EMPLOYEE
ASSISTANCE PROGRAM REFERRALS
This program is a voluntary service designed to be
mutually beneficial to both the employer and the employee because it
capitalizes upon the unique advantage the employment setting offers for early
problem identification and intervention.
The purpose of the Employee Assistance
Program is to provide an accessible and confidential setting in which employees
and their families can freely discuss personal, work and family problems, and
receive help in finding the best resources to meet their needs. The major goals of this program are to
provide employees with resources to resolve physical, mental health, substance
abuse and other issues that may interfere with job performance and to restore
valued employees to an acceptable level of productivity. Confidentiality is
the cornerstone of the program.
Additionally, the EAP is available to all managerial
level supervisors to discuss employees whose job performance has fallen below
standards and to request assistance for employees before they become
unemployable. The primary goals of this program are to promote better employee
morale, to recover production time, and most importantly, retain valuable,
skilled employees.
Services
1.
The district will
make services of short- term counseling, assessment, and referral available
through qualified professionals.
2.
Counseling
services may be limited to a specified number of occurrences or hours per
employee for the purpose of determining appropriate referrals.
3.
EAP counselors
may refer employees to medical, mental health, or community resources for
appropriate treatment or support.
Conditions
1.
Employees
whose work performance is or may
be adversely affected by personal problems are encouraged to use the services
of the EAP. The decision to seek help and accept services is the responsibility
of the employee. All counseling through the EAP is on a voluntary basis, even
if recommended to the employee by a supervisor.
2.
Employees remain
responsible to perform their jobs in a satisfactory manner.
3.
Supervisors and
employee association representatives are encouraged to refer employees to the
EAP as an additional resource to help an employee improve job performance or
job related conduct. Supervisors should not attempt to diagnose an employee’s
personal problems.
4.
Supervisors are
not required to refer an employee to the EAP prior to or after taking
disciplinary action related to an employee’s poor performance or misconduct.
Corrective or disciplinary action may be taken for continued unsatisfactory
performance or misconduct independent of the employee’s involvement with the
EAP.
5.
No form of
retaliation may be taken against an employee as a result of participation in
the EAP. An employee’s job security and promotional opportunities will not be
adversely affected by participation or refusal to participate in the EAP.
6.
Services provided
directly by the EAP personnel are free of charge to all employees and their
families. However, fees or expenses incurred as a result of a referral to a
community resource are the responsibility of the employee (and his/her
insurance company, when applicable).
7.
Employees are
encouraged to make appointments with EAP counselors during non-working hours,
whenever possible. If necessary, leave time for appointments can be requested
from supervisors, who will refer to school district guidelines for authorizing
annual leave or leave without pay. Sick leave may also be granted for services
provided by the Employee Assistance Program as it is granted for other medical
problems.
Referral Process
Any employee is eligible to use the services of the
Employee Assistance Program. The following is a brief description of how to
access the services through the program's referral system.
A self-referral is initiated by the employee
when he or she directly contacts the program for services.
A family member referral is initiated as an
extension of services available to the employee.
A supervisory referral is initiated by a
supervisor seeking consultation regarding a troubled employee or seeking direct
services for an employee placed on formal evaluation. This type of referral
serves as an option for the employee and/or supervisor to obtain additional
assistance. The supervisory referral is usually made because of a concern for
the employee's: 1) on-the-job behavior; 2) job performance; or 3) attendance
record. It is important to remember that any employee may exhibit some problems
in the areas mentioned above. These occurrences in isolation may not be
significant, but if they persist over a period of time, they could be
symptomatic of more serious problems which may ultimately affect the work
situation.
Confidentiality
1.
Self or family
referrals are strictly confidential.
Pertinent records related to services at EAP are confidential and do not become
part of personnel record. On the supervisory referral, the supervisor
and other appropriate management personnel may be involved in sharing
information related to the job performance issue.
2.
No information
will be released without written permission from the employee with the
exception of:
a) Threats of violence to others
b) Danger of suicide
c) Known or suspected child abuse
d) Disclosure of substance abuse problems by employees in
positions covered by the district’s controlled substance and alcohol testing
policy.
3.
Due to the
confidential nature of the EAP services, disclosure by an employee to an EAP
counselor of a work related injury, of discriminatory, threatening, or
harassing conduct directed toward the employee, or of the need for an
accommodation for a physical or mental disability, shall not constitute notice
to the school district of these issues or any other issue where the school
district must be notified in order to address an employee concern. Even if
these issues have been raised by the employee with the EAP counselor, separate
notification must be made to district officials under applicable district
policies and procedural directives in order for the district to address these
concerns.
NSBA/NEPN Classification: GBGC
Revised: May 1995
Revised: April 1996
Revised: May 1997
Revised: September 2005