Employee assistance program

Question 1

What triggers a mandatory referral for EAP participation?

Answer 1

Circumstances that create a risk of harm to the employee or others.

Question 2

Who can order an employee’s immediate and direct mandatory participation in the EAP under emergency conditions?

Answer 2

Chief of Police, assistant chiefs, or commanders acting as Chief’s designees.

Question 3

What is provided for the subject employee in cases of emergency mandatory EAP participation?

Answer 3

Transportation shall be provided for the subject employee.

Question 4

In case of a mandatory EAP referral, who should document the circumstances?

Answer 4

The supervisor is responsible for documenting the circumstances.

Question 5

Who should copies of the mandatory EAP referral order be provided to?

Answer 5

1. The subject officer 2. The EAP Service Provider 3. The Chief of Police.

Question 6

What are the responsibilities of the EAP provider in regards to the referral and its findings?

Answer 6

To maintain confidentiality of communications and provide fitness for duty recommendations.

Question 7

How often should an employee’s work status be reevaluated while under the care of an EAP provider?

Answer 7

Every 30 days or until such care has been terminated.

Question 8

What is required for reinstatement to regular duty for an employee?

Answer 8

Affirmative recommendation of the EAP or alternative provider.

Question 9

Who can recommend return to regular duty or alternative assignments for an employee under EAP care?

Answer 9

The EAP or alternative provider can make recommendations.

Question 10

What options are available for an employee’s work assignment based on EAP recommendations?

Answer 10

Return to regular duty, modify work assignment, temporary or permanent relief from duty.

Question 11

What is the purpose of the Employee Assistance Program?

Answer 11

To provide professional and confidential assistance to employees experiencing personal or professional problems.

Question 12

Who coordinates the Employee Assistance Program in the LFUCG Division of Police?

Answer 12

The LFUCG Division of Human Resources.

Question 13

When is the use of the Employee Assistance Program voluntary?

Answer 13

Except when a mandatory referral is made.

Question 14

What services are provided by the Employee Assistance Program?

Answer 14

Confidential assessment and counseling services for various personal and professional issues.

Question 15

How can employees access the Employee Assistance Program?

Answer 15

By contacting the EAP provider directly or through the Division of Human Resources.

Question 16

When can employees contact the EAP?

Answer 16

24 hours a day, 7 days a week, 365 days a year.

Question 17

What is the confidentiality policy of the Employee Assistance Program?

Answer 17

Participation remains confidential unless consent is provided, life-threatening situation, or required by law.

Question 18

What is the purpose of the Division of Police’s EAP policy?

Answer 18

To help employees identify and resolve personal or job-related concerns affecting well-being or performance.

Question 19

What does the EAP offer employees regarding counseling services?

Answer 19

Access to trained counselors and referrals to other professionals or community services.

Question 20

In accordance with which document should the Alcohol and Drug Free Workplace Policy be for employees under collective bargaining agreements?

Answer 20

Collective bargaining agreements

Question 21

What determines the terms and conditions of the Alcohol and Drug Free Workplace Policy for employees not under collective bargaining agreements?

Answer 21

LFUCG Alcohol and Drug Free Workplace Policy

Question 22

What rights does an employee have regarding participation in the Employee Assistance Program (EAP)?

Answer 22

An employee has the right to discontinue voluntary participation at any time.

Question 23

Who is responsible for arranging an employee’s schedule to facilitate participation in the EAP?

Answer 23

The employee’s immediate supervisor, if requested, is responsible for arranging the schedule.

Question 24

In what situations is the EAP available to employees returning from active military duty and their families?

Answer 24

The EAP is available to employees returning from active military duty and their immediate families.

Question 25

When is personal information shared with others regarding voluntary use of the EAP?

Answer 25

Personal information is not shared unless the employee gives specific permission.

Question 26

What actions should supervisors take if they observe behavioral indicators suggesting emotional problems in an employee?

Answer 26

Supervisors should consult with the employee and may make a supervisory referral to EAP.