Common use of The E.A.P. Co-ordinator Clause in Contracts

The E.A.P. Co-ordinator. The Co-ordinator of the Employee Assistance Program will be an employee of the Public Service Commission. This person has an overall staff responsibility for the operation of the program. The specific responsibilities of the Co-ordinator are: a) to thoroughly understand and consistently apply the principles of the Employee Assistance Program. b) to interview all employees who request assistance through the Employee Assistance Program, and to provide them with full information regarding participation in the program. c) to provide direct help in assisting employees, to advise employees of other helping services available, and to arrange for referral for assessment or treatment. d) to monitor the progress of employees referred to the Program, and to maintain contact with each employee in his/her recovery. e) to provide general statistics to the Joint Committee on: status of the program, i.e., number of employees, number of referrals, success in resolving performance problems, etc. f) to maintain all confidential information in a separate E.A.P. file, ensuring that such contents are handled according to the procedures outlined on pages 10 and 11 of this document.

The E.A.P. Co-ordinator. The Co-ordinator of the Employee Assistance Program will be an employee of the Public Service Commission. This person has an overall staff responsibility for the operation of the program. The specific responsibilities of the Co-ordinator are: a) to thoroughly understand and consistently apply the principles of the Employee Assistance Program. b) to interview all employees who request assistance through the Employee Assistance Program, and to provide them with full information regarding participation in the program. c) to provide direct help in assisting employees, to advise employees of other helping services available, and to arrange for referral for assessment or treatment. d) to monitor the progress of employees referred to the Program, and to maintain contact with each employee in his/her their recovery. e) to provide general statistics to the Joint Committee on: status of the program, i.e., number of employees, number of referrals, success in resolving performance problems, etc. f) to maintain all confidential information in a separate E.A.P. file, ensuring that such contents are handled according to the procedures outlined on pages 10 and 11 of this document.

The E.A.P. Co-ordinator. The Co-ordinator of the Employee Assistance Program will be an employee of the Public Service Commission. This person has an overall staff responsibility for the operation of the program. The specific responsibilities of the Co-ordinator are: a) to thoroughly understand and consistently apply the principles of the Employee Assistance Program. b) to interview all employees who request assistance through the Employee Assistance Program, and to provide them with full information regarding participation in the program. c) to provide direct help in assisting employees, to advise employees of other helping services available, and to arrange for referral for assessment or treatment. d) to monitor the progress of employees referred to the Program, and to maintain contact with each employee in his/her recovery. This is not the official version. e) to provide general statistics to the Joint Committee on: status of the program, i.e., i.e. number of employees, number of referrals, success in resolving performance problems, etc. f) to maintain all confidential information in a separate E.A.P. file, ensuring that such contents are handled according to the procedures outlined on pages 10 and 11 of this document.

The E.A.P. Co-ordinator. The Co-ordinator of the Employee Assistance Program will be an employee of the Public Service Commission. This person has an overall staff responsibility for the operation of the program. The specific responsibilities of the Co-ordinator are: a) to thoroughly understand and consistently apply the principles of the Employee Assistance Program. b) to interview all employees who request assistance through the Employee Assistance Program, and to provide them with full information regarding participation in the program. c) to provide direct help in assisting employees, to advise employees of other helping services available, and to arrange for referral for assessment or treatment. d) to monitor the progress of employees referred to the Program, and to maintain contact with each employee in his/her recovery. e) to provide general statistics to the Joint Committee on: status of the program, i.e., number of employees, number of referrals, success in resolving performance problems, etc. f) to maintain all confidential information in a separate E.A.P. file, ensuring that such contents are handled according to the procedures outlined on pages 10 and 11 of this document. This is not the official version.