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IS-2030 Employee Assistance Program

Human Resources

Release: 11/7/00
Revision: 7/14/15

1. Confidentiality

Participation in EAP services is voluntary and confidential, other than exceptions referred to in Section 4 of this document. When possible, information discussed with the EAP professional will be kept confidential, and will not be released without the written consent of the employee.

1.1 The EAP representative is legally compelled to release information if the individual being treated is a danger to self or others, child abuse is involved, as law may require, or a court order exists.

1.2 In other instances, information will be released only with the employees consent. If a signed release is not available, the only information provided to the employer will be whether the employee attended appointments at the EAP as a result of a formal supervisory referral.

2. Types of Referral

EAP services can be accessed through various means.

2.1 Self-Referral. The employee may contact the EAP provider directly, ComPsych via phone at (844) 236-4493.

2.2 Informal Supervisory Referral. The supervisor will discuss concerns with the employee and suggest or recommend that the EAP be contacted.

2.3 Formal Supervisory Referral. The supervisor will consult with the Human Resources Representative and describe the problem. An appointment will be scheduled, and the employee will be required to attend. The EAP will notify Human Resources and the supervisor when the employee has completed the recommended course of action.  Referral to the EAP is designed to help the employee and CNM. Failure to comply with the conditions set forth in the referral will result in disciplinary action as outlined in Section 9.03 of the Employee Handbook.

2.3.1 In emergency circumstances, supervisors should contact the appropriate authorities as soon as possible.

3. Documentation

Documentation of performance problems is of utmost importance.

3.1 Documentation should be in writing and include specific dates, times, places, events and action taken.  Supervisors must complete the Supervisor Referral Form if proceeding with a Formal Supervisory Referral.  Upon receipt of the form, the Human Resources Representative will contact the EAP.

4. Mediation

There may be instances where conflict exists between employees, or supervisors and their employees. Mediation is an approach whereby an unbiased, trained professional works with both parties to reach consensus or mutual understanding.  The goal of mediation is to help employees resolve conflicts before they escalate.  In most cases, mediation is voluntary; however, it can be mandatory if the conflict is disruptive to the organization.  The supervisor or employee should consult with the Human Resources Representative to determine if mediation is recommended.

5. Training & Organizational Interventions

The EAP is available to provide training.  Training offerings include, but are not limited to:  strategic planning, team building, conflict resolution, workplace violence prevention, stress management, and dealing with difficult people.  The Human Resources Department will coordinate training.

6. Critical Incident Stress Management (CISM)

The EAP is available to meet with employee groups following critical incidents such as death or suicide, a traumatic injury at the workplace, a violent event in the workplace, and other crises that can have a traumatic effect on employees in the workplace.  The Human Resources Department will coordinate CISM consultation.

7. Additional Services

For information on the types of services provided by the EAP, please visit https://www.guidanceresources.com/groWeb/login/login.xhtml.

Reference Materials