(A) The city will provide confidential and voluntary assistance through its EAP to all employees and their family members who may be faced with dynamic challenges of financial concerns, legal issues, alcohol or drug problems, relationship problems, illness of a family member, emotional worries, childcare problems and the like. For the welfare of the employees as well as effective business operations, the city encourages its employees to take advantage of this valuable benefit of employment with the city.
(B) Employees and their family members can refer themselves to the EAP. The program may be reached 24 hours a day on weekdays and weekends.
(C) EAP counselors are available to meet with employees or family members to assess a problem and develop a plan for resolution. The counselors may suggest a referral to an outside resource such as a therapist, agency, physician, treatment facility or other professional that would be appropriate to assist in resolving the problem or situation. Where an employee may need information, a referral or suggestion may be given over the telephone. There is no charge for employees or their families to use the EAP.
(D) The EAP counselors will make every effort to coordinate referral for ongoing treatment with the employee’s health insurance coverage and their ability to pay for the ongoing treatment. Any time needed for illness-related appointments made by the EAP requires use of sick, vacation or personal time on the same basis that it is granted for other health issues.
(E) When an employee’s job performance or attendance is unsatisfactory or there appears to be signs of other problems during the workday, the supervisor should counsel the employee in consultation with the City Clerk or his or her designee with an end toward resolving the situation. If the employee appears to be unwilling or unable to correct the situation, the employee may be referred to the EAP to assist in the resolution of the problem. Depending on the situation, the employee may accept or refuse participation in the EAP. However, there may be situations where continued employment with the city may be contingent upon the employee calling the EAP for assistance.
(F) Participation in the EAP does not jeopardize job security or promotional opportunities. However, it does not excuse the employee from following the city policies and procedures or meeting required standards for satisfactory job performance except where specific accommodations are required by law.
(G) All contact between an employee and the EAP is held strictly confidential. In cases where an employee’s continued employment is contingent upon calling the EAP, the EAP counselor will only verify whether the employee has contacted the EAP, if ongoing treatment is necessary, and that the employee is following through on the treatment.