Identifying Troubled Employees

There are a number of situations in which you may find it necessary to confront an employee’s poor work performance and work habits.

1. When it affects the employee’s productivity or creates a safety issue such as:

* Prolonged breaks and lunches, resulting in work beginning to pile up

* Absenteeism, excessive sick leave

* Carelessness

* Failing to react to possible safety hazards

* Accidents on the job

* High accident rate

* Creating safety hazards through work habits

* Accidents off the job affecting job performance

* Difficulty concentrating

* Missed deadlines

* Improbable excuses for poor job performance

* Sporadic job performance

* Being unusually short-tempered, demanding, irritable, etc.

* Any significant change in usual work performance or manner of interaction with others

* Poor employee relationships

* Complaints from co-workers and/or customers

2. When it violates company policies or procedures, such as:

* Misusing equipment

* Taking long lunch breaks

* Losing equipment or materials

* Making unauthorized purchases with company funds

* Ignoring safety rules

* Operating equipment improperly due to impaired reflexes

* Mishandling of tools and equipment

* Violations of personnel policies and procedures

Our offices will be closed on Monday, 1/20/2020 in observance of Martin Luther King, Jr. day. We will re-open on Tuesday, 1/21/2020.

As always, please contact our office if you need immediate assistance at 828-252-5725 or 800-454-1477. If you have an after hours or holiday emergency, you can reach EAN’s on-call counselor by calling 1-800-454-1477 and listening for instructions.

EAN’s exciting 2020 announcement – John Howard’s retirement and Dawn Marie Klug becomes COO/President!

John has served at President/CEO of Employee Assistance Network since 1985. He has worked in the mental health, chemical dependency and EAP fields since 1972 as a counselor, educator, administrator and consultant. With over 45 years experience, he has presented at numerous conferences as an expert on human behavior and it’s impact on workplace productivity, behavioral risk management, violence prevention, ethics and healthcare cost containment. As a consultant, he has assisted numerous EAP’s in the audit of their service delivery systems and in the development of written business and marketing plans. He is a past President of the North Carolina Chapter of the Employee Assistance Professionals Association and was named their “Outstanding Member of the Year” in 1998 and honored with the “President’s Achievement Award” in March, 2010. He has served on the Board of Directors of the International EAP Association as Southern Regional Director and has served on numerous national committees over the past two decades.

Dawn Marie Klug, LPC/CEAP/LEAP is a Licensed Professional Counselor and has a Masters Degree in Mental Health Counseling. She is also a Certified Employee Assistance Professional and is a Licensed Employee Assistance Professional in North Carolina. She has been working in the EAP field since 2000 and has experience in inpatient and outpatient substance abuse counseling as well as group, individual and couples counseling. Her specialty areas include critical incident stress management, diversity in the workplace and development of leadership skills. Dawn is currently the Chief Operating Officer and President of EAN and provides account management services, training, consultation, assessment, referral and brief counseling services along with clinical supervision of the EAN counseling staff. She has served on the Board of Directors for Employee Assistance Professionals Association and is a Past President of the North Carolina Chapter of Employee Assistance Professionals. Dawn received the Member of the Year Award of NC EAPA in 2005 and the John Burke President’s Achievement Award in 2018.