POLICY
STATEMENT #62
EMPLOYEE
ASSISTANCE PROGRAM
The
University recognizes that employees experiencing
personal problems, including emotional illness, alcohol
and drug abuse, marital discord and financial problems
should be encouraged to seek professional assistance
since such problems often result in human suffering
for employees and their families. In addition, personal
problems of this nature impair work performance and
often impact fellow workers. The University realizes
that with early intervention and proper support, most
employees can be effectively assisted and become able
to fully function at work and at home. As a result,
The University of North Carolina at Charlotte has established an Employee Assistance Program (EAP) for its
employees.
Administration of the EAP program will be the joint responsibility
of the Department
of Human Resources and Deer Oaks, a behavioral
health organization. The Department of Human Resources
will promote the EAP among staff and faculty members,
train supervisors in effective utilization of EAP
referrals, and ensure that the EAP is administered
according to policy and procedures consistent with
the State Personnel Act. Deer Oaks will provide assessment
and referral services for all EAP participants, gather
utilization data, and consult with the Department
of Human Resources on EAP training activities.
The EAP is a diagnostic and referral service provided to UNC
Charlotte permanent staff and faculty free of charge.
Spouses and dependents of faculty and staff members
may also utilize the EAP.
Participation in the EAP is voluntary.
EAP services will be considered confidential. The nature and
content of EAP services provided to individual employees
will not become part of an employee's Personnel File.
Employees may be encouraged to participate in the EAP by a
supervisor who has observed and possibly documented
specific instances of poor work performance. In some
cases, employees may be directed to meet with a counselor
as a result of a specific disciplinary action. In
these cases, the employee may be required to submit
documentation verifying that they cooperatively met
with a counselor. All other information regarding
such a meeting will be considered confidential and
will not be released without the employee’s written
consent.
Employees who participate in EAP services will generally be
subject to the same performance standards which existed
prior to EAP involvement.
The University wants to encourage employees with personal problems
to seek assistance. Therefore, with supervisory approval,
employees may schedule EAP appointments on work time.
However, if they choose to do so on their own time,
faculty and staff employees may access the services
of Deer Oaks directly without informing their supervisor.
For treatment or extended service, the employee will be referred
to local community agencies, hospitals, clinics or
private practitioners. The EAP will endeavor to facilitate
an effective link with such outside service providers.
The University expects employees to assume responsibility for
the treatment and/or remediation of personal problems.
Upon referral by the EAP for treatment at an appropriate
community agency, the employee should make appropriate
use of leave time (e.g., sick leave, vacation, leave
without pay) as necessary.
The University will not assume any financial responsibility
for employee treatment beyond the existing terms of
the employee's health insurance coverage.
It is the responsibility of all supervisory personnel to assure
that an employee's participation in EAP services will
not jeopardize that person's job security or promotional
opportunities.
Deer Oaks can be reached
at 1-877-EAP-SOLV or online at www.deeroaks.com.
