Common use of Employee Assistance Program Clause in Contracts

Employee Assistance Program. A. The State recognizes that alcohol, nicotine, drug abuse, and stress may adversely affect job performance and are treatable conditions. As a means of correcting job performance problems, the State may offer referral to treatment for alcohol, nicotine, drug, and stress related problems such as marital, family, emotional, financial, medical, legal, or other personal problems. The intent of this section is to assist an employee's voluntary efforts to treat alcoholism, nicotine use, or a drug-related or a stress-related problem. B. Each department head or designee shall designate an Employee Assistance Program Coordinator who shall arrange for programs to implement this section. Employees who are referred to an Employee Assistance Program Coordinator will be referred by the appropriate management personnel. An employee undergoing alcohol, nicotine, drug, or mental health treatment, upon approval, may use accrued sick leave credits, CTO, vacation, and holiday credits for such a purpose. Leave of absences without pay may be granted by the department head or designee upon the recommendation of the Employee Assistance Program Coordinator if all sick leave, holiday credits, vacation, and compensating time off have been exhausted, and the employee is not eligible to use Industrial Disability Leave or Non-Industrial Disability Insurance. A list of all Employee Assistance Program Coordinators and a telephone number to contact the appropriate coordinator shall be furnished to the Union within a timely manner after the execution of this Contract. Changes to such lists and phone numbers shall be promptly furnished to the Union when such changes occur. C. The records concerning an employee's referral and/or treatment shall be kept confidential. No manager, supervisor, department director, or coordinator shall disclose the nature of the employee's treatment or the reason for employee's leave of absence. Records of such referrals shall not be kept in the employee's personnel file. D. Upon request by the Union, a department which has an internal Employee Assistance Program for its employees will meet to discuss concerns presented by the Union regarding the administration of the program.

Employee Assistance Program. A. The State recognizes that alcohol(EAP) (A) An employee who believes he or she has developed an addiction to, nicotine, drug abuse, and stress may adversely affect job performance and are treatable conditions. As a means of correcting job performance problems, the State may offer referral to treatment for alcohol, nicotine, drug, and stress related problems such as marital, family, emotional, financial, medical, legaldependency upon, or other personal problemsotherwise has a problem with alcohol or drugs is strongly encouraged to seek assistance. Assistance may be sought by contacting the EAP Coordinator. (B) Requests for assistance will be treated with the utmost confidence and only those persons, as determined by the Company, with a strict “need to know” will be made aware of the request. (C) The Company and the Union (if the Union is notified about the test) agree to not disclose the identities of all individuals who are tested and all test results shall remain confidential, applying the strict “need to know” standard noted above in subsection (B). (D) Rehabilitation is the responsibility of the employee. The intent of this section is to Company, however, will assist an employee's voluntary efforts to treat alcoholism, nicotine use, or a drug-related or a stress-related problem. B. Each department head or designee shall designate an Employee Assistance Program Coordinator who shall arrange for programs to implement this section. Employees who are referred in referral to an Employee Assistance Program Coordinator will be referred by the appropriate management personnelProgram. An employee undergoing alcohol, nicotine, drug, seeking medical attention for alcoholism or mental drug dependence/addiction will receive certain medical benefits for which the employee is eligible pursuant to the applicable health and welfare benefit plan. (E) During and after treatment, upon approvaland subject to any leave of absence and attendance rules issued by the Company, may use accrued sick employees shall be permitted to take an unpaid medical leave credits, CTO, vacationof absence to participate in the designated EAP. The medical leave will be for a maximum of 30 days and will be extended up to an additional 30 days with evidence acceptable to the Company of continuing satisfactory treatment and participation in the Company’s EAP. The time off shall be considered to be a non-industrial illness for purposes of allowing the employee to qualify for State Disability Insurance Benefits. All other benefits will continue in effect. (F) Where an employee voluntarily seeks help from the EAP, and holiday credits for such a purpose. Leave of absences without pay may be granted is assessed by the department head or designee upon EAP Counselor as requiring treatment, the recommendation employee must cooperate with the EAP staff in carrying out its responsibility to coordinate the treatment and follow-up process. In such cases, the EAP shall inform the Company of the Employee Assistance Program Coordinator if all sick leave, holiday credits, vacation, self-referral and compensating time off have been exhaustedthe employee’s failure to cooperate with the EAP’s recommended course of action. Refusal to cooperate will be viewed as insubordination, and the employee is not eligible will be subject to use Industrial Disability Leave or Non-Industrial Disability Insurance. A list of all Employee Assistance Program Coordinators and a telephone number to contact the appropriate coordinator shall be furnished to the Union within a timely manner after the execution of this Contract. Changes to such lists and phone numbers shall be promptly furnished to the Union when such changes occurdischarge. C. The records concerning an employee's referral and/or treatment shall be kept confidential. No manager, supervisor, department director, or coordinator shall disclose the nature of the employee's treatment or the reason for employee's leave of absence. Records of such referrals shall not be kept in the employee's personnel file. D. Upon request by the Union, a department which has an internal Employee Assistance Program for its employees will meet to discuss concerns presented by the Union regarding the administration of the program.

Employee Assistance Program. A. The State recognizes that alcohol, nicotine, drug abuse, stress, and stress other factors may adversely affect job performance and are treatable conditions. As a means of correcting job performance problems, the State may offer referral to treatment for alcohol, nicotine, drug, drug- and stress stress-related problems such as marital, family, emotional, financial, medical, legal, and legal or other personal problems. The intent of this section Section is to assist an employee's ’s voluntary efforts to treat alcoholism, nicotine use, alcoholism or a drug-related or a stress-related problemproblem(s) so as to retain or recover his/her value as an employee. B. Each department head or designee shall designate an Employee Assistance Program Coordinator who shall arrange for programs to implement this sectionSection. Employees who are referred Participation in the Employee Assistance Program will be through voluntary selfreferral or through referral to an Employee Assistance Program Coordinator will be referred by the appropriate management personnel. An employee undergoing alcohol, nicotine, drug, or mental health treatment, upon approval, may use accrued sick leave, compensating time off credits and vacation leave credits, CTO, vacation, and holiday credits for such a purpose. Leave Leaves of absences absence without pay may be granted by the department head or designee upon the recommendation of the Employee Assistance Program Coordinator if all sick leave, holiday credits, vacation, vacation and compensating time off have been exhausted, exhausted and the employee is not eligible to use Industrial Disability Leave or Non-Industrial Disability Insurance. . C. Records concerning an employee’s treatment for alcoholism, drug- or stress-related problems shall remain confidential and shall remain separate from other personnel materials. D. A list of all Employee Assistance Program Coordinators and a telephone number to contact the appropriate coordinator shall be furnished to AFSCME annually, by the Union within a timely manner after the execution of this Contract. Changes to such lists and phone numbers shall be promptly furnished to the Union when such changes occurState. C. The records concerning an employee's referral and/or treatment shall be kept confidential. No manager, supervisor, department director, or coordinator shall disclose the nature of the employee's treatment or the reason for employee's leave of absence. Records of such referrals shall not be kept in the employee's personnel file. D. Upon request by the Union, a department which has E. Departments/facilities with an internal Employee Assistance Program shall provide the opportunity for its employees an employee to meet with the Employee Assistance Program Coordinator in a location away from the immediate worksite to ensure confidentiality when receiving Employee Assistance Program Benefits. F. Program evaluation and problems arising from implementation will meet be referred to discuss concerns presented by the Union regarding the administration Labor/Management Committee pursuant to Section 18.7 of the programthis Agreement.

Employee Assistance Program. A. The State recognizes that alcohol, nicotine, drug abuse, and stress may adversely affect job performance and are treatable conditions. As a means of correcting job performance problems, the State may offer referral to treatment for alcohol, nicotine, drug, and stress related problems such as marital, family, emotional, financial, medical, legal, or other personal problems. The intent of this section is to assist an employee's ’s voluntary efforts to treat alcoholism, nicotine use, or a drug-related or a stress-related problem. B. Each department head or designee shall designate an Employee Assistance Program Coordinator who shall arrange for programs to implement this section. Employees who are referred to an Employee Assistance Program Coordinator will be referred by the appropriate management personnel. An employee undergoing alcohol, nicotine, drug, or mental health treatment, upon approval, may use accrued sick leave credits, CTO, vacation, and holiday credits for such a purpose. Leave of absences without pay may be granted by the department head or designee upon the recommendation of the Employee Assistance Program Coordinator if all sick leave, holiday credits, vacation, and compensating time off have been exhausted, and the employee is not eligible to use Industrial Disability Leave or Non-Industrial Disability Insurance. A list of all Employee Assistance Program Coordinators and a telephone number to contact the appropriate coordinator shall be furnished to the Union within a timely manner after the execution of this Contract. Changes to such lists and phone numbers shall be promptly furnished to the Union when such changes occur. C. The records concerning an employee's ’s referral and/or treatment shall be kept confidential. No manager, supervisor, department director, or coordinator shall disclose the nature of the employee's ’s treatment or the reason for employee's ’s leave of absence. Records of such referrals shall not be kept in the employee's ’s personnel file. D. Upon request by the Union, a department which has an internal Employee Assistance Program for its employees will meet to discuss concerns presented by the Union regarding the administration of the program.

Employee Assistance Program. A. The State recognizes that alcohol, nicotine, drug abuse, and stress may adversely affect job performance and are treatable conditions. As a means of correcting job performance problems, the State may offer referral to treatment for alcohol, nicotine, drug, and stress stress-related problems such as marital, domestic partner, family, emotional, financial, medical, legal, gender transition or other personal problems. The intent of this section is to assist an employee's voluntary efforts to treat alcoholism, nicotine use, or a drug-related or a stress-related problem. B. Each department head or designee shall designate an Employee Assistance Program Coordinator who shall arrange for programs to implement this section. Employees who are referred to an Employee Assistance Program Coordinator will be referred by the appropriate management personnel. An employee undergoing alcohol, nicotine, drug, or mental health treatmentusing the Employee Assistance Program, upon approval, may use accrued sick leave credits, CTO, vacation, and holiday credits for such a purpose. Leave Leaves of absences absence without pay may be granted by the department head or designee upon the recommendation of the Employee Assistance Program Coordinator if all sick leave, holiday credits, vacation, and compensating time off have been exhausted, and the employee is not eligible to use Industrial Disability Leave or Non-Industrial Disability Insurance. A list of all Employee Assistance Program Coordinators and a telephone number to contact the appropriate coordinator shall be furnished to the Union within a timely manner after the execution of this Contract. Changes to such lists and phone numbers shall be promptly furnished to the Union when such changes occur. C. The records concerning an employee's referral and/or treatment shall be kept confidential. No manager, supervisor, department director, or coordinator shall disclose the nature of the employee's treatment or the reason for employee's leave of absence. Records of such referrals shall not be kept in the employee's personnel file. D. Upon request by the Union, a department which has an internal Employee Assistance Program for its employees will meet to discuss concerns presented by the Union regarding the administration of the program.

Employee Assistance Program. A. The State recognizes that alcohol, nicotine, drug abuse, nicotine addiction and stress may adversely affect job performance and are treatable conditions. As a means of correcting job performance problemsproblems and thus retain or recover his/her value as a productive employee, the State may offer referral to treatment for alcohol, nicotine, drug, nicotine addiction and stress stress-related problems such as marital, family, emotional, financial, medical, legal, or other personal problems. The intent of this section Section is to assist an employee's voluntary efforts to treat alcoholism, nicotine use, alcoholism or a drug-related or nicotine addiction or a stress-related problemproblem so as to retain or recover his/her value as an employee. B. Each department head or designee shall designate an Employee Assistance Program (EAP) Coordinator who shall arrange for programs to implement this sectionSection. Employees who are to be referred to an Employee Assistance Program EAP Coordinator will be referred by the appropriate management personnel. An employee who either receives or requests an EAP referral shall not be required to divulge the nature of their confidential problems to either the management personnel or the EAP Coordinator. The employee shall only be required to state a general nature of their request, with adequate information to allow the EAP Coordinator to make an appropriate referral. Management personnel and the EAP Coordinator will maintain a fiduciary responsibility to the employee to preserve strict confidentiality of the employee's need for assistance. An employee undergoing alcohol, nicotine, drug, nicotine addiction or mental health treatment, will receive confidential counseling or referral(s), and upon approval, may use accrued sick leave leave, compensating time off credits, CTO, vacation, -leave and holiday PLP credits for such a purpose. Leave of absences with or without pay may be granted by the department head or designee upon the recommendation of the Employee Assistance Program EAP Coordinator if all sick leave, holiday credits, vacation, and compensating time off have been exhausted, and the employee is not eligible to use Industrial Disability Leave or Non-Industrial Disability Insurance. A list of all Employee Assistance Program EAP Coordinators and a telephone number to contact the appropriate coordinator shall be furnished to the Union within a timely manner after the execution of this Contract. Changes to such lists and phone numbers shall be promptly furnished to the Union when such changes occurannually. C. The State recognizes that information regarding an EAP referral or counseling session shall remain confidential. In an effort to keep records concerning an employee's referral and/or treatment shall be kept for alcoholism, drug, nicotine addiction or stress-related problems confidential. No manager, supervisor, department director, or coordinator shall disclose the nature of the employee's treatment or the reason for employee's leave of absence. Records of such referrals records shall not be kept included in the employee's personnel file. D. Upon request by If the Unionemployee desires counseling and wishes to maintain total confidentiality, a department which has an internal he/she may contact the Employee Assistance Program for its employees will meet to discuss concerns presented by the Union regarding the administration of the programdirectly.

Employee Assistance Program. A. The State recognizes that alcohol, nicotine, drug abuse, abuse and stress may adversely affect job performance and are treatable conditions. As a means of correcting job performance problems, the State may offer referral to treatment for alcohol, nicotine, drug, and stress and/or stress-related problems such as marital, family, emotional, financial, medical, legal, or other personal problems. The intent of this section Section is to assist an employee's voluntary efforts to treat alcoholism, nicotine use, or a drug-drug related or a stress-related problem. B. Each department head or designee shall designate an Employee Assistance Program Coordinator who shall will arrange for programs to implement this sectionSection. Employees who are referred to an Employee Assistance Program Coordinator will be referred by the appropriate management personnel. An employee undergoing alcohol, nicotine, drug, or mental health treatment, upon approval, may use accrued sick leave credits, CTOCTO credits, vacation, vacation and holiday credits for such a purpose. Leave Leaves of absences absence without pay may be granted by the department head or designee upon the recommendation of the Employee Assistance Program Coordinator if all sick leave, holiday credits, vacation, and compensating time off have been exhausted, and the employee is not eligible to use Industrial Disability Leave or Non-Non- Industrial Disability Insurance. A list of all Employee Assistance Program Coordinators and a telephone number to contact the appropriate coordinator shall be furnished to the Union within a timely manner after the execution of this Contract. Changes to such lists and phone numbers shall be promptly furnished to the Union CSEA, Local 1000, when such changes occur. C. The records concerning an employee's referral and/or treatment shall be kept confidential. No manager, supervisor, department director, or and/or coordinator shall disclose the nature of the employee's treatment or and/or the reason for the employee's leave of absence. Records of such referrals shall not be kept in the employee's personnel file. D. Upon request by the UnionCSEA, Local 1000, a department which has an internal Employee Assistance Program for any of its employees employees, will meet to discuss concerns presented by the Union CSEA, Local 1000, regarding the administration of the programProgram.

Employee Assistance Program. A. Early recognition and treatment of alcohol and drug abuse is important for successful rehabilitation, for prompt return to the District, and for reduced personal, family and social disruption. The State recognizes that alcohol, nicotine, District encourages the earliest possible diagnosis and treatment for alcohol and drug abuse, and stress may adversely affect job performance and are treatable conditions. As a means of correcting job performance problemsHowever, the State may offer referral decision to seek diagnosis and accept treatment for alcoholis primarily the individual employee’s responsibility. To assist employees in obtaining early voluntary treatment, nicotine, drug, and stress related problems such as marital, family, emotional, financial, medical, legal, or other personal problems. The intent of this section is to assist an employee's voluntary efforts to treat alcoholism, nicotine use, or a drug-related or a stress-related problem. B. Each department head or designee shall designate the District has established an Employee Assistance Program Coordinator who (EAP). The EAP provides counseling and assistance to all benefited District employees. The District shall arrange for programs make information regarding such services available to implement all District employees. Employees with alcohol or drug abuse problems should request the confidential assistance of the EAP. Employees may seek help without the approval or even the knowledge of their Supervisor or Manager. The EAP will provide assistance on a confidential basis and will refer the employee to appropriate counseling or treatment services. Requesting assistance of the EAP in dealing with an alcohol or drug abuse problem shall not, jeopardize the employee’s continuing employment status with the District. Voluntary assistance does not include situations where the substance abuse problem has been discovered by the District. In this sectionsituation, requesting assistance through the EAP does not immunize an employee from being subject to disciplinary action. Employees who are referred undergo voluntary counseling or treatment pursuant to an a referral by the EAP and who continue to work must meet all established standards of conduct and job performance. 1) Voluntary Self-Referral to Employee Assistance Program Coordinator (EAP): Assistance through the EAP program will be available on a self-referral basis as follows: A) Prior to discovery of any violation of this Policy, any employee who believes that he or she has a substance abuse problem requiring treatment may voluntarily request assistance through the EAP either directly through the EAP provider, or through his or her Supervisor or Manager; B) If the EAP provider determines that it is appropriate, the employee may be referred by the appropriate management personnelto a rehabilitation program. An employee undergoing referred to a rehabilitation program will be responsible, in conjunction with any provider of available health and welfare benefits, for the cost of the rehabilitation program; C) Regardless of participation in the EAP program or a rehabilitation program, any employee found to be performing purportedly in the course and scope of employment while impaired by or under the influence of a drug or alcohol, nicotineor so impaired or under the influence while specifically designated as being on call and as prohibited by this Policy, drugshall be subject to discipline, up to and including termination. Employees are therefore encouraged to request to be relieved from duty and be placed on a leave of absence during his or mental health treatmenther participation in the EAP or rehabilitation program if the employee will not remain drug free during the program. Leaves utilizing accumulated leave credits will be allowed for the duration of the EAP treatment program. If no leave credits are available to the employee, upon approval, may use accrued sick he or she will be placed on a leave credits, CTO, vacation, and holiday credits for such a purpose. Leave of absences absence without pay may for the duration of the EAP, rehabilitation or treatment program; D) If an employee is experiencing performance problems or disciplinary action is contemplated or pending against the employee at the time a request for assistance is made, the request for assistance will be granted treated as a separate but possibly related issue. In no case will a request for assistance provide amnesty to an employee in a present or future disciplinary action. A request for assistance may, at the discretion of the District, defer present or future disciplinary action until completion of the treatment process; E) An employee will suffer no loss of seniority by virtue of his or her participation in the EAP or rehabilitation program. F) Release to W ork: Submission of a release to work statement, which is satisfactory to the District, from a medical or treatment specialist. Review and work authorization by the department head Medical Review Officer is required. Where the employee voluntarily divulges that treatment through the EAP was for the purpose of treating drug or designee upon alcohol abuse problems, the recommendation employee will be subject to random unannounced substance testing for a period of the up to three (3) years. 2) Optional Referral to Employee Assistance Program Coordinator if all sick leave(EAP): The District recognizes that assistance through the EAP or rehabilitation, holiday creditsrather than disciplinary action (or possibly in conjunction with some forms of discipline,) may be appropriate in certain circumstances. Referral to the EAP, vacationrather than discipline or along with lesser forms of discipline than termination, may be made as follows: A) The District shall retain final and sole authority to determine whether or not a violation of this Policy shall result in the employee being provided a referral to the EAP in lieu of discipline (or in conjunction with discipline) for completion of a prescribed rehabilitation program. In rendering its determination, the District shall consider the employee’s classification, the employee’s entire personnel file, the precise nature of the Policy violation, the actual or potential detriment to the District as a result of the violation, and compensating time off have been exhaustedthe employee’s explanation for the violation. However, the District’s determination shall be final and not subject to administrative or judicial review and shall ultimately be dictated by benefit to the District and not to the employee provided the decision is not based upon statutorily prohibited discrimination. The employee may be relieved of safety sensitive functions until completion of the rehabilitation program to the satisfaction of the rehabilitation counselor, return of a negative drug test, and signing of a Re-entry Agreement as discussed further below; B) An employee subject to optional referral must agree to undertake and to complete successfully a course of treatment as deemed appropriate by the EAP and/or rehabilitation program counselor. Any employee refusing to agree to comply with an option referral is subject to discipline, up to and including termination; C) If an employee subject to a discretionary EAP referral fails to conform to the requirements of the rehabilitation program and/or fails to successfully complete the program and/or fails to remain drug free, the employee may be terminated. As part of the terms of the optional referral, the employee agrees that the EAP provider and/or rehabilitation counselor will report to the District any failure on the part of the employee to cooperate in the rehabilitation program or to progress through the program to the satisfaction of the counselor; D) Leaves utilizing accumulated leave credits may be allowed on a case-by-case basis and in a duration as approved by the District. If no leave credits are available to the employee, he or she may, if deemed necessary by the District, be placed on a leave of absence without pay for the duration of the EAP, rehabilitation or treatment program; E) An employee will not generally be offered referral to the EAP or rehabilitation in lieu of discipline for a second violation of this Policy; F) An employee will suffer no loss of seniority by virtue of his or her participation in the EAP or rehabilitation program; G) An employee who desires to return to work after an optional referral must agree to the terms of a Re-entry Agreement, the terms of which shall be established by District in its sole discretion. That Agreement may include, but is not limited to, the following: “In those instances where a positive test result is determined as existing, and where the employee is not eligible to use Industrial Disability Leave or Non-Industrial Disability Insurance. A list of all Employee Assistance Program Coordinators and a telephone number to contact the appropriate coordinator terminated, said employee shall be furnished required to submit to unannounced follow-up random testing for a period of up to three (3) years.” Release to Work: Submission of a release to work statement, which is satisfactory to the Union within District, from a timely manner medical or treatment specialist. Review and work authorization by the Medical Review Officer is required. Follow-Up Care: Submission of an after the execution care and follow-up treatment plan with a counselor or specialist which would last a minimum of this Contract. Changes to such lists and phone numbers shall be promptly furnished to the Union when such changes occur. C. The records concerning an employee's referral and/or treatment shall be kept confidential. No manager, supervisor, department directorsix (6) months, or coordinator shall disclose the nature of the employee's treatment or the reason for employee's leave of absence. Records of such referrals shall not be kept in the employee's personnel file. D. Upon request longer, as specified by the Union, counselor specialist. Negative Drug Test: Submission of a department which has an internal Employee Assistance Program for its employees will meet to discuss concerns presented negative urine test taken in accordance with the procedures established by the Union regarding the administration District for a period of the programup to three (3) years.

Employee Assistance Program. A. The State recognizes that alcohol, nicotine, drug abuse, abuse and stress may adversely affect job performance and are treatable conditions. As a means of correcting job performance problems, the State may offer referral to treatment for alcohol, nicotine, drug, and stress stress-related problems such as marital, family, emotional, financial, medical, legal, or other personal problems. The intent of this section is to assist an employee's voluntary efforts to treat alcoholism, nicotine use, alcoholism or a drug-drug- related or a stress-related problemproblem so as to retain or recover his/her value as an employee. B. Each department head or designee shall designate an Employee Assistance Program Coordinator who shall arrange for programs to implement this section. Employees who are to be referred to an Employee Assistance Program Coordinator will be referred by the appropriate management personnel. An employee undergoing alcohol, nicotine, drug, or mental health treatment, upon approval, may use accrued sick leave leave, compensating time off credits, CTO, vacation, and holiday vacation / annual leave credits for such a purpose. Leave Leaves of absences absence without pay may be granted by the department head or designee upon the recommendation of the Employee Assistance Program Coordinator if all sick leave, holiday credits, vacation, and compensating time off have been exhausted, and the employee is not eligible to use Industrial Disability Leave or Non-Industrial Disability Insurance. A list of all Employee Assistance Program Coordinators and a telephone number to contact the appropriate coordinator shall be furnished to the Union within a timely manner after the execution of this Contract. Changes to such lists and phone numbers shall be promptly furnished to the Union when such changes occurannually. C. The In an effort to keep records concerning an employee's referral and/or treatment for alcoholism, nicotine, drug, or stress-related problems confidential, such records shall not be included in the employee's personnel file. D. All departments except the Department of Developmental Services employing Unit 17 employees shall participate in the State’s external Employee Assistance Program (EAP). CSEA and the Department of Developmental Services will meet to discuss CSEA’s concerns with the Department’s EAP Program and discuss the desirability of alternative EAP Program(s) no later than March 1, 2000. E. The name and phone number of each department’s Employee’s Assistance Program Coordinator shall be readily available during work hours to all Unit 17 employees. The name of the external EAP contract provider and the telephone number for employee’s self-referral shall be readily available during work hours to all Unit 17 employees. F. Within sixty (60) days of the contract’s effective date the Union shall be provided with: (1) the name and phone number of the external EAP contract provider; (2) a list of all department Employee Assistance Program Coordinators and their respective phone numbers. The Union shall be provided with annually updated lists. G. A Unit 17 employee may utilize the Employee Assistance Program without the knowledge of any management representative. H. The records concerning an employer’s referral and/or treatment shall be kept confidential. No manager, supervisor, department director, department Employee Assistance Program Coordinator or coordinator EAP provider shall disclose the nature of the employee's ’s treatment or the reason for the employee's ’s leave of absence. Records of such referrals shall not be kept in the employee's ’s personnel or medical record file. D. Upon request by the Union, a department which has an internal Employee Assistance Program for its employees will meet to discuss concerns presented by the Union regarding the administration of the program.

Employee Assistance Program. A. The State recognizes that alcohol, nicotine, drug abuse, abuse and stress may adversely affect job performance and are treatable conditions. As a means of correcting job performance problems, the State may offer referral to treatment for alcohol, nicotine, drug, and stress related problems such as marital, family, emotional, financial, medical, legal, or other personal problems. The intent of this section Section is to assist an employee's voluntary efforts to treat alcoholism, nicotine use, or a drug-related or a stress-related problemproblem so as to retain or recover his/her value as an employee. B. Each department head or designee shall designate an Employee Assistance Program Coordinator who shall arrange for programs to implement this sectionSection. Employees who are referred Participation in the Employee Assistance Program will be through self-referral or through the referral to an Employee Assistance Program Coordinator will be referred by the appropriate management personnel. An employee undergoing alcohol, nicotine, drug, or mental health treatment, upon approval, may use accrued sick leave credits, CTO, vacation, vacation and holiday credits for such a purpose. Leave of absences without pay may be granted by the department head or designee upon the recommendation of the Employee Assistance Program Coordinator if all sick leave, holiday credits, vacation, and compensating time off have been exhausted, and the employee is not eligible to use Industrial Disability Leave or Non-Industrial Disability Insurance. A list of all Employee Assistance Program Coordinators and a telephone number to contact the appropriate coordinator shall be furnished to the Union CSEA, Local 1000 within a timely manner after the execution of this Contract. Changes to such lists and phone numbers shall be promptly furnished to the Union CSEA, Local 1000 when such changes occur. C. The records concerning an employee's referral and/or treatment shall be kept confidential. No manager, supervisor, department director, director or coordinator shall disclose the nature of the employee's treatment or the reason for employee's leave of absence. Records of such referrals shall not be kept in the employee's personnel file. D. Upon request by the UnionCSEA, Local 1000, a department which has an internal Employee Assistance Program for its employees will meet to discuss concerns presented by the Union CSEA, Local 1000 regarding the administration of the programProgram.

Employee Assistance Program. A. The State recognizes that alcohol, nicotine, drug abuse, stress, and stress other factors may adversely affect job performance and are treatable conditions. As a means of correcting job performance problems, the State may offer referral to treatment for alcohol, nicotine, drug, drug- and stress stress-related problems such as marital, family, emotional, financial, medical, legal, and legal or other personal problems. The intent of this section Section is to assist an employee's ’s voluntary efforts to treat alcoholism, nicotine use, alcoholism or a drug-related or a stress-related problemproblem(s) so as to retain or recover his/her value as an employee. B. Each department head or designee shall designate an Employee Assistance Program Coordinator who shall arrange for programs to implement this sectionSection. Employees who are referred Participation in the Employee Assistance Program will be through voluntary self- referral or through referral to an Employee Assistance Program Coordinator will be referred by the appropriate management personnel. An employee undergoing alcohol, nicotine, drug, or mental health treatment, upon approval, may use accrued sick leave, compensating time off credits and vacation leave credits, CTO, vacation, and holiday credits for such a purpose. Leave Leaves of absences absence without pay may be granted by the department head or designee upon the recommendation of the Employee Assistance Program Coordinator if all sick leave, holiday credits, vacation, vacation and compensating time off have been exhausted, exhausted and the employee is not eligible to use Industrial Disability Leave or Non-Industrial Disability Insurance. . C. Records concerning an employee’s treatment for alcoholism, drug- or stress-related problems shall remain confidential and shall remain separate from other personnel materials. D. A list of all Employee Assistance Program Coordinators and a telephone number to contact the appropriate coordinator shall be furnished to AFSCME annually, by the Union within a timely manner after the execution of this Contract. Changes to such lists and phone numbers shall be promptly furnished to the Union when such changes occurState. C. The records concerning an employee's referral and/or treatment shall be kept confidential. No manager, supervisor, department director, or coordinator shall disclose the nature of the employee's treatment or the reason for employee's leave of absence. Records of such referrals shall not be kept in the employee's personnel file. D. Upon request by the Union, a department which has E. Departments/facilities with an internal Employee Assistance Program shall provide the opportunity for its employees an employee to meet with the Employee Assistance Program Coordinator in a location away from the immediate worksite to ensure confidentiality when receiving Employee Assistance Program Benefits. F. Program evaluation and problems arising from implementation will meet be referred to discuss concerns presented by the Union regarding the administration Labor/Management Committee pursuant to Section 18.7 of the programthis Agreement.

Employee Assistance Program. ‌ Section 1. The Employee Assistance Program is a confidential service: A. The State To help employees identify problems that are or may become a factor in job performance; B. To refer employees to proper community agencies for help; C. To provide support and follow-up for the employee. Information obtained by the Employee Assistance Program is not released to anyone without written consent of the employee and it is not recorded in the employee’s personnel file. There is no cost to the employee for this assistance. If the employee is referred to other agencies, there may be a fee charged by those agencies. Every effort is made to make referrals compatible with the financial resources of the employee. Section 2. Management recognizes that alcoholthe most valuable resource the agency has is its experienced employees at all levels in the organization. At the same time, nicotineit is recognized these employees can have problems which affect their job performances. These difficulties can be medical, drug abuselegal, and stress may adversely affect job performance and are treatable conditions. As a means of correcting job performance problems, the State may offer referral to treatment for alcohol, nicotine, drug, and stress related problems such as marital, family, emotionalalcohol or drug abuse, financial, medical, legalpsychological, or other personal problemsjob-related. The intent of this section To retain its employees, the goal is to assist an employee's voluntary efforts help those with problems so they can continue to treat alcoholismmake their valuable contributions to the agency. That goal can be achieved by identifying the problem, nicotine usereferring the employee to the proper treatment agency, or a drug-related or a stress-related problemand the employee completing the treatment. B. Each department head or designee shall designate an Employee Assistance Program Coordinator who shall arrange for programs Section 3. Referrals to implement this section. Employees who are referred to an Employee Assistance Program Coordinator will be referred by the appropriate management personnel. An employee undergoing alcohol, nicotine, drug, or mental health treatment, upon approval, may use accrued sick leave credits, CTO, vacation, and holiday credits for such a purpose. Leave of absences without pay may be granted by the department head or designee upon the recommendation of the Employee Assistance Program Coordinator if all sick leave, holiday credits, vacationare made as follows: A. SELF-REFERRALS – employees often recognize they need help before their problems affect their job performances, and compensating time off have been exhaustedthey want to discuss the problem with an impartial, confidential individual who is aware of the resources available to help solve the problem. Employees who voluntarily seek or accept referrals to Employee Assistance Programs do not, by doing so, place their jobs or future in jeopardy. By recognizing problems and seeking help early, employees may maintain their good job records and eligibility for promotions; B. SUPERVISOR REFERRALS – a supervisor’s responsibility is to evaluate job performances, not to diagnose the problems or become involved with the problems themselves. However, a supervisor may refer an employee is not eligible to use Industrial Disability Leave or Non-Industrial Disability Insurance. A list of all the Employee Assistance Program Coordinators and a telephone number to contact the appropriate coordinator shall be furnished to the Union within a timely manner after the execution of this Contract. Changes to such lists and phone numbers shall be promptly furnished to the Union when such changes occur. C. The records concerning an employee's referral and/or treatment shall be kept confidential. No manager, supervisor, department director, or coordinator shall disclose the nature because of the employee's treatment or ’s job performance; C. ASSOCIATION REFERRALS – Job Representatives of the reason for employee's leave Association of absence. Records of such referrals shall not be kept in Engineering Employees may also refer employees to the employee's personnel file. D. Upon request by the Union, a department which has an internal Employee Assistance Program for its when those employees will meet to discuss concerns presented by the Union regarding the administration of the programhave problems.

Employee Assistance Program. A. The State recognizes that alcohol, nicotine, drug abuse, and stress may adversely affect job performance and are treatable conditions. As a means of correcting job performance problems, the State may offer referral to treatment for alcohol, nicotine, drug, and stress stress- related problems such as marital, domestic partner, family, emotional, financial, medical, legal, gender transition or other personal problems. The intent of this section is to assist an employee's voluntary efforts to treat alcoholism, nicotine use, or a drug-related or a stress-related problem. B. Each department head or designee shall designate an Employee Assistance Program Coordinator who shall arrange for programs to implement this section. Employees who are referred to an Employee Assistance Program Coordinator will be referred by the appropriate management personnel. An employee undergoing alcohol, nicotine, drug, or mental health treatmentusing the Employee Assistance Program, upon approval, may use accrued sick leave credits, CTO, vacation, and holiday credits for such a purpose. Leave Leaves of absences absence without pay may be granted by the department head or designee upon the recommendation of the Employee Assistance Program Coordinator if all sick leave, holiday credits, vacation, and compensating time off have been exhausted, and the employee is not eligible to use Industrial Disability Leave or Non-Industrial State Disability Insurance. A list of all Employee Assistance Program Coordinators and a telephone number to contact the appropriate coordinator shall be furnished to the Union within a timely manner after the execution of this Contract. Changes to such lists and phone numbers shall be promptly furnished to the Union when such changes occur. C. The records concerning an employee's referral and/or treatment shall be kept confidential. No manager, supervisor, department director, or coordinator shall disclose the nature of the employee's treatment or the reason for employee's leave of absence. Records of such referrals shall not be kept in the employee's personnel file. D. Upon request by the Union, a department which has an internal Employee Assistance Program for its employees will meet to discuss concerns presented by the Union regarding the administration of the program. E. Employees laid off shall be provided services in accordance with the Employee Assistance Program. Such services are term limited for six (6) months from the actual date of layoff.

Employee Assistance Program. A. The State recognizes Employer shall offer an Employee Assistance Program [EAP] as a cost free, confidential benefit to all employees. Through the EAP, the Employer will provide confidential access to professional consultation services for the purpose of assisting employees with either personal or occupational problems that alcohol, nicotine, drug abuse, and stress may adversely affect an employee’s job performance performance, career progress, productivity and/or the employee’s health and personal well-being. Such problems may include but may not necessarily be limited to alcohol or other drug addictions, emotional or other behavior related problems, marital or family conflicts, financial or legal problems, major personal or health problems, sexual harassment on the job, relationship problems, emotional stress or substance abuse. If services beyond the initial consultation are treatable conditionsrecommended, the EAP shall outline for the employee the existing, appropriate community resources available to the employee. As The EAP provider will also advise the employee of the costs associated with recommended services and whether or not such costs are covered by the employee’s medical insurance. Costs not covered are the responsibility of the employee. The EAP is available to all employees and their immediate family members and offers problem assessment, short term counseling and referral services to community and private sources. The EAP is strictly confidential. Records regarding employee participation with the EAP will be maintained in a means confidential manner. Information given by an employee to his/her EAP provider may be released only if authorized in writing by the employee. If the employee authorizes a release, information received from an employee’s EAP provider pursuant thereto shall not be placed in the employee’s personnel file. Rather, it shall be The Employer and the Union agree to encourage and motivate employees to seek professional help through EAP if necessary. In such instances, employees shall be encouraged to contact the EAP directly. If a supervisor recommends that an employee contact the EAP because of correcting job performance problems, the State may offer this referral to treatment for alcohol, nicotine, drug, and stress related problems such as marital, family, emotional, financial, medical, legal, or other personal problems. The intent of this section is to assist an employee's voluntary efforts to treat alcoholism, nicotine use, or a drug-related or a stress-related problem. B. Each department head or designee shall designate an Employee Assistance Program Coordinator who shall arrange for programs to implement this section. Employees who are referred to an Employee Assistance Program Coordinator will be referred by the appropriate management personnelconfidential. An employee undergoing alcohol, nicotine, drug, or mental health treatment, upon approval, may use accrued sick leave credits, CTO, vacation, and holiday credits for such a purpose. Leave of absences without pay may be granted by the department head or designee upon the recommendation of the Employee Assistance Program Coordinator if all sick leave, holiday credits, vacation, and compensating time off have been exhausted, and If the employee is not eligible to use Industrial Disability Leave or Non-Industrial Disability Insurance. A list of all Employee Assistance Program Coordinators and a telephone number to contact the appropriate coordinator shall acts on such referral, no information will be furnished to the Union within referring supervisor except that a timely manner after screening appointment was made and kept by the execution of this Contractemployee. Changes to such lists and phone numbers If the employee enters a program, the supervisor shall be promptly furnished notified by the EAP as to the Union when such changes occur. C. employee’s continued compliance or non-compliance with the program as recommended by the EAP, nothing more. The records concerning use of the EAP will not in any way jeopardize an employee's referral and/or treatment shall ’s job security or promotional opportunities. It is offered as a resource to allow employees consideration and assistance in resolving problems, which might otherwise have a detrimental effect on their job performance. Sick time or medical leave may be kept confidential. No manager, supervisor, department director, or coordinator shall disclose the nature of the employee's granted for treatment or rehabilitation consistent with the reason for employee's sick time and leave of absence. Records of such referrals shall not be kept in the employee's personnel fileabsence provisions herein. D. Upon request by the Union, a department which has an internal Employee Assistance Program for its employees will meet to discuss concerns presented by the Union regarding the administration of the program.

Employee Assistance Program. A. The State recognizes that alcohol, nicotine, drug abuse, abuse and stress may adversely affect job performance and are treatable conditions. As a means of correcting job performance problems, the State may offer referral to treatment for alcohol, nicotine, drug, and stress stress-related problems such as marital, family, emotional, financial, medical, legal, or other personal problems. The intent of this section is to assist an employee's voluntary efforts to treat alcoholism, nicotine use, alcoholism or a drug-related or a stress-related problemproblem so as to retain or recover his/her value as an employee. B. Each department head or designee shall designate an Employee Assistance Program Coordinator who shall arrange for programs to implement this section. Employees who are to be referred to an Employee Assistance Program Coordinator will be referred by the appropriate management personnel. An employee undergoing alcohol, nicotine, drug, or mental health treatment, upon approval, may use accrued sick leave leave, compensating time off credits, CTO, and vacation, and holiday /annual leave credits for such a purpose. Leave Leaves of absences absence without pay may be granted by the department head or designee upon the recommendation of the Employee Assistance Program Coordinator if all sick leave, holiday credits, vacation, and compensating time off have been exhausted, and the employee is not eligible to use Industrial Disability Leave or Non-Industrial Disability Insurance. A list of all Employee Assistance Program Coordinators and a telephone number to contact the appropriate coordinator shall be furnished to the Union within a timely manner after the execution of this Contract. Changes to such lists and phone numbers shall be promptly furnished to the Union when such changes occurannually. C. The In an effort to keep records concerning an employee's referral and/or treatment for alcoholism, nicotine, drug, or stress-related problems confidential, such records shall not be included in the employee's personnel file. D. All departments except the Department of Developmental Services employing Unit 17 employees shall participate in the State’s external Employee Assistance Program (EAP). CSEA and the Department of Developmental Services will meet to discuss CSEA’s concerns with the Department’s EAP Program and discuss the desirability of alternative EAP Program(s) no later than March 1, 2004. E. The name and phone number of each department’s Employee’s Assistance Program Coordinator shall be readily available during work hours to all Xxxx 00 employees. The name of the external EAP contract provider and the telephone number for employee’s self-referral shall be readily available during work hours to all Unit 17 employees. F. Within sixty (60) days of the contract’s effective date the Union shall be provided with: (1) the name and phone number of the external EAP contract provider; (2) a list of all department Employee Assistance Program Coordinators and their respective phone numbers. The Union shall be provided with annually updated lists. G. A Unit 17 employee may utilize the Employee Assistance Program without the knowledge of any management representative. H. The records concerning an employer’s referral and/or treatment shall be kept confidential. No manager, supervisor, department director, department Employee Assistance Program Coordinator or coordinator EAP provider shall disclose the nature of the employee's ’s treatment or the reason for the employee's ’s leave of absence. Records of such referrals shall not be kept in the employee's ’s personnel or medical record file. D. Upon request by the Union, a department which has an internal Employee Assistance Program for its employees will meet to discuss concerns presented by the Union regarding the administration of the program.

Employee Assistance Program. A. The State recognizes that alcohol, nicotine, drug abuse, abuse and stress may adversely affect job performance and are treatable conditions. As a means of correcting job performance problems, the State may offer referral to treatment for alcohol, nicotine, drug, and stress stress-related problems such as marital, family, emotional, financial, medical, legal, or other personal problems. The intent of this section is to assist an employee's voluntary efforts to treat alcoholism, nicotine use, alcoholism or a drug-drug- related or a stress-related problemproblem so as to retain or recover his/her value as an employee. B. Each department head or designee shall designate an Employee Assistance Program Coordinator who shall arrange for programs to implement this section. Employees who are to be referred to an Employee Assistance Program Coordinator will be referred by the appropriate management personnel. An employee undergoing alcohol, nicotine, drug, or mental health treatment, upon approval, may use accrued sick leave leave, compensating time off credits, CTO, vacation, and holiday vacation / annual leave credits for such a purpose. Leave Leaves of absences absence without pay may be granted by the department head or designee upon the recommendation of the Employee Assistance Program Coordinator if all sick leave, holiday credits, vacation, and compensating time off have been exhausted, and the employee is not eligible to use Industrial Disability Leave or Non-Industrial Disability Insurance. A list of all Employee Assistance Program Coordinators and a telephone number to contact the appropriate coordinator shall be furnished to the Union within a timely manner after the execution of this Contract. Changes to such lists and phone numbers shall be promptly furnished to the Union when such changes occurannually. C. The In an effort to keep records concerning an employee's referral and/or treatment for alcoholism, nicotine, drug, or stress-related problems confidential, such records shall not be included in the employee's personnel file. D. All departments except the Department of Developmental Services employing Unit 17 employees shall participate in the State’s external Employee Assistance Program (EAP). CSEA and the Department of Developmental Services will meet to discuss CSEA’s concerns with the Department’s EAP Program and discuss the desirability of alternative EAP Program(s) no later than March 1, 2000. E. The name and phone number of each department’s Employee’s Assistance Program Coordinator shall be readily available during work hours to all Xxxx 00 employees. The name of the external EAP contract provider and the telephone number for employee’s self-referral shall be readily available during work hours to all Unit 17 employees. F. Within sixty (60) days of the contract’s effective date the Union shall be provided with: (1) the name and phone number of the external EAP contract provider; (2) a list of all department Employee Assistance Program Coordinators and their respective phone numbers. The Union shall be provided with annually updated lists. G. A Unit 17 employee may utilize the Employee Assistance Program without the knowledge of any management representative. H. The records concerning an employer’s referral and/or treatment shall be kept confidential. No manager, supervisor, department director, department Employee Assistance Program Coordinator or coordinator EAP provider shall disclose the nature of the employee's ’s treatment or the reason for the employee's ’s leave of absence. Records of such referrals shall not be kept in the employee's ’s personnel or medical record file. D. Upon request by the Union, a department which has an internal Employee Assistance Program for its employees will meet to discuss concerns presented by the Union regarding the administration of the program.

Employee Assistance Program. A. The State recognizes that alcohol, nicotine, drug abuse, and stress may adversely affect job performance and are treatable conditions. As a means of correcting job performance problems, the State may offer referral to treatment for alcohol, nicotine, drug, and stress related problems such as marital, family, emotional, financial, medical, legal, or other personal problems. The intent of this section is to assist an employee's voluntary efforts to treat alcoholism, nicotine use, or a drug-related or a stress-related problem. B. Each department head or designee shall designate an maintain its Employee Assistance Program Coordinator which shall continue to offer free, confidential and professional counselling service to employees. The counselling shall continue to be provided at an off campus location by an independent agency not affiliated with Participation in the shall be open to all Continuing and Sessional employees and remain strictly voluntary and confidentiality shall be. strictly maintained unless an employee waives that right in writing. Utilization, or non-utilization, of the by an employee shall not interfere with that employee's position, employment or opportunities for promotion or advancement within the in any way. will have a representative on the Committee. Any employee who identifies the need to seek assistance through the may contact the Provider directly. Information on how to contact an counselor shall arrange for programs be directed to implement this sectionall eligible employees by means of posters, notices, brochures, etc. Employees who are referred It shall also be made available, on a confidential basis, from the Workplace Health Unit, the Employee Relations Department, the Pensions, Benefits and Department, and through Initial contact with an counselor must be initiated by the employee. The counselor may not initiate contact with an employee on the basis of a referral by a supervisor, co-worker, family member, etc. Absences from work necessary to an Employee Assistance Program Coordinator attend counselling sessions will be referred treated as other health care appointments under Article The employee may choose to advise that treatment is being undertaken and/or to provide the estimated duration of treatment. Only upon the employee's written request and authorization will such information be provided by the appropriate management personnel. An employee undergoing alcohol, nicotine, drug, or mental health treatment, upon approval, may use accrued sick leave credits, CTO, vacation, counselor to and holiday credits for the release of such a purpose. Leave of absences without pay may information shall be granted authorized by the department head or designee upon employee in writing and shall include only the recommendation of fact that counselling is occurring and the Employee Assistance Program Coordinator if all sick leave, holiday credits, vacation, and compensating time off have been exhaustedlength thereof. Any such information communicated by the counselor to shall be in written form, and the employee is not eligible to use Industrial Disability Leave or Non-Industrial Disability Insurance. A list of all Employee Assistance Program Coordinators and a telephone number to contact the appropriate coordinator shall be furnished to the Union within a timely manner after the execution of this Contract. Changes to such lists and phone numbers shall be promptly furnished to the Union when such changes occur. C. The records concerning an employee's referral and/or treatment shall be kept confidential. No manager, supervisor, department director, or coordinator shall disclose the nature of the employee's treatment or the reason for employee's leave of absence. Records of such referrals information shall not be kept sent unless an employee given an opportunity to review the information before it is sent to and thereafter approves it for distribution to If a Continuing or Sessional employee is laid off as a direct result of contracting out, the affected shall be provided with at least three (3) months notice thereof, in addition to the employee's personnel file. D. Upon request notice required by the Union, a department which has an internal Employee Assistance Program for its employees Article In addition to Article will meet to discuss concerns presented by the Union regarding the administration promptly inform in writing of the program.following:

Employee Assistance Program. A. The State recognizes that alcohol, nicotine, drug abuse, and stress may adversely affect job performance and are treatable conditions. As a means of correcting job performance problems, the State may offer referral to treatment for alcohol, nicotine, drug, and stress stress-related problems such as marital, domestic partner, family, emotional, financial, medical, legal, gender transition or other personal problems. The intent of this section is to assist an employee's voluntary efforts to treat alcoholism, nicotine use, or a drug-related or a stress-related problem. B. Each department head or designee shall designate an Employee Assistance Program Coordinator who shall arrange for programs to implement this section. Employees who are referred to an Employee Assistance Program Coordinator will be referred by the appropriate management personnel. An employee undergoing alcohol, nicotine, drug, or mental health treatmentusing the Employee Assistance Program, upon approval, may use accrued sick leave credits, CTO, vacation, and holiday credits for such a purpose. Leave of absences without pay may be granted by the department head or designee upon the recommendation of the Employee Assistance Program Coordinator if all sick leave, holiday credits, vacation, and compensating time off have been exhausted, and the employee is not eligible to use Industrial Disability Leave or Non-Industrial Disability Insurance. A list of all Employee Assistance Program Coordinators and a telephone number to contact the appropriate coordinator shall be furnished to the Union within a timely manner after the execution of this Contract. Changes to such lists and phone numbers shall be promptly furnished to the Union when such changes occur. C. The records concerning an employee's referral and/or treatment shall be kept confidential. No manager, supervisor, department director, or coordinator shall disclose the nature of the employee's treatment or the reason for employee's leave of absence. Records of such referrals shall not be kept in the employee's personnel file. D. Upon request by the Union, a department which has an internal Employee Assistance Program for its employees will meet to discuss concerns presented by the Union regarding the administration of the program.