Voluntary Formal Referral Sample Clauses

Voluntary Formal Referral. In the absence of a self referral and when unsatisfactory job performance persists, if an employee’s job is in jeopardy, that employee may request a formal referral to the Employee Family Assistance Program. i. The key features of this procedure are: (1) that the employee agrees to seek treatment from the Employee Family Assistance Program and to follow the treatment recommendations of the Employee Family Assistance Counsellor; (2) the Employee Family Assistance Program Counsellor will confirm the employee’s participation or non-participation to the employer on a regular basis; (3) following the initial assessment session, the Employee Family Assistance Program Counsellor will estimate a time period for treatment. In no case will this estimate exceed six (6) months; (4) the employee will not be terminated during the treatment period as long as the employee is following the Employee Family Assistance Program Counsellor’s recommendations; (5) a formal referral is a mutual agreement between the district and the specific employee. Neither party is obligated to consent to a formal referral; (6) the employee might choose to include a union or association representative in any formal referral discussion or to have the initial request be presented by such a representative; (7) at the conclusion of the estimated treatment time, the formal referral is no longer in effect. If the employee desires the protection of an additional formal referral, it must be re-negotiated. A pre-condition to the re-negotiating process is the Employee Family Assistance Program Counsellor’s assessment that a further formal referral period will be beneficial; (8) if, at any time, the employee refuses to follow the Employee Family Assistance Program Counsellor’s treatment recommendation, the Counsellor is obliged to inform the employer of the refusal and the formal referral is nullified.

Voluntary Formal Referral i. When an employee begins to experience difficulties that effect their job performance, the supervisor should, in practice, discuss the performance with the employee. (1) The employee should be informed of the specific nature of the performance difficulties and be provided with a direction and an opportunity to resolve these difficulties (this may include information about the E.F.A.P.); (2) Only normal notations, regarding job performance, along with the date and time of the discussions are kept; ii. If the employee elects to use the Voluntary Formal Referral, the supervisor may contact a Referral Agent or a Joint Committee member directly to make the necessary referral arrangements. Alternatively, the employee may choose any of the routes described in the Self Referral to resolve the problem; If performance returns to normal standards and is maintained, there is no longer considered to be a problem. If, after a reasonable period of time, the employee’s performance fails to return to normal standards, the supervisor would: iii. Hold an informal interview, in a confidential setting, with the employee to again review the performance difficulties and specifically recommend that the employee consider making use of the E.F.A.P. or be subject to normal disciplinary action; iv. If the employee elects to use the Voluntary Formal Referral, the employee may contact a Joint Committee member or Referral Agent directly to make the necessary referral arrangements or may request the supervisor to do so on their behalf.