Supervisor Guide To Employee Enhancement

Question 1

“PEAP is a confidential resource for employees. PEAP staff members are required to protect the confidentiality of program participants. Information discussed with participants of the program will be considered privileged and confidential with following (2) exceptions:

Answer 1

1. The participant is an immediate threat to self or others.

2. The participant admits to the commission of any crime (including illicit drug use).”

Question 2

When should a supervisor make an immediate PEAP notification?

Answer 2

1. The LVMPD employee is a victim of a violent crime.
2. The LVMPD employee has been arrested for a crime.
3. The LVMPD employee has been been exposed to a traumatic and stressful event.

NOTE: PEAP is immediately notified by dispatch on critical incidents such as OISs or when an employee has been transported to the hospital for an on-duty injury.

Question 3

When should a supervisor make a call or send and email to PEAP

Question 4

“PEAP recommends that you do not exclude your co-worker when they have been placed on leave. Instead, include them in normal activities. Invite your co-worker to lunch, group outings and text them to check on them. Employees on Administrative Leave may attend…”

Answer 4

“…briefings and squad training (if allowed by CIRT after an OIS), however, they cannot be in uniform nor in a patrol vehicle.”

Question 5

“Supervisors connection is described as taking the time and effort to….”

Answer 5

“…know your employees as individual people, who they are and what they want to be.”

Question 6

What should a supervisor do if an employee makes remarks about suicide during an interaction?

Answer 6

IMMEDIATELY contact PEAP 24/7, so they can assist.

Question 7

What is the overall policy of “10.223 - Employee Crisis Intervention and Support”?

Answer 7

“It is the policy of this department to identify and support an employee whose articulable behavior, on or off-duty, provides evidence that they may be a threat to themselves or others.

An employee may be considered at risk or unsuitable for duty if their physical or emotional condition or actions might result in, or may have resulted in, danger to self or others. In circumstances where there have been overt acts to harm oneself or others, this procedure is mandatory.”

Question 8

Upon notification of an incident affecting an employee which represents a potential risk of harm to self or others, what are the responsibilities of the immediate supervisor?

Answer 8

1. Evaluate the information and conduct a preliminary investigation.
2. If it is determined that a potential risk of harm to self or others exist, place the employee on administrative leave (AL).
   a. On the AL form, check the box “active duty status may be detrimental in your current assignment with your department.”
   b. To ensure confidentiality, ensure “Employee Crisis Intervention” doesn’t appear on form
3. Advise the Bureau Commander before placing employee on administrative leave
   a. If the commander is unavailable, notify the watch commander
4. Contact PEAP for immediate response
5. Complete “Employee Crisis Intervention” form and forward through chain of command.

Question 9

After an employee has been placed on Administrative Leave, following an employee crisis intervention, and is unable to return to work, what are the responsibilities of the immediate supervisor?

Answer 9

1. Maintain communication with the Director of Risk Management to determine if employees leave should be changed from Administrative Leave to sick.
2. Communicate with Office of Labor Relations if leave extends beyond 12 weeks, as allowed by FMLA, or if termination is recommended.

Question 10

During an Employee Crisis Intervention, what form must the member sign which authorizes professional assessment?

Answer 10

LVMPD 279 - Authorization for Medical Information Employee Crisis Intervention