2309

2309

3009

EMPLOYEE ASSISTANCE PROGRAM

 3009

4009

4009

The Wake County Board of Education is committed to maintaining and strengthening its most important resource - its employees.  The Board recognizes that many kinds of personal problems which affect job performance can be readily resolved if they are properly identified, diagnosed, and treated.  To accomplish this goal, the Board has initiated an Employee Assistance Program (EAP) to provide confidential short-term counseling and referral services for eligible employees and their immediate family members.  The establishment of this program reflects the Board’s concern for the well-being of its employees, as well as its dedication to the effective accomplishment of the objectives of the school system.

2309.1

3009.1

4009.1

The Board recognizes that an employee or member of his/her family may have personal problems which adversely affect the employee’s job performance. The Board believes that resolution of personal problems is in the best interest of both the employee and the employer.

2309.2

3009.2

4009.2

All communications and information received by the EAP staff will be kept strictly confidential.

2309.3

3009.3

4009.3

Employee absences from work for evaluation, counseling, or treatment, and any leave needed under this program, will be handled in accordance with existing leave policies.

2309.4

3009.4

4009.4

Neither the Board nor its staff will impose or imply any moral judgment on any employee who may be experiencing a personal problem and who seeks help through the EAP. The Board assures that there will be no discrimination against any employee in terms of job security or promotion opportunities based upon use of the EAP.  The use of the EAP will not alter standard administrative practices applicable to job performance evaluations.  No documentation in the personnel files of any employee will refer to an employee’s participation in or failure to participate in the EAP, except as stipulated in 2309.7/3009.7/4009.7(H).

2309.5

3009.5

4009.5

Employees eligible for participation include all employees and members of their immediate families.  Immediate family is defined as the following living in the employee’s home: spouse, children, stepchildren, parents, stepparents, and other dependents.

2309.6

3009.6

4009.6

The acceptance or rejection of referrals from the EAP is the Responsibility of the employee, as are any costs for services of referral agencies.

2309.7

3009.7

4009.7

When an employee’s problems interfere with job performance to the extent that corrective or disciplinary action is considered, the principal/supervisor may refer the employee to the EAP for assessment and counseling.

A.          The assistant Superintendent for human resources - employee relations, or designee will serve as the EAP liaison.  The liaison will function as the contact person for the EAP staff regarding administrative referrals.  When a principal/supervisor deems an administrative referral to be appropriate, he/she will contact the human resources liaison regarding procedures.

B.          The liaison and principal/supervisor will review job performance problems and determine if a referral to EAP is appropriate.  If so, the employee will be given a recommendation to contact EAP.  The liaison will advise EAP of the referral, the nature of the work-related problems, and other employer concerns.  The referral will be documented by the EAP.

C.          When the employee has contacted the EAP counselor, established procedures for assessment will be followed.  EAP staff will notify the liaison if the employee has not contacted the counselor for an appointment within one week of the referral recommendation.

D.          During the initial interview, the employee will be asked to sign a Release of Information form allowing communication between the liaison and counselor.  Attendance at the EAP will be confirmed and only information needed for work-related decisions will be transmitted.  No details regarding the personal problem will be disclosed.

E.          The employee will review any written correspondence to the liaison and will be informed of the specific information to be given to the liaison by telephone communication.  However, if the employee disagrees with the nature of the information to be provided to the liaison, or prefers the information not be given to the liaison, the liaison will be informed of the client’s decision.  No other information will be transmitted beyond confirmation of attendance.

F.           With the employee’s written permission, the counselor will maintain communication with the liaison regarding the employee’s involvement with the program and to monitor the employee’s subsequent job performance.  The counselor will keep progress notes in the client’s file regarding the performance improvement.

G.          If an employee does not contact the EAP after the recommendation, and job performance continues to deteriorate or whenever critical health/safety concerns exist, a principal/supervisor may choose to require an employee to attend the EAP.  This decision should only be made after careful consideration, consultation with EAP staff and the liaison, and in conjunction with established policies and procedures.

H.                 If an employee is terminated for work-performance problems, the liaison shall document in the employee’s file all the system’s efforts to encourage use of EAP services.