effectiveness skills seminars. These can be targeted to the needs of a particular work group. If you would like to discuss having REAP conduct an awareness seminar or training topic, please contact your Human Resources or REAP liaison.  Click here to see a list of REAP training topics: Training