Common use of Employee Assistance Programs Clause in Contracts

Employee Assistance Programs. The following guidelines are applicable to the University’s Employee Assistance Programs (EAP). 1. When an employee’s EAP participation is designed in conjunction with the employer to improve job performance, then some limited time for participation, as described in University policy, shall be counted as time worked. 2. In requesting and being granted leave to participate in a University EAP, an employee, for the purpose of maintaining confidentiality, need reveal to their supervisor only the fact of such EAP participation. 3. Neither the fact of an employee’s participation in an EAP, nor information generated by participation in the program, shall be used as a reason for discipline under Article 7, or as evidence of a performance deficiency within the evaluation process referenced in Article 14, except for information relating to an employee’s failure to participate in the EAP consistent with the terms to which the employee and the University have agreed.

Employee Assistance Programs. The following guidelines are applicable to the University’s Employee Assistance Programs (EAP). 1. When an employee’s EAP participation is designed in conjunction with the employer to improve job performance, then some limited time for participation, as described in University policy, shall be counted as time worked. 2. In requesting and being granted leave to participate in a University EAP, an employee, for the purpose of maintaining confidentiality, need reveal to their supervisor only the fact of such EAP participation. 3. Neither the fact of an employee’s participation in an EAP, nor information generated by participation in the program, shall be used as a reason for discipline under Article 722, or as evidence of a performance deficiency within the evaluation process referenced in Article 1420, except for information relating to an employee’s failure to participate in the EAP consistent with the terms to which the employee and the University have agreed.

Employee Assistance Programs. The following guidelines are applicable to the University’s Employee Assistance Programs (EAP). 1. When an employee’s 's EAP participation is designed in conjunction with the employer to improve job performance, then some limited time for participation, as described in University policy, shall be counted as time worked. 2. In requesting and being granted leave to participate in a the University EAP, an employee, for the purpose of maintaining confidentiality, need reveal to their supervisor only the fact of such EAP participation. 3. Neither the fact of an employee’s 's participation in an EAP, nor information generated by participation in the program, shall be used as a reason for discipline under Article 76, or as evidence of a performance deficiency within the evaluation process referenced in Article 1412, except for information relating to an employee’s 's failure to participate in the EAP consistent with the terms to which the employee and the University have agreed.

Employee Assistance Programs. The following guidelines are applicable to the Universityuniversity’s Employee Assistance Programs (EAP). 1. When an employee’s EAP participation is designed in conjunction with the employer to improve job performance, then some limited time for participation, as described in University university policy, shall be counted as time worked. 2. In requesting and being granted leave to participate in a University EAP, an employee, for the purpose of maintaining confidentiality, need reveal to their supervisor only the fact of such EAP participation. 3. Neither the fact of an employee’s participation in an EAP, nor information generated by participation in the program, shall be used as a reason for discipline under Article 722, or as evidence of a performance deficiency within the evaluation process referenced in Article 1420, except for information relating to an employee’s failure to participate in the EAP consistent with the terms to which the employee and the University university have agreed.

Employee Assistance Programs. The following guidelines are applicable to the University’s Employee Assistance Programs Program (EAP). 1. When an employee’s 's EAP participation is designed in conjunction with the employer to improve job performance, then some limited time for participation, as described in University policy, shall be counted as time worked. 2. In requesting and being granted leave to participate in a the University EAP, an employee, for the purpose of maintaining confidentiality, need reveal to their supervisor only the fact of such EAP participation. 3. Neither the fact of an employee’s 's participation in an EAP, nor information generated by participation in the program, shall be used as a reason for discipline under Article 76, or as evidence of a performance deficiency within the evaluation process referenced in Article 1413, except for information relating to an employee’s 's failure to participate in the EAP consistent with the terms to which the employee and the University have agreed.

Employee Assistance Programs. The following guidelines are applicable to the University’s universities' Employee Assistance Programs (EAP). 1. When an employee’s 's EAP participation is designed in conjunction with the employer to improve job performance, then some limited time for participation, as described in University university policy, shall be counted as time worked. 2. In requesting and being granted leave to participate in a University university EAP, an employee, for the purpose of or maintaining confidentiality, need reveal to their supervisor only the fact of such EAP participation. 3. Neither the fact of an employee’s 's participation in an EAP, nor information generated by participation in the program, shall be used as a reason for discipline under Article 76, or as evidence of a performance deficiency within the evaluation process referenced in Article 1413, except for information relating to an employee’s 's failure to participate in the EAP consistent with the terms to which the employee and the University university have agreed.

Employee Assistance Programs. The following guidelines are applicable to the University’s Employee Assistance Programs (EAP).): 1. When an employee’s EAP participation is designed designated in conjunction with the employer to improve job performance, then some limited time for participation, as described in University policy, shall be counted as time worked. 2. In requesting and being granted leave to participate in a University EAP, an employee, for the purpose of maintaining confidentiality, need reveal to their supervisor only the fact of such EAP participation. 3. Neither the fact of an employee’s participation in an EAP, nor information generated by participation in the program, shall be used as a reason for discipline under Article 7, or as evidence of a performance deficiency within the evaluation process referenced in Article 14, except for information relating to an employee’s failure to participate in the EAP consistent with the terms to which the employee and the University have agreed.

Employee Assistance Programs. The following guidelines are applicable to the University’s universities' Employee Assistance Programs (EAP). 1. When an employee’s 's EAP participation is designed in conjunction with the employer to improve job performance, then some limited time for participation, as described in University university policy, shall be counted as time worked. 2. In requesting and being granted leave to participate in a University university EAP, an employee, for the purpose of maintaining confidentiality, need reveal to their supervisor only the fact of such EAP participation. 3. Neither the fact of an employee’s 's participation in an EAP, nor information generated by participation in the program, shall be used as a reason for discipline under Article 76, or as evidence of a performance deficiency within the evaluation process referenced in Article 1413, except for information relating to an employee’s 's failure to participate in the EAP consistent with the terms to which the employee and the University university have agreed.