Employee Assistance Programs. Consistent with the University's Employee Assistance Program, employees participating in an employee assistance program who receive a notice of layoff may continue to participate in that program for a period of ninety (90) days following the layoff.
Employee Assistance Programs. Neither the fact of an employee’s participation in an employee assistance program nor information generated by participation in the program, shall be used as evidence of a performance deficiency within the evaluation process described in this Article, except for information relating to an employee’s failure to participate in an employee assistance program consistent with the terms to which the employee and the University have agreed.
Employee Assistance Programs. The state and the Union encourage and support the creation of Employee Assistance Programs by agencies, and the utilization of such programs by employees.
Employee Assistance Programs. Employees shall have access to any Employee Assistance Program (EAP) of the University. Such program may include assessment, referral, follow-up consultation, short-term counseling, and other services for employees with personal, family, job stress, or substance abuse problems. Any policies created or revised by the university in the development or operation of its EAP shall be discussed in consultation with the local UFF Chapter.
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 state and the Association encourage and support the creation of Employee Assistance Programs and utilization of the programs by employees whose personal problems are affecting their job performance.
Employee Assistance Programs. The CSU shall continue the existing Employee Assistance Program (EAP), or an equivalent program, at each campus. Records pertaining to an employee's participation in the Employee Assistance Program shall remain confidential.
Employee Assistance Programs. Supervisory Skills
Employee Assistance Programs. The University is encouraged to expand its existing Employee Assistance Program (EAP) to include assessment, referral, follow-up consultation, short-term counseling, and other services for employees with personal, family, job stress, or substance abuse problems. Any policies created or revised by the University in the development or operation of its EAP shall be discussed in consultation with the local UFF Chapter.
Employee Assistance Programs. Referral and Availability Any teacher found to be using drugs/alcohol shall be referred to the EAP. The EAP shall be administered separately from the testing program, and shall be available to all teachers without regard to a finding of drug use. The EAP shall provide counseling or rehabilitation for all referrals, as well as education and training regarding alcohol or illegal drug use. The EAP is available not only to Shawnee Public School teachers, but, when feasible, to the families of teachers with drug problems, and to teachers with family members who have drug/alcohol related problems at their expense. Leave Allowance
