(A) An employee assistance program is established and implemented immediately in accordance with the policies, procedures, and training guidelines of the city.
(B) The city shall support and share in the implementation of the employee assistance program by:
(1) Establishing a system, based on deteriorating work performance and attendance patterns, for the early identification, referral, and follow-up of employees whose work performance appears to be impaired by alcoholism, other drug abuse, or behavioral problems;
(2) Making available sufficient supervisory staff for training to serve as coordinators, whose tasks will be to assist employees in referral for evaluation, treatment, and subsequent follow-up and recovery;
(3) Establishing an appropriate timetable for training supervisors at all levels concerning the effective utilization of the employee assistance program;
(4) Establishing a confidential record system for purposes of case management, separate from job performance and personnel records;
(5) Establishing a reporting system which protects the identity of employees for the purposes of assessing and monitoring the quality of the employee assistance program; and
(6) Creating and maintaining awareness of the employee assistance program among employees through media such as training, posters, brochures, and the like.
(C) The county employee assistance program is primarily responsible for the development and on-going operation of the employee assistance program to include:
(1) Training of appropriate supervisory personnel;
(2) Education of employees on appropriate utilization of the employee assistance program;
(3) Evaluation, diagnosis, and referral of employees who are supervisory-, family-, or self-referred;
(4) Clinical record keeping and maintaining the information system that will be used to assess and monitor the quality of the employee assistance program; and
(5) Follow-up on referrals from supervisors and on those employees referred to community treatment resources.
(Res. 164, passed 10-19-1992)