eap policy manual

eap policy manual

Please enable scripts and reload this page. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item. Although many employees solve their problems either on their own or with the help of family and friends, sometimes employees need professional assistance and advice. Eligibility Procedures. The EAP is available to all team members, and it offers problem assessment, short-term counseling and referrals to appropriate community and private services.All counselors are guided by a professional code of ethics. No information related to an employee’s participation in the program is entered into the employee’s personnel file. If further counseling is necessary, the EAP counselor will describe community and private services available. The counselor will also let employees know whether any costs associated with private services may be covered by their health insurance plan. Costs that are not covered are the responsibility of the employee. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item. Please log in as a SHRM member. Discover Yours.http://cnkb.ru/userfiles/craftsman-9058-radial-arm-saw-manual.xml

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It does not offer legal advice, and cannot guarantee the accuracy or suitability of its content for a particular purpose. Disclaimer. Add a few personal touches and you’re good to go. Get clear, concise, up-to-date advice with our practical, step-by-step guides. Get clear explanations of the most common HR terms. What’s in, what’s out, and what’s around the corner—they’ve got the HR world covered. Learn more about the features available and how they make each recruiting task easier. Ask questions, find answers, get tips, and dig deeper into our product. They are part of our broader mental health policy. Whether it’s a slight feeling of worry or a more serious problem, we want employees to feel free to reach out to our EAP. The program official should inform union representatives of our program’s provisions, so they can assist their union members. Our EAP supports anyone who experiences problems that affect their well-being and work performance. This person coordinates our EAP and acts as a point of reference when needed. These professionals’ fees may be covered by our insurance policy.This will include sending out an anonymous survey asking employees for feedback and ideas. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy. Workable is all-in-one recruiting software. Source and evaluate candidates, track applicants and collaborate with your hiring teams. Get started Or talk to us about your hiring plans and discover how Workable can help you find and hire great people. As your employer, we will not know who uses the services, when, or for what reasons. They encourage face-to-face sessions, but also conduct counseling sessions by phone. They'll do whatever is most comfortable and convenient for you. Just call 1-800-383-1908. You decide whether you prefer face-to-face or telephone sessions.https://www.acsmoz.com/fotos/craftsman-917-lawn-mower-manual.xml

That's why VITAL WorkLife provides a robust website where you can go 24 hours a day, 7 days a week for help with everything from child and eldercare concerns, to finding good pet care or a good contractor, to dealing with health and relationship issues, achieving emotional well-being and more. Space availability for live sessions is on a first-come, first-serve basis so register early for any course you'd like to attend. That's all there is to it. From there, you can learn more about all aspects of your EAP benefit, and access your online work and life and legal information benefits, as well. VITAL WorkLife's free, confidential services are available around the clock. Please don't hesitate to call 1-800-383-1908 with any questions or concerns you may have. The Company recognizes that a variety of personal problems, such as emotional distress, family problems, alcoholism, and drug abuse, can be devastating to lives, business, and the community at large. Most people solve their problems either on their own or with the advice of family and friends; however, XYZ Company recognizes that sometimes people need professional advice. Goal It is the goal of our Company to establish an employee assistance program to help and encourage those employees in need of professional assistance to use it. Scope This program applies to all employees and their eligible dependents who are covered under any of the various health and welfare programs to which the Company contributes. While the Company has no intention of intruding into the private lives of its employees, we recognize the personal problems may eventually take their toll on job performance. Our concern is to assure that employees report to work in condition to perform their duties safely and efficiently in the interest of their fellow workers, themselves, and our customers. Policy Statement 1.

It is the policy of XXZ Company to establish, implement, and support employee assistance programs that will assist employees and their eligible dependents to resolve problems, such as emotional distress, family problems, alcoholism, and drug abuse, recognizing these problems may adversely affect employee’s personal health, family, and job performance. 2. It is the policy of XYZ Company to commit the resources necessary to support the employee assistance program. 3. This policy will not exempt employees from job performance requirements. Procedure XYZ Company’s employee assistance program will operate within the following framework: 1. Employees’ current jobs and future advancement will not be jeopardized by using the EAP’s services. 2. As with all health and personnel documents, the EAP’s records will be maintained in a confidential manner. 3. Supervisors and managers are responsible for confronting employees about unsatisfactory as well as acceptable but deteriorating performance, and referring such employees to the EAP when appropriate. 4. Employees will be responsible for correcting unsatisfactory performance and maintaining acceptable performance. Implementation Each division, subsidiary, or affiliate of XYZ Company will be responsible for establishing and implementing detailed policy and procedures, specific to its needs, in support of this policy. Each of these policies is subject to central review for consistency with the company’s policy. Responsibility for interpretation of the company’s policy falls to the company’s Human Resources Department. Primary Sidebar Site Search Search this website Connect With Us. The University provides an Employee Assistance Program (EAP), which offers staff members and their immediate family members access to professional and confidential counselling. EAP provides a short-term solutions-focussed intervention strategy, and is designed to give staff members the opportunity to promptly address issues of immediate concern to them.

The EAP can assist staff members who require longer-term assistance to source an appropriate alternative provider. 2. Policy Statement Australian Catholic University recognises the importance of providing support for staff members and their immediate families experiencing personal or work related issues and concerns to maintain a safe and healthy working environment. Support is provided through the EAP, which offers confidential, professional assistance to staff members and their immediate family members. The University provides funding for EAP services as detailed below. 2.1 EAP Counselling Face to face, telephone or online counselling is available through the EAP. The aim of the EAP is early identification and provision of assistance to help resolve either work-related or personal issues. Key principles that apply to the EAP include: the EAP is available for all staff members and their immediate families at no cost to them, normally for up to 3 counselling sessions per 12-month period; access to the EAP is voluntary; in most cases staff members will self refer, however with their agreement or at their request referral can be made by their supervisor, relevant senior officer or Human Resources; the EAP is conducted by a professional accredited provider, independent of the University; the EAP provider ensures professional counselling is provided by qualified health professionals; confidentiality will be maintained, which means individual details of staff members who attend EAP counselling sessions will not be provided to the University; the effective operation of the EAP is monitored, evaluated and reviewed regularly; and quarterly reports are received from the EAP provider that assist the University to support is meeting the needs of staff members and the University. Normally, staff members can access up to 3 one-hour sessions per 12-month period, paid for by the University.

Should additional sessions be required, the provider may refer the staff member to an appropriate external agency or service, a GP (General Practitioner) for ongoing support, or arrange for the staff member to continue with the provider in a private capacity at the staff member’s expense. In exceptional circumstances, with the recommendation of the counsellor, the Director, Human Resources or their delegate may approve up to three additional sessions which will be funded from current EAP contract hours. Exceptional circumstances would require the EAP providing an assessment that the staff member’s wellbeing being is at risk, where the counsellor is confident that up to three additional sessions will provide sufficient support. 5.2 Attendance at Sessions Staff members can attend EAP appointments funded by the University during work hours. In this case, the staff member must advise either the nominated supervisor or the relevant senior officer if they are accessing the EAP during working hours, which the supervisor or senior officer is required to keep confidential. Staff also have the option to attend counselling appointments outside of work hours without notifying their supervisor or manager. 6. Revisions made to this Policy Date Major, Minor or Editorial Description 19 Dec 2016 Editorial Alignment with ACU Policy on Policies template. 15 Nov 2019 Editorial Updated to state EAP program is available to all staff of the University. 28 April 2020 Editorial Updated to clarify counselling sessions are provided within a 12-month period. The University annually reviews the effectiveness of the Employee Assistance Program supported by this policy. Where applicable, the review takes account of necessary changes to other relevant University policies and procedures. Any staff member wishing to suggest improvements to this policy is invited to forward their suggestions to Human Resources. 7.

Further Assistance Any staff member who requires assistance in understanding this policy should first consult their nominated supervisor who is responsible for the implementation and operation of these arrangements in their work area. Should further information or advice be required staff should visit Service Central. Back to the Top Resources for Policy Drafters are also available. Other service contacts Learning and Teaching Library Request something. It should be adapted to your company’s needs and circumstances relating to employee welfare and support programs. We would like to extend a hand of alliance, sympathy, and support whenever our staff face adversity, whether it is minor anxiety or a serious crisis. The EAP is a confidential counseling regimen administered to employees and their families who are undergoing hardships due to mental illness or other misfortunes that may befall a family. The company has an office specifically handling this EAP, which is responsible for rolling out the program on behalf of the company. The program official also updates managers and employees on relevant changes and appraises union representatives of the program so that it can benefit union members. Examples include: As such, the above list is not exhaustive. The EAP is also open to those who wish to help others and may need advice on how best to go about it. This person coordinates EAP programs and is the point of contact on behalf of the company. Employees are advised to contact the EAP office for further advice. Employee feedback and ideas will be encouraged and analyzed to inform policy updates and improvements. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor World Manager will assume any legal liability that may arise from the use of this information.

With up-to-the-minute data, staff training results, average test scores, personal tests, performance appraisals, surveys and financial data with comparative reporting, your operations teams will be able to deliver and monitor best practice training and HR systems worldwide. These problems include:Helping employees who are motivated to resolveAn effectiveTherefore, an Employee AssistanceThe main objectiveCommittee members are appointed by the President of theThe members should be knowledgeable about the thinkingThey should be respected members ofCommittee members are not involved in any activities of theIn order toCommittee members are not privy toDetermining CoordinatorReview the program's functioningThis procedureResponsibilitiesThe EAP CommitteeThe Coordinator will discuss the program with the EAPMaintains contact withVoice mail is connectedAll efforts will be made to provideIf the situation is anUltimately, the employee's job performance must improveUnder no circumstancesUnder no circumstances, unless otherwiseIt will be the responsibilityIf the employee signsIn addition. With approximately 32,000 enrolled students annually and more than 90,000 alumni living in state, the institutions of the University System have a direct impact on hundreds of thousands of New Hampshire citizens every year. The Chancellor’s Office, as individuals and as part of a team, supports the work of USNH and the Board of Trustees. We take this seriously and are working hard to enhance partnerships and provide assistance. Often it's not the unexpected that catches us off guard. It's more likely to be the predictable events and transitions in our lives---things like starting a new career, marriage, the birth of a child, the challenges teenagers present, or buying a house---that find us unprepared. The EAP is a confidential counseling and referral service that can assist you and your family (spouse and dependents) with a variety of life issues and challenges.

This insightful session will uncover the secret to securing a healthy work-life balance. Look for Online Seminars in the lower right hand corner of this homepage. You can also search for the seminars by title. John's Athletics Red Storm Sports Tickets Schedules Sports Camps and Clinics Red White Club Whether the need is simple or complex, the EAP can help with information, evaluation, crisis response, short-term counseling, and referral services. To access EAP services, employees can call the 24-hour, confidential helpline at (800) 833-8707, or visit the work-life member website at www.myccaonline.com using company code: STJOHNS. Employees who use the member website can access LiveCONNECT, a chat feature that connects them with trained specialists who can help. Employees can also view a host of live and archived webinars and develop skills using the Skill Builders feature. Professional consultants are available to employees 24 hours a day, 365 days a year via immediate phone access. In-person sessions with a counselor can be arranged at convenient locations locally and nationwide. Additionally, the EAP provides employees with free wellness workshops on campus covering a host of topics throughout the year. For more information on EAP services, visit the St. John’s Human Resources EAP web page. Referrals EAP referrals can be made three ways: Self Referrals —Employees and their family members can make an appointment and schedule an EAP in-person session or a telephone session. While supervisors and executive staff may encourage an employee to use the program, they will not be able to verify attendance unless the employee gives his or her written permission. Should the employee offer no personal explanation, the supervisor may still suggest EAP services. The goal of the latter discussion is not to determine or address personal problems, but to offer a resource that may help resolve a performance problem.

The focus should remain on job performance and expectations for improvement. Administrative Referrals —This type of referral can only be made by the Office of Human Resources. An administrative referral provides a structure for communications between the employee, his or her supervisor, and the EAP. Its purpose is to get help for the employee whose job performance is suffering due to personal problems. When an administrative referral is deemed necessary and is made, the employee is instructed to schedule an appointment with a designated representative from the EAP within one week. The primary objective of this type of referral to a trusted third party is to help the employee resolve whatever barriers or issues may be impeding the employee’s ability to meet performance expectations. The University does not wish to interfere or become involved in an employee’s personal affairs; and the conversations between the EAP and employee and counselor are, and remain, confidential. The University will only be apprised as to whether the employee scheduled and attended appointments and followed the counselor’s recommendations. St. John's University, New York Human Resources Policy Manual Resources. It applies equitably at all levels of the organization and to all grades and pay plans. Those field offices without adequate health facilities are expected to request guidance from the Medical Director, Occupational Medical Service (OMS), Division of Safety, Bethesda, MD, (301) 496-4411,, and to use community resources wherever available. OMS administers the Employee Assistance Program (EAP),, which supplements, but does not replace, existing procedures for dealing with problem employees through appropriate personnel authorities. These resources may include community psychiatric clinics or services, Alcoholics Anonymous, etc. Professional consultation from OMS staff physicians and the OMS psychiatrist will be available to the counselors.

Self-referral is regarded with the same level of confidentiality and non-disclosure requirements as the referral options noted above. No information ( except validation of an employee’s absence from the worksite ) will be communicated to the supervisor without a Release of Information (ROI) form being signed by the employee. Drug abuse is a disability under Section 501 of the Rehabilitation Act.Therefore, records on any employee who has been referred for diagnosis and treatment will be maintained in the strictest confidence and security. Through this issuance, the OHR is accountable for the method used to ensure internal controls are implemented and working. OHR will consolidate review reports for dissemination to executive management. These records must be maintained in accordance with current NIH Records Management guidelines. If necessary, back-up file capability should be created for this purpose. Contact your IC Records Liaison for additional information. Employees’ supervisors, NIH staff conducting official reviews or investigations, and the Office of the Inspector General may request access to or copies of the e-mail messages. E-mail messages must also be provided to Congressional oversight committees if requested and are subject to Freedom of Information Act requests. Back-up files are subject to the same requests as the original messages. Please enable scripts and reload this page. Please turn on JavaScript and try again. Is Travel Time Covered. Military Leave by Conflict Relevant Government Codes and Statues Retirement Benefits Right of Return Rights to Benefits Social Security Benefits State Agencies - Who's Responsible. Types of Military Leave Veterans' Information What are the Time Limits for Reinstatement.

What State Agency is Responsible What You Need to do to Request Leave What's Required When You Return to State Service Career Development and Training Career Development and Training This program is provided by the State of California as part of the state’s commitment to promoting employee health and well-being. It is offered at no charge to the employee and provides a valuable resource for support and information during difficult times, as well as consultation on day-to-day concerns. EAP is an assessment, short-term counseling, and referral service designed to provide you and your family with assistance in managing everyday concerns. If you need help, call toll-free, 24 hours a day seven days a week. This program is provided by the State of California as part of the state’s commitment to promoting employee health and wellbeing. It is offered at no charge to the employee and provides a valuable resource for support and information during difficult times, as well as consultation on day-to-day concerns. EAP is an assessment, short-term counseling, and referral service designed to provide you and your family with assistance in managing everyday concerns. Customer service representatives are available 24 hours a day, 7 days a week, to discuss your concerns and ensure that you receive the assistance you need. You may also contact your departmental EAP coordinator. Children, natural, adopted, or step children under age 26 (effective July 1, 2020), or any age if incapable of self-sustaining employment due to mental or physical disability. Dependent children in the military are not eligible. Depending on your employment category, you are eligible for the number of clinical face-to-face sessions as listed in the eligibility table at. When both spouses or registered domestic partners are state employees, spouses or registered domestic partners and family members are entitled to the counseling services under each employee’s employment category. Enrollment in EAP is automatic.

You and your eligible family members are automatically covered in EAP when you begin state service. The State Compensation Insurance Fund manages their own EAP benefits and their employees are not eligible for these services unless they are bargaining unit 7 employees. Confidentiality Confidentiality is the hallmark of the program, and is essential to the success of EAP. No one besides the person accessing EAP knows they’ve used the services. No reports are made except aggregate utilization reports that do not identify individuals. The legal exceptions are the same as those that guide all clinicians: if a member expresses intent to commit child or elder abuse; or expresses plausible suicidal or homicidal intent; or a court order. Upcoming Events These workshops are free and available to all employees, reservations are not required. Before planning to attend, employees should ensure supervisor’s approval, and provide a two-week notice for special accommodations. At many facilities, parking is not provided and employees should plan accordingly. For questions or additional information, please contact your departmental EAP coordinator. Check back frequently as new session may be added. Please note that all of the EAP statewide events for March, April, and May 2020 have been canceled. Through EAP you can seek assistance with many of the day-to-day struggles you may be experiencing. EAP can assist you with marriage, family, and relationship issues; emotional, personal and stress concerns; drug and alcohol abuse; healthy lifestyles; and work-life balance. Magellan Healthcare Telehealth Expanding services to meet our clients’ needs Magellan continues to respond to state, federal and client mandates and requests concerning the novel coronavirus (COVID-19). Our Employee Assistance Program (EAP) services are more important now than ever, and continuity of care is paramount as people deal with uncertainty and anxiety about the outbreak.

Telehealth Magellan behavioral health providers are standing by, asking how they can help during the COVID-19 outbreak. We are covering the alternative approaches to ensure your employees get the care they need, when they need it. In addition, we will monitor all network providers to ensure compliance and service delivery. Press release and associated fact sheets and FAQs. Our online tools and tips provide information and resources on a broad array of topics such as emotional and physical wellbeing, workplace success, and achieving personal goals. Messaging Therapy Effective January 1, 2019, EAP will offer Messaging Therapy Messaging Therapy enables you to send a message to your therapist anytime via your web browser or mobile app. Employees and their dependents are eligible for up to four sessions. A typical session is about one week. These sessions do not count against your EAP clinical services.We offer work-life solutions to everyday problems that include legal consultations, financial consultations, child and elder care, identity theft recovery, and education and career development.Learn to manage stress and stay motivated, set daily fitness and nutrition goals, track your progress, and make the small steps that lead to big change. The program assists employees in identifying and resolving or managing personal issues, such as: The EAP also provides referrals for long-term assistance. Services are available to employees located in every county in Washington. A supervisor may refer an employee to the EAP. A supervisor or an employee may elect to contact the EAP directly. Employees and supervisors should agree upon appointment times in advance. The employee is not required to provide the reason for the EAP contact to the supervisor. EAP appointments are considered release time. However, the EAP is not intended to be a substitute for long-term counseling options provided through University employee benefit plans.

Contact HRS or the individual insurance carrier to determine whether employee medical insurance covers the cost of the assistance service. Contact HRS or the individual insurance carrier to determine whether employee medical insurance covers the cost of the assistance service. The entire Manual is in Portable Document Format (pdf). This indexed (bookmarked) pdf document can be viewed, printed and searched for desired text or topics. Below is an online version with each policy as a single pdf document. Below you will see two different symbols: This symbol denotes the Chapters of the Policy Manual. Open the chapter to view its table of contents. This symbol denotes Personnel Administrative Instructions, detailed information that applies to some sections of the policy manual. Additional Employment Regulation 602. Compensatory Time Regulation 603. Conflicts of Interest (Employees) Regulation 604. Criminal Background and Credit Checks Regulation 605. Criminal Conviction Reporting Regulation 606. Dual Employment Regulation 607. Employee Assistance Program Regulation 608. Employment of Related Persons Regulation 609. EHRA Recruitment Policy 610. External Professional Activities for Pay Regulation 611. Faculty Reassigned Time Regulation 612. Grievance (SAAO-II and other EHRA) Policy 615. Grievance (SHRA) Policy 616. Improper Relations Regulation 617. Management Flexibility Policy 618. Medical Leave Regulation 619. Military Leave Regulation 620. Non-Salary and Deferred Compensation for Employees Policy 621. Occasional or Sporadic Employment Regulation 622. On-Call and Emergency Callback Regulation 623. Overtime Regulation 624. Reduction in Force Regulation 625. SAAO-II and other EHRA Employment Terms and Conditions 626. Secondary Employment Regulation 627. Supplemental Pay Regulation 628. Voluntary Shared Leave Regulation 629. Phased Retirement Program Regulation 630. Flexible Work and Telework Arrangement Regulation 631.