516 EMPLOYEE ASSISTANCE PROGRAM

________ is available to employees to assist in the
identification and resolution of personal or job related problems, which may affect the
employee’s personal or professional well-being or job performance. The assistance is
provided in a confidential, appropriate, and timely manner. [CALEA 22.2.6]

Employees can be assured that if personal problems are the known cause of
unsatisfactory job performance, they will receive an offer of assistance to help resolve
such problems in an effective and confidential manner. EAP can be used so that the
employee ________ employable.

Employees are assured that their job security, promotional opportunities, and
reputation will____ jeopardized by voluntarily utilizing the EAP.

_______ may be granted for treatment or rehabilitation on the same basis which it is
granted for ordinary health problems (i.e., consideration may be given for use of annual
leave or leave without pay), through the respective supervisory approval process.

An employee’s first visit to the EAP may be on ______________ workload permitting,
providing the employee notifies his supervisor in advance and returns with a statement
from the EAP verifying attendance if requested.

If an employee enters the EAP or accepts a referral to the EAP, participation in the
program shall not substitute for improved job performance. Should job performance
continue to decline, ______ procedures will apply.

Responsibilities of Supervisors and Managersa. It is the responsibility of all supervisory personnel to:
(1) Take action where there is a documented pattern of _______ job performance;

Responsibilities of Supervisors and Managersa. It is the responsibility of all supervisory personnel to:Whenever employees receive counseling for jobperformance problems, supervisors should promote the use of the EAP by
reminding the employee of the program’s availability

If performance problems exist to the extent that the supervisor feels an oral or written disciplinary action is indicated, the supervisor should follow normal disciplinary procedures. The employee may then be encouraged in writing to use the EAP This written encouragement will be provided as part of the disciplinary action and/or plan
for improvement;

If an employee is involved in a circumstance or incident that could lead to their suspension, termination or which may involve extended plans for improvement, the Sheriff’s Office may initiate a formal referral to the EAP.

Supervisory Formal Referral to EAPThe_________ shall call the EAP provider to notify them of the referral. The EAP provider will contact the employee and schedule an appointment between EAP and the employee.

Supervisory Formal Referral to EAPThe supervisor shall notify the employee in writing of the referral. The supervisor shall include in the written notification that the employee’s decision to accept the appointment is completely __________ , and that attendance or on-attendance will not affect continuing review for possible disciplinary action.

Supervisory Formal Referral to EAPIf the employee signs a _____________ form provided by either EAP staff / or their counselor, additional information concerning the nature
of the problem may be released to JSO management.

Refrain from making any diagnosis or judgment about the employee’s problem. Referral
for assistance shall be made only at the ___________ and/or on the basis of
unsatisfactory job performance.

Since variations in job performance, absenteeism, and tardiness are more apparent than their
causes, the role of a supervisor is to identify job _______________, not to
diagnose the personal problems of employees.