124 Mandatory Referrals To EAP Flashcards
Employees who receive mandatory referrals must access EAP services and comply with all its recommendations and are subject to discipline up to and including termination of employment for failure to do so.
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Employees accessing EAP services receive three visits at no charge. Additional services may be covered by insurance and are the financial responsibility of the recipient. Information regarding EAP services is available on the City’s intranet, from City Departments, or from the Human Resources Department.
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The EAP is available to assist with issues including, but not limited to, work stress, family and parenting issues, marital and relationship issues, anxiety or depression, anger management, alcohol or drug dependencies, coping with change, and grief or bereavement. Mandatory referral to EAP services may be particularly beneficial when it is believed that substance dependency may be affecting an employee’s work performance or workplace violence issues may be present. The goal of mandatory referral is for employees to overcome problems impeding work performance and return to satisfactory work performance.
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It is also acknowledged that disciplinary action may be required when an employee’s work performance remains substandard, continues to decline, or for violation of work rules or City policies. Appropriate disciplinary action may be deemed necessary should there be a failure on the part of an employee to improve job performance or behavior during and after recommended courses of treatment.
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Mandatory referral to the Employee Assistance Program requires the approval of the Human Resources Director, or designee and may be based on behaviors including substandard performance, unacceptable attendance and/or violation of City policies. The City of Tacoma recognizes that chemical dependencies are treatable and has therefore this policy serves as a companion to the Substance Abuse Policy.
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Employee responsibility
- Seek information, counseling or assistance through private sources or sources available through contact with the Employee Assistance Program if he/she has an existing or potential problem that affects work performance or behavior. An employee’s job security or promotional opportunities will not be placed in jeopardy as a result of seeking corrective treatment or advice.
- Correct unsatisfactory job performance or inappropriate behavior resulting from personal problems.
- Remain in compliance with any and all EAP requirements or be subject to disciplinary action up to and including termination. Failure on the part of the employee to take corrective action will result in appropriate disciplinary action.
- Note: When undergoing prescribed treatment for problems referenced under these guidelines employees may avail themselves of the use of sick leave, as they would for any other illness.
- All expenses associated with the EAP provider’s treatment plan that are not covered by insurance are the responsibility of the employee.
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Employer responsibility
- Administer this policy within established guidelines. Substandard work performance and/or unacceptable behaviors are to be identified, and brought to the attention of the employee.
- Document poor work performance or inappropriate behavior.
- Approach the employee with evidence of poor work performance or inappropriate behavior. The supervisor must not attempt to diagnose the cause of poor performance or inappropriate behavior, if obviously not job-related.
- Appropriately refer employees to the Employee Assistance Program.
- Follow-up with the employee to ensure that the employee has maintained job performance and/or improved behavior.
- Maintain confidential information relating to counseling or treatment. The necessary sick leave approval forms (if required), Family Medical Leave Act forms and mandatory referral documents may be maintained in the appropriate employee’ personnel file(s).
- Insure that departmental supervisory personnel are aware of this policy.
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