PPM 69-100-1 Employee Assistance Program (Procedure) on www.olc.edu

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                                     EMPLOYEE ASSISTANCE PROGRAM (PROCEDURES)

     A.  Employee Assistance Program

         The Employee Assistance Program is a means for helping employees who may be experiencing problems due to
         their own alcohol and drug abuse or other social, family, or personal problems.  The purpose of this
         program is to offer early intervention to employees exhibiting poor work performance and other problems.
         The program will offer assistance using college, community, and tribal resources.

     B.  Procedures for Dealing with Troubled Employees

         1.  Employee Assistance Program Responsibility

             a.  The Employee Assistance Director, under the direct supervision of the President, will be
                 responsible for coordinating the Employee AssistanceProgram including:

                    I.  Provide counseling or referral of employees to appropriate course of intervention.
                   II.  Maintain documentation of all contacts, contracts, assessments, and referrals.
                  III.  Train supervisory staff and update all personnel concerning Employee Assistance Program
                   IV.  Mediation of inter-personal conflicts that interfere with work performance.

             b.  Employee Assistance Program supervisor training.  All supervisory personnel will have ongoing
                 training annually which will include the following:

                   ii.  The dynamics of alcohol and drug abuse.
                  iii.  Interviewing techniques.
                   iv.  The intervention process.
                    v.  Indicators of problematic behavior.
                   vi.  Confidential documentation.
                  vii.  Identification and maintenance of referral, treatment, and after-care resources.
                 viii.  The human grief process.
                   ix.  The addictive behavior cycle.

             c.  Referral.  All referral will be without prejudice.  Neither the occurrence of a referral nor any
                 material produced in the process of referral may be used in any form as the basis for any
                 disciplinary action against the referee.

                   ii.  All referrals are without prejudice.
                  iii.  An employee may do self-referral.
                   iv.  Supervisors will do employee referrals.
                    v.  Board chairpersons will do member referrals.
                   vi.  Employee may refer supervisor.

             d.  Work performance monitoring and referral.

                   ii.  It is the responsibility of the immediate supervisor to monitor and document inappropriate
                        behavior on the job and poor work performance.
                  iii.  When an issue arises the supervisor and employee will negotiate an acceptable limit for
                        the documented resolution of the issue.
                   iv.  In the event the documented resolution is not met, the supervisor will refer the employee
                        to the Employee Assistance Director.
                    v.  The Employee Assistance Program Director will interview and assist the employee in
                        identifying the problem and will make the appropriate referral.
                   vi.  The employee must develop stipulations with the Employee Assistance Program and the
                        supervisor.  If there is no improvement, the immediate supervisor will begin disciplinary

             e.  Referral to in-patient treatment

                 Employees who are referred, either by the Employee Assistance Program or by self-referral, will
                 utilize in order (1) short term disability coverage (2) personal sick/annual leave (3) donated
                 leave.  Once these sources are exhausted, administrative leave for a period not to exceed 30
                 calendar days will be considered.  Employees returning from treatment will be provided with
                 after-care and follow-up services including a re-entry interview with the supervisor and the
                 Employee Assistance Program Director.  At this time, a contract will be drawn for the purpose of
                 after-care.  Failure to keep the terms of this contract by the employee will result in
                 termination of the employee.  Follow-up services will include but are not limited to financial
                 management consultation, work performance monitoring, and referral for after-care support group.

         2.  Other Considerations.

             a.  All supervisors will keep for the use of employees an Employee Assistance Program manual which
                 will include information on resources, policies, procedures, and information signs, symptoms,
                 and characteristics of problem behavior.

             b.  The supervisor and the Employee Assistance Program will operate under the strict law of

             c.  All employees will receive information on the Employee Assistance Program at the time of hiring.
                 Current employees will receive orientation to the program at the beginning of each contract year.

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