SECTION 9.40 EAP POLICY
Last
Update: 2/06
EMPLOYEE ASSISTANCE PROGRAM
Executive Branch Policy
July 1, 1994
Introduction
In any
organization, employees may have problems which interfere with their ability to
perform their job in an acceptable manner.
Conflicts with co-workers, repeated tardiness, low morale, absenteeism,
or inadequate work performance may signal the presence of a personal
problem. It is in the best interest of
both the State and its employees that those persons be provided an opportunity
to resolve those issues.
Policy Statement
It is
the policy of the State of Iowa to promote and maintain the Employee Assistance
Program (EAP) to provide employees and their family members with the
opportunity to receive confidential professional help to resolve personal
problems that may affect job performance.
This policy recognizes that such personal problems are capable of
resolution and strongly encourages employees to seek assistance and appropriate
means of resolving them.
Participation
in the EAP will not protect an employee from disciplinary action, nor will
participation jeopardize an employee's job or career. This policy does not alter or replace
existing administrative policies, rules or contract agreements.
Program Description
The Employee
Assistance Program is a confidential service to help employees and their family
members with personal concerns which may affect work performance. The services, which are provided by a
contracted private agency, include problem assessment, referral to appropriate
community services, and short-term counseling.
These services are offered at no cost to employees. Additionally,
consultation services for supervisors are also available.
The
EAP is available statewide to all Iowa state government employees. This policy covers executive branch employees
except the Board of Regents employees at the three universities who have their
own programs. Both supervisory and
non-supervisory employees may utilize the services of the EAP. (Legislative and Judicial branches of state
government have their own policies.)
It is
the supervisor’s responsibility to inform employees of this policy and
encourage the appropriate use of the EAP.
Personal
problems which may affect job performance and which are eligible for assistance
through the EAP are:
a. Alcohol/drug abuse. The State as an employer subscribes to the philosophy that alcohol and drug dependencies are treatable illnesses.
b. Medical
problems. These include physical,
emotional problems, etc.
c. Personal life issues. These include family/marital problems, death
and dying issues, interpersonal conflicts, financial difficulties, stress, etc.
d. Job-related
problems. These concern the work
environment, interpersonal relationships, and/or vocational dissatisfaction.
Management Consultations
Management
consultation is a service offered by EAP for supervisors and managers for help
in dealing with employee problems. An
EAP professional with both counseling and management experience will assist in
sorting out the problems and alternatives for supervisors or managers in
dealing with these employees.
It is
highly recommended that supervisors and managers utilize this service.
EAP Attendance
Visits
with an EAP counselor may be self-initiated or upon recommendation of a
supervisor, personnel officer, or union steward. Under
no circumstances can a supervisor mandate EAP attendance or participation. Employees cannot be disciplined for refusal
to attend.
Time
Employees
may schedule appointments to meet with the EAP counselor during regular work
time. To do so, it is necessary to first
arrange with their supervisor for their time away from their workstation or
post. Supervisors and employees will
make every reasonable effort to schedule appointments at times compatible with
the needs of the work unit. Employees
will not be required to use accrued leave for the purpose of attending these
meetings. Work time attendance does
require the employee to sign a release of information with EAP so that
documentation of attendance can be provided to the supervisor. Employees may also meet with an EAP counselor
on their own time (non-work, vacation, or sick leave). Counselors are available evening and weekend
hours in some locations.
Cost
The
initial three visits to the EAP on a single incident or problem in a benefit
year are provided to employees at no cost.
Other services to which an employee may be referred may have a
cost. These costs are the responsibility
of the employee. The EAP will make every
effort to refer employees to services compatible with their financial resources
and health care insurance coverage.
Confidentiality
The EAP
is CONFIDENTIAL. Information
about an employee’s use of the EAP will not be shared with anyone without a
release signed by the employee. Such
releases designate specifically what information can be released and to
whom. The EAP counselors are the keeper
of the confidential record, and the release must be signed with the counselor.
There
are legal and ethical guidelines that may require exceptions to complete
protection of information. In cases such
as child/dependent abuse, adult abuse and life-threatening circumstances, the
EAP counselor will determine how best to deal with each situation, and may
release such information as necessary to meet a bona fide emergency or as
required by law.
EAP
records are for the counselor’s use only and are not part of personnel
records. Anonymous data will be
collected to study program utilization.
Departmental management staff and employees of the Iowa Department of
Administrative Services will not have access to names of people seeking or
using services. There is one exception,
which allows the individual conducting financial audits and program evaluation
access to client files for the purpose of audits. That person must sign a statement of
confidentiality and may not identify, directly or indirectly, any individual
client in any manner.
Contacting The EAP
To
contact an EAP counselor, in Des Moines call 244-6090; outside Des Moines call
1-800-EAP-IOWA (1-800-327-4692); outside Iowa call 1-800-327-3020.