Responsibilities and Guidelines a. When a supervisor, through daily job contact, observes that an employee is experiencing difficulties in maintaining his or her job performance, the supervisor will discuss the apparent difficulties with the employee.
b. If the employee is unable to correct his or her job performance difficulties through his or her own efforts, Management will refer the employee to the Employee Assistance Program.
c. The focus of corrective discussions by supervisors is restricted to the issue of job performance or conduct and the possible job-related consequences.
d. Conduct that has medical aspects, such as conduct that evidences emotional disorder, impaired judgment, or alcohol or drug abuse (subject to provisions of Article 43.4), will be addressed as medical problems in an effort to provide rehabilitation to the employee. An employee who refuses professional help or is unable to improve his or her performance or conduct with the assistance of a medical rehabilitation program may be subject to disciplinary action or separation.
e. Supervisors shall consider the guidance of the referral sources in establishing reasonable expectations for an employee’s recovery time.
f. Participation in the program shall not jeopardize an employee’s job security or his or her opportunity to compete for promotion.
g. Sick leave is an appropriate form of leave for treatment or counseling sessions.
h. The program advisor shall maintain an up-to-date listing of community facilities for treatment of medical/behavioral problems. Such listing shall include, when known, the cost of such services and eligibility requirements.
i. In most circumstances, a disciplinary action may be held in abeyance if the employee enters an appropriate rehabilitation program, permits the counselor to report to Management on the employee’s attendance in the program, and is making observable progress in conduct and/or performance on the job.
Responsibilities and Guidelines. The following program provisions will apply:
A. A supervisor shall immediately refer to the program any employee who acknowledges having a medical or behavioral problem either of his or her own or of a family member which is affecting the employee's performance or conduct. If the supervisor reasonably suspects that the employee has a problem in this area, he or she should refer the employee's name to the program advisor. Once a supervisor makes a referral, the supervisor will follow up with the program advisor in order to keep abreast of available information regarding the employee's progress.
B. Employees may voluntarily seek assistance under the program.
C. A coordinator or counselor will be made available upon request within a reasonable time period to employees at all locations.
D. Participation in the program shall not jeopardize an employee's job security or his/her opportunity for promotion.
X. Xxxx leave, annual leave, or leave without pay will be granted for treatment or counseling sessions consistent with practices for other illnesses or circumstances.
F. The coordinator shall maintain an up-to-date listing of community facilities for treatment of medical/behavioral problems. The listing shall include the cost of such services and eligibility requirements.
X. If an employee wants to be accompanied by any individual (such as union representative, family member, clergyman) at the initial discussion with a program counselor, the additional person may attend.
Responsibilities and Guidelines. A. Normally the supervisor shall immediately refer to the EAP any employee who acknowledges having a medical or behavioral problem, either of his or her own or of a family member, which is affecting the employee’s performance or conduct. If the supervisor reasonably suspects that the employee has a problem in this area, he or she should refer the employee to the EAP.
B. Employees may voluntarily seek assistance under EAP.
C. A coordinator or counselor will be made available upon request within a reasonable time period to employees at all locations.
Responsibilities and Guidelines a. The supervisor should inform an employee whose performance might be helped by the EAP about the District's program.
b. Conduct which has medical aspects, such as conduct which evidences emotional disorder or impaired judgment, or alcohol or drug abuse, will be addressed as medical problems in an effort to provide rehabilitation to the employee. An employee who refuses professional help or is unable to improve his or her performance or conduct with the assistance of a medical rehabilitation program may be subject to disciplinary action or separation.
c. Supervisors shall consider the guidance of the referral
d. Participation in the program shall not jeopardize an employee's job security, or his or her opportunity to compete for promotion.
e. In accordance with normal regulations, sick leave will be granted for treatment or counseling sessions on medical problems.
f. Management will consider holding potential discipline in abeyance while the employee is in the treatment program and will consider dropping the potential disciplinary action if the employee completes the treatment program.
Responsibilities and Guidelines. When a supervisor, through daily job contact, observes that an employee is experiencing difficulties in maintaining his or her job performance, the supervi- sor will discuss the apparent difficulties with the employee.
Responsibilities and Guidelines. When a supervisor, through daily job contact, observes that an employee is experiencing difficulties in maintaining his or her job performance, the supervisor will discuss the apparent difficulties with the employee.
Responsibilities and Guidelines. A. Normally the supervisor shall immediately refer to the EAP any employee who acknowledges having a medical or behavioral problem, either of his or her own or of a family member, which is affecting the employee's performance or conduct. If the supervisor reasonably suspects that the employee has a problem in this area, he or she should refer the employee to the EAP.
B. Employees may voluntarily seek assistance under EAP.
C. A coordinator or counselor will be made available upon request within a reasonable time period to employees at all locations.
D. Participation in the EAP shall not jeopardize an employee's job security or his/her opportunity for promotion.
X. Xxxx leave, annual leave, or leave without pay will be granted for treatment or counseling sessions consistent with practices for other illnesses or circumstances.
F. The Employer shall maintain an up-to-date listing of professional resources, health care providers, self-help groups and community facilities for treatment and corrective resources for medical, behavioral, marital, legal and financial problems. Such listing shall include the cost of such services, employer-based health insurance information and eligibility requirements.
G. The employee may request to be accompanied by any individual (such as a Union representative, family member or clergyman) at the initial discussion with a program counselor.
H. The Union will be kept informed of all policy updates to EAP.
Responsibilities and Guidelines
