Common use of EFAP Committee Clause in Contracts

EFAP Committee. The Employer shall establish a Committee which includes representation from the Employer(s) and the Local of all Unions. The number of Employer representatives may be equal to, but shall not exceed, the number of Union representatives. The Committee shall be responsible for the design and ongoing administration of the EFAP program. The mandate of the Committee shall include: • Establish program direction, action strategies, policies and procedures which include a process for referral and a list of approved service providers; • Develop terms of reference to identify roles and responsibilities of the members; • Provide education for EFAP Committee members; • Promote awareness and understanding of the EFAP among Employees; • Monitor and evaluate the operation of the plan in order to assess program needs, identify the overall effectiveness and determine amendments where necessary; • Develop a tool for evaluating the quality and effectiveness of the program; • Prepare an annual report on the program to be reviewed jointly by the Employer(s) and the Local of the Union(s); • Determine resource requirements and funding strategies to support the program. Time spent by EFAP Committee members while performing duties consistent with their responsibility on the committee shall be considered time worked and they shall suffer no loss of pay or benefits.

EFAP Committee. The Employer shall establish a Committee which includes representation from the Employer(s) and the Local of all Unions. The number of Employer representatives may be equal to, but shall not exceed, the number of Union representatives. The Committee shall be responsible for the design and ongoing administration of the EFAP program. The mandate of the Committee shall include: •  Establish program direction, action strategies, policies and procedures which include a process for referral and a list of approved service providers; •  Develop terms of reference to identify roles and responsibilities of the members; •  Provide education for EFAP Committee members; •  Promote awareness and understanding of the EFAP among Employees; •  Monitor and evaluate the operation of the plan in order to assess program needs, identify the overall effectiveness and determine amendments where necessary; •  Develop a tool for evaluating the quality and effectiveness of the program; •  Prepare an annual report on the program to be reviewed jointly by the Employer(s) and the Local of the Union(s); •  Determine resource requirements and funding strategies to support the program. Time spent by EFAP Committee members while performing duties consistent with their responsibility on the committee shall be considered time worked and they shall suffer no loss of pay or benefits.. ARTICLE 17 - HARASSMENT‌‌‌

EFAP Committee. ‌ The Employer shall establish a Committee which includes representation from the Employer(s) and the Local of all Unions. The number of Employer representatives may be equal to, but shall not exceed, the number of Union representatives. The Committee shall be responsible for the design and ongoing administration of the EFAP program. The mandate of the Committee shall include: • Establish program direction, action strategies, policies and procedures which include a process for referral and a list of approved service providers; • Develop terms of reference to identify roles and responsibilities of the members; • Provide education for EFAP Committee members; • Promote awareness and understanding of the EFAP among Employees; • Monitor and evaluate the operation of the plan in order to assess program needs, identify the overall effectiveness and determine amendments where necessary; • Develop a tool for evaluating the quality and effectiveness of the program; • Prepare an annual report on the program to be reviewed jointly by the Employer(s) and the Local of the Union(s); • Determine resource requirements and funding strategies to support the program. Time spent by EFAP Committee members while performing duties consistent with their responsibility on the committee shall be considered time worked and they shall suffer no loss of pay or benefits.

EFAP Committee. ‌ The Employer shall establish a Committee which includes representation from the Employer(s) and the Local of all Unions. The number of Employer representatives may be equal to, but shall not exceed, the number of Union representatives. The Committee shall be responsible for the design and ongoing administration of the EFAP program. The mandate of the Committee shall include: •  Establish program direction, action strategies, policies and procedures which include a process for referral and a list of approved service providers; •  Develop terms of reference to identify roles and responsibilities of the members; •  Provide education for EFAP Committee members; •  Promote awareness and understanding of the EFAP among Employees; •  Monitor and evaluate the operation of the plan in order to assess program needs, identify the overall effectiveness and determine amendments where necessary; •  Develop a tool for evaluating the quality and effectiveness of the program; •  Prepare an annual report on the program to be reviewed jointly by the Employer(s) and the Local of the Union(s); •  Determine resource requirements and funding strategies to support the program. Time spent by EFAP Committee members while performing duties consistent with their responsibility on the committee shall be considered time worked and they shall suffer no loss of pay or benefits.

EFAP Committee. The Employer shall establish a Committee which includes representation from the Employer(s) and the Local of all Unions. The number of Employer representatives may be equal to, but shall not exceed, the number of Union representatives. The Committee shall be responsible for the design and ongoing administration of the EFAP program. The mandate of the Committee shall include: •  Establish program direction, action strategies, policies and procedures which include a process for referral and a list of approved service providers; •  Develop terms of reference to identify roles and responsibilities of the members; •  Provide education for EFAP Committee members; •  Promote awareness and understanding of the EFAP among Employees; •  Monitor and evaluate the operation of the plan in order to assess program needs, identify the overall effectiveness and determine amendments where necessary; •  Develop a tool for evaluating the quality and effectiveness of the program; •  Prepare an annual report on the program to be reviewed jointly by the Employer(s) and the Local of the Union(s); •  Determine resource requirements and funding strategies to support the program. Time spent by EFAP Committee members while performing duties consistent with their responsibility on the committee shall be considered time worked and they shall suffer no loss of pay or benefits.