HPM 10.5, Employee Assistance

Question 0

HPM 10.5, CHAPTER 1, Employee Assistance Program

The purpose of the Employee Assistance Program (EAP) is to provide confidential, professional assistance to any employee with behavioral or personal problems which may impair his or her job performance, attendance, and conduct. EAP services are available to all employees, their spouses, and dependent children to help them cope with issues related to interpersonal relationships, alcohol and drug use, finances, work issues, and stress concerns.

Answer 0

.

Question 1

HPM 10.5, CHAPTER 1, Employee Assistance Program

Employees and their family members have access to a limited number of prepaid professional counseling sessions each fiscal year to address a wide range of personal issues. These confidential sessions are conducted by mental health professionals (psychologists, marriage, family, child counselors, or licensed clinical social workers) who assist employees in learning how to handle or resolve stressful situations and/or make referrals to other professionals or organizations as needed.

Answer 1

.

Question 2

HPM 10.5, CHAPTER 1, Employee Assistance Program

Commanders and supervisors may contact Merit Behavioral Care Corporation (MBC) to receive advice on how to handle or approach a troubled employee; however, any resulting employee involvement with the EAP is voluntary.

Answer 2

.

Question 3

HPM 10.5, CHAPTER 1, Employee Assistance Program

When confronted by an employee demonstrating substandard job performance and/or conduct, a commander or supervisor may consult with Merit Behavioral Care Corporation (MBC) to discuss the appropriateness of a Management/Supervisor Referral Letter.

Answer 3

.

Question 4

HPM 10.5, CHAPTER 1, Employee Assistance Program

A monthly State of California EAP publication, Living Healthy Working Well, is provided to all employees (see Annex B). Each newsletter provides information and offers techniques and suggestions on a variety of issues which employees and their families may face.

Answer 4

.

Question 5

HPM 10.5, CHAPTER 1, Employee Assistance Program

All permanent, part-time, limited term employees and their immediate family members are entitled to a predetermined number ofsessions at no cost under the terms of their bargaining unit contract. Any sessions beyond the number provided under the contract are the personal responsibility of the employee. Those seeking assistance are entitled to the number of sessions shown below for each unrelated problem type, per fiscal year:
Nonrepresented Employees -7
Bargaining Unit 5 and 7 Employees -7
Bargaining Units 1, 3, 4, 9, 11, 12, 13, 14, 15, and 16 Employees -3

Answer 5

.

Question 6

HPM 10.5, CHAPTER 1, Employee Assistance Program

Sick leave may be utilized by employees attending EAP sessions if properly documented by a STD 634 (Absence and Additional Time Worked Report) using established procedures for a medical appointment. If the employee wishes to maintain confidentiality, any absence may be covered by vacation or other leave credits.

Answer 6

.

Question 7

HPM 10.5, CHAPTER 2, Peer Support Program

The purpose of the Peer Support Program (PSP) is to prevent and/or lessen the potential negative emotional impact of a critical incident on a departmental employee by providing emotional support, information, and assistance.

Answer 7

.

Question 8

HPM 10.5, CHAPTER 2, Peer Support Program

A critical incident is any event, on duty or job-related off duty, involving actual or threatened death or serious injury, which has the potential to create a sense of fear, helplessness, horror, or general distress.

Answer 8

.

Question 9

HPM 10.5, CHAPTER 2, Peer Support Program

The Peer Support Program shall consist of volunteer Peer Support Officers (PSO), Peer Support Public Safety Dispatchers (PSPSD), and Peer Support Associates (PSA). PSOs, PSPSDs, and PSAs must have been involved in at least one critical incident and experienced some of the issues and feelings associated with such an event.

Answer 9

.

Question 10

HPM 10.5, CHAPTER 2, Peer Support Program

Since PSOs/PSPSDs/PSAs volunteer their time and efforts to participate in the PSP, the usual contract provisions and policies relating to such issues as overtime may not apply.

Answer 10

.

Question 11

HPM 10.5, CHAPTER 2, Peer Support Program

The PSP is a confidential program. No records will be maintained which identify employees who utilize the Program.

Answer 11

.

Question 12

HPM 10.5, CHAPTER 2, Peer Support Program

A PSO/PSPSD/PSA cannot be found insubordinate for failure to divulge information obtained as a PSO/PSPSD/PSA under any administrative investigation of employee misconduct other than for illegal activities.

Answer 12

.

Question 13

HPM 10.5, CHAPTER 2, Peer Support Program

A PSO/PSPSD/PSA shall divulge information obtained from an employee who acknowledges participation in misconduct which constitutes illegal activity to the employee’s commander and/or in departmental administrative investigations.

Answer 13

.

Question 14

HPM 10.5, CHAPTER 2, Peer Support Program

Confidentiality cannot be maintained when an employee shares information with a PSO/PSPSD/PSA and that PSO/PSPSD/PSA is subpoenaed to testify.

Answer 14

.

Question 15

HPM 10.5, CHAPTER 2, Peer Support Program

A PSO/PSPSD/PSA who, as a consequence of obtaining any information from an employee, believes that the employee is an immediate danger to him/herself or others shall immediately notify the employee’s commander and thePeer Support Program Coordinator who will assist in determining what steps should be taken.

Answer 15

.

Question 16

HPM 10.5, CHAPTER 2, Peer Support Program

Departmental employees may contact PSOs PSPSDs/PSAs directly for support in dealing with reactions to critical incidents. Departmental or supervisory approval or notification is not required.

Answer 16

.

Question 17

HPM 10.5, CHAPTER 2, Peer Support Program

Use of a state vehicle for a PSO/PSPSD/PSA is authorized to respond to a commander’s request for service, provided a vehicle is available. However, if a state vehicle is not available or is impractical, the PSO/PSPSD/PSA’s commander shall approve reimbursement for the use of a private vehicle.

Answer 17

.

Question 18

HPM 10.5, CHAPTER 2, Peer Support Program

An on-duty PSO/PSPSD/PSA will be allowed to claim his/her regular shift time when responding to a commander’s request for service.

Answer 18

.

Question 19

HPM 10.5, CHAPTER 2, Peer Support Program

An off-duty PSO/PSPSD/PSA will be allowed up to four hours of compensating time off (CTO) when responding to a commander’s request for service.

Answer 19

.

Question 20

HPM 10.5, CHAPTER 2, Peer Support Program

PSOs shall record any commander-requested peer support activity on the CHP 415, Daily Field Record, under the appropriate Regular or Overtime column utilizing Beat Code 839 in the Beat Hour Summary. Overtime Duty Code 20 will be used when recording time in Section 4, Overtime. PSOs shall enter “Peer Support Activity” in the Notes section of the CHP 415 and “RDO” if overtime was worked on a regular day off. The name of the employee to whom support was provided shall not be noted. PSOs shall enter their assigned command for the entire shift or any overtime claimed, regardless of where peer support activities were conducted.

Answer 20

.

Question 21

HPM 10.5, CHAPTER 2, Peer Support Program

Peer support activities which are not initiated by an employee’s commander are strictly voluntary and are to be conducted on the PSO’s/PSPSD’s/PSA’s own time. The use of state time is not authorized for responding to requests for service which have not been initiated by a commander of an employee involved in a critical incident. Time spent on peer support activities not initiated by a commander will not be reported on the CHP 415. Such activities shall not interfere with any regular work obligations.

Answer 21

.

Question 22

HPM 10.5, CHAPTER 3, Employee Substance Abuse Program

The purpose of the Employee Substance Abuse Program (ESAP) is to encourage employees to seek help when faced with problems of alcoholism, alcohol abuse, or prescription drug dependency by offering information, assistance, and support.

Answer 22

.

Question 23

HPM 10.5, CHAPTER 3, Employee Substance Abuse Program

The term “substance abuse,” when used in this policy, includes alcoholism, alcohol abuse, or non-therapeutic dependence on drugs lawfully prescribed for the treatment of a medical condition only.

Answer 23

.

Question 24

HPM 10.5, CHAPTER 3, Employee Substance Abuse Program

It is the policy of the California Highway Patrol (CHP) to assist any employee who seeks help with a substance abuse problem. If an employee requests assistance prior to becoming the subject of an adverse action for misconduct involving alcohol or prescription drug abuse, his/her request shall be treated in a confidential manner. Such a request will not be used to initiate disciplinary action. Promotional opportunities and job security will not be jeopardized on the basis of an employee’s request for, or acceptance, of help with a substance abuse problem.

Answer 24

.

Question 25

HPM 10.5, CHAPTER 3, Employee Substance Abuse Program

Employees who receive assistance for substance abuse are responsible for cooperating fully in their own recovery. While the Department will help the employee identify available resources, the employee is responsible for the cost of treatment services which are not covered by the Employee Assistance Program or personal health plans.

Answer 25

.

Question 26

HPM 10.5, CHAPTER 3, Employee Substance Abuse Program

In accordance with HPM 10.3, Personnel Transactions Manual, Chapter 21, Sick Leave and Bereavement Leave, use of accumulated sick leave credits may be authorized for any employee receiving substance abuse treatment provided under the supervision of a licensed health care specialist.

Answer 26

.

Question 27

HPM 10.5, CHAPTER 3, Employee Substance Abuse Program

All contacts between an employee and the ESAP shall remain confidential. Information derived from an employee’s contact with the ESAP shall not be divulged to anyone unless required by law.

Answer 27

.

Question 28

HPM 10.5, CHAPTER 3, Employee Substance Abuse Program

Employees may contact the Program Coordinator or an ESAP Advisor at any time. Departmental or supervisory approval or notification is not required and an employee does not have to be experiencing a job problem to receive assistance. Self-referrals are welcomed and strongly encouraged. Participation in the ESAP is strictly voluntary.

Answer 28

.

Question 29

HPM 10.5, CHAPTER 3, Employee Substance Abuse Program

Supervisors may refer employees to the program; however, the ESAP will neither confirm nor deny the fact that an employee has contacted the Program unless authorized in writing by the employee.

Answer 29

.

Question 30

HPM 10.5, CHAPTER 3, Employee Substance Abuse Program

The ESAP does not diagnose or treat employees. Employees who contact the ESAP for help will receive support and personalized information about substance abuse and resources for recovery. These resources may include the Employee Assistance Program, individual health plans, treatment centers, and self-help groups such as Alcoholics Anonymous and the Peace Officers Fellowship.

Answer 30

.

Question 31

HPM 10.5, CHAPTER 4, Chaplain Program

The purpose of the Chaplain Program is to provide the services of a California Highway Patrol (CHP) Chaplain to all employees (uniformed and nonuniformed, active, and retired) when they so desire.

Answer 31

.

Question 32

HPM 10.5, CHAPTER 4, Chaplain Program

The CHP Chaplain is a uniformed member of the Department and shall be either a licensed or ordained minister, priest, rabbi or a clergy member of a religious organization. A “religious organization” is a 501 C3 non-profit religious corporation, recognized by the State of California.

Answer 32

.

Question 33

HPM 10.5, CHAPTER 4, Chaplain Program

The CHP Chaplain serves in a non-denominational capacity and is available to assist any employee, retiree, or family member regardless of religious preference, affiliation, or beliefs.

Answer 33

.

Question 34

HPM 10.5, CHAPTER 4, Chaplain Program

Confidentiality for the CHP Chaplain and Associate CHP Chaplains is ensured by the Clergyman-Penitent Privilege relationship which is located in Sections 1030 and 1031 of the Evidence Code.

Answer 34

.

Question 35

HPM 10.5, CHAPTER 4, Chaplain Program

The CHP Chaplain who, as a consequence of obtaining any information from an employee, believes that the employee is an immediate danger to him/herself or others shall immediately notify the employee’s commander and the EAU Manager who will assist in determining what steps should be taken. The EAU Manager shall notify the HSS commander.

Answer 35

.

Question 36

HPM 10.5, CHAPTER 4, Chaplain Program

Associate Chaplains must be a member of the Department (uniformed or nonuniformed).

Answer 36

.

Question 37

HPM 10.5, CHAPTER 4, Chaplain Program

Associate CHP Chaplains are qualified to provide all of the services that are provided by the CHP Chaplain.

Answer 37

.

Question 38

HPM 10.5, CHAPTER 4, Chaplain Program

In conjunction with other required contacts, immediate notification shall be made to the CHP Chaplain in the event of an on-duty death of a uniformed or non-uniformed employee, and/or after the command has been informed of an off-duty death of an employee.

Answer 38

.

Question 39

HPM 10.5, CHAPTER 4, Chaplain Program

Notification should be made to the CHP Chaplain when a command has learned of a retired employee’s death. If Chaplain services are needed, the request shall be initiated through the Area commander.

Answer 39

.

Question 40

HPM 10.5, CHAPTER 4, Chaplain Program

The CHP Chaplain should be notified when the command has learned that an employee has been diagnosed with a terminal illness.

Answer 40

.

Question 41

HPM 10.5, CHAPTER 5, Critical Incident Response Team

The Critical Incident Response Team (CIRT) was developed to provide assistance to the assigned command of any CHP employee who is killed in the line of duty. CIRT services may also be requested when an employee death occurs other than on duty and the event has a significant impact on a command’s personnel.

Answer 41

.

Question 42

HPM 10.5, CHAPTER 5, Critical Incident Response Team

The Critical Incident Response Team (CIRT) will assist the affected command with critical incident stress management, funeral planning, and other forms of support services as needed.

Answer 42

.

Question 43

HPM 10.5, CHAPTER 5, Critical Incident Response Team

POLICY.

a. The Critical Incident Response Team (CIRT) shall respond when an employee is killed in the line of duty to provide assistance to the involved command and the employee’s family.
b. With the approval of the commander, Health and Safety Section (HSS), the CIRT will provide assistance, if requested, to a command in the event of an employee death other than a line of duty death.
c. With the approval of the commander, HSS, the CIRT will provide assistance, if requested, to a command involved in any other significant critical incident.

Answer 43

.

Question 44

HPM 10.5, CHAPTER 6, Critical Incident Stress Debriefing

With the exception of a shooting incident, an employee’s attendance during a Critical Incident Stress Debriefing (CISD) session is voluntary. During such circumstances, individuals directly involved in the traumatic event should be encouraged to attend while being informed that there is no requirement that they participate during the session(s) if they choose not to. If an individual has reservations about attending a group CISD, an individual session may be conducted between that individual and the mental health professional.

Answer 44

.

Question 45

HPM 10.5, CHAPTER 6, Critical Incident Stress Debriefing

At the discretion of the commander, individuals not employed by the CHP but involved in the event (allied agencies, civilians, tow drivers) may attend a group Critical Incident Stress Debriefing (CISD). If requested, and with concurrence of the mental health professional, immediate family members may also be invited to group sessions.

Answer 45

.

Question 46

HPM 10.5, CHAPTER 6, Critical Incident Stress Debriefing

Uniformed employees who are involved in shooting incidents shall be referred to a mental health professional selected through Merit Behavioral Care Corporation (MBC) for a minimum of a single, confidential Critical Incident Stress Debriefing (CISD) session. The session is to occur within 72 hours post incident or as soon as possible thereafter.

Answer 46

.

Question 47

HPM 10.5, CHAPTER 6, Critical Incident Stress Debriefing

With the approval of the appropriate Assistant Commissioner, the immediate commander may assign the involved employee a suitable amount of administrative time off if the appointed debriefing counselor recommends that the employee should not return to work for a specific period of time, or if, in the opinion of the immediate commander, administrative time off for the employee would be reasonable and prudent. If approved, the involved employee may be granted up to five days of paid administrative time off. Additional time off may be charged to the appropriate leave credits.

Answer 47

.

Question 48

HPM 10.5, CHAPTER 7, Cancer Survivor Support Group

The purpose of the Cancer Survivor Support Group (CSSG) is to provide emotional support, resources, and other types of assistance for departmental employees who have been diagnosed with cancer.

Answer 48

.

Question 49

HPM 10.5, CHAPTER 7, Cancer Survivor Support Group

Since the Cancer Survivor Support Group (CSSG) is a voluntary group of individuals, the usual contract provisions and policies relating to such issues as overtime do not. apply.

Answer 49

.

Question 50

HPM 10.5, CHAPTER 7, Cancer Survivor Support Group

An on-duty Cancer Survivor Support Group (CSSG) member will be allowed to claim his/her regular shift time when responding to a commander’s request for service.

Answer 50

.

Question 51

HPM 10.5, CHAPTER 7, Cancer Survivor Support Group

An off-duty Cancer Survivor Support Group (CSSG) member will be allowed up to four hours of compensating time off (CTO) when responding to a commander’s request for service.

Answer 51

.

Question 52

HPM 10.5, CHAPTER 7, Cancer Survivor Support Group

Cancer Survivor Support Group (CSSG) activities which are not initiated by an employee’s commander are strictly voluntary and are to be conducted on the CSSG member’s own time. No overtime is to be charged to the Department for services provided under the scope of the CSSG. Such activities shall not interfere with any regular work obligations.

Answer 52

.