Employee Assistance Program. Neither the fact of a faculty member’s participation in an employee assistance program nor information generated by participation in the program, shall be used as evidence of a performance deficiency within the evaluation process described in this Article, except for information relating to a faculty member’s failure to participate in an employee assistance program consistent with the terms to which the faculty member and the University Administration have agreed.
Employee Assistance Program. The State will develop and maintain an Employee Assistance Program and will meet and confer with VSEA prior to implementing in the Departments and Agencies. VSEA recognizes the value of employee assistance and will assist in developing the program and encouraging troubled employees to participate in an effort to avoid the necessity for discipline or corrective action because of impaired work performance. Employees participating in the Employee Assistance Program will be assured of strict confidentiality.
Employee Assistance Program. The District will continue to provide a referral program for the purpose of assisting in a confidential manner, employees and their families with marital, psychological, alcohol or drug problems to obtain counseling and other services.The District shall retain a consultant to provide referrals as appropriate in the above described problem areas. The District shall pay the cost of this consultant’s referral services, which will constitute the entire District monetary contribution to this program.The costs for all other services provided to employees or their families under this program shall be borne by the participating employee/family member to the extent such services are not covered by the employee’s medical or other benefit plans.
Employee Assistance Program. Neither the fact of an employee’s participation in an employee assistance program, nor information generated by participation in the program, shall be used as a reason for discipline under this Article, except for information relating to an employee’s failure to participate in an employee assistance program consistent with the terms to which the employee and the University have agreed.
Employee Assistance Program. Section l. Employee Assistance Program (EAP) The Employer and the Union recognize the value of counseling and assistance programs to those employees whose personal problems affect performance of their job duties and responsibilities. Therefore, the Employer agrees to continue the existing Employee Assistance Program. Section 2. Labor-Management Advisory Committee At the request of the Union, the Union and the Employer agree to form a joint labor- management committee on employee assistance. The committee will be composed of an equal number of representatives for the Union and the Employer. The committee will review the EAP, EAP provider networks and EAP training programs for employees and supervisors. Section 3. Confidentiality Records regarding treatment and participation in the Employee Assistance Program shall be confidential and retained by the Employee Assistance Program. In cases where the employee and the Employer have entered into a voluntary Employee Assistance Program Participation Agreement in which the Employer agrees to defer discipline as a result of employee participation in the Employee Assistance Program treatment program, the employee shall be required to waive confidentiality by signing appropriate releases of information to the extent required to enable the Employee Assistance Program to provide the Employer with reports regarding compliance or non-compliance. In cases of supervisor referral to the Employee Assistance Program, records shall be released to the Employer solely in reference to the ability of the employee to perform the job safely and effectively and or whether the employees need to participate in the program. In addition, the Employer shall be informed of the employee's compliance or non- compliance in the Employee Assistance Program.
Employee Assistance Program. The Employer will continue to offer an Employer supported Employee Assistance Program for all employees covered by this Agreement. Employees can request, and Employer will consider, adjustments in schedule to allow access to the services of the Employee Assistance Program.The Employee Assistance Program will protect the confidentiality of those employees using their services.
Employee Assistance Program. The District’s Employee Assistance Program shall be continued for the duration of this Agreement subject to modification based on the recommendations of the Joint Labor Management Benefits Committee and approval of the Board. All active employees (including those who are not eligible for benefits under Section I.A.1 of this Agreement), and their dependents, shall be eligible for participation in the employee assistance program.
Employee Assistance Program. The City shall provide an Employee Assistance Program (EAP). Voluntary requests for assistance with drug and/or alcohol problems shall be held strictly confidential by the EAP to the extent required by law and the terms of this Article 17. The EAP Administrator and EAP staff assigned to a member’s case shall be the only persons informed of any such request or any treatment that may be given and they shall hold such information strictly confidential to the extent required by law, except for oral notice to the City's Drug and Alcohol Coordinator, the Police Chief or designee and the Director of the Department of Public Safety or designee to the extent required to assure the safety of the member and public and to apprise the Department of Public Safety and Division of Police of the member's non-compliance with the requirements of Section 17.11(A)-(D). All such information shall also be available to the Lodge officer(s) to whom disclosure is specifically authorized if the member authorizes such disclosure, in writing. Such information shall also be available to the City in connection with a disciplinary matter arising out of a positive test result or discipline for failure to fulfill obligations under Section 17.11. A member voluntarily seeking assistance shall not be disciplined under this Article for seeking such assistance (except for failure to fulfill obligations under Section 17.11 of this Contract).
Employee Assistance Program. In order to promote a drug and alcohol-free environment, the Village will work to assist eligible employees with problems due to the use of drugs or misuse of alcohol. Accordingly, the Village encourages the use of its Employee Assistance Program ("EAP") offered through Metropolitan Family Services. The EAP is offered in part so that an employee who recognizes that he/she has a drug use or alcohol misuse problem may have the opportunity to receive treatment and rehabilitation. Although employees are encouraged to receive help for drug and alcohol problems, participation in the Village's EAP will not excuse an employee's failure to comply with rules and regulations of the Village. Nor will it preclude discipline for rule or policy violations. Additional information regarding the EAP is contained in the Employee Manual. Any questions regarding the Village's EAP should be referred to the Village's Human Resources Manager (or a designated representative).
Employee Assistance Program. The State will develop and maintain an Employee Assistance Program and will meet and confer with VTA prior to implementing in the Departments and Agencies. VTA recognizes the value of employee assistance and will assist in developing the program and encourage troubled employees to participate in an effort to avoid the necessity for discipline or corrective action because of impaired work performance. Employees participating in the Employee Assistance Program will be assured of strict confidentiality.TOTAL WELLNESS PROGRAM: The Department of Public Safety shall create a unit within the Department for the purpose of developing health programs to address issues related to employee health stress. At least one (1) current employee of the VTA will be a member of this unit.Effective January 1, 1995, the State will allocate up to thirty thousand dollars ($30,000) for the purpose of retaining suitable mental health services for Department employees. Implementation of this program may be an appropriate subject for discussion by the Department Labor-Management Committee.