Common use of OVERVIEW OF EAP PROGRAM Clause in Contracts

OVERVIEW OF EAP PROGRAM. This Employee Assistance Program (“EAP”) shall cover employees only, and is designed to assist employees, in consultation with their families where clinically appropriate, with problems that may affect their ability to perform their jobs. The EAP shall offer counseling services, including assessment, referral, and follow-up services. EAP’s offer assistance by helping employees assess and identify problems arising from a variety of personal areas. EAP’s assist employees by referring them to services which lead to solutions. EAP’s provide training and consultation services to management and union leadership regarding assisting troubled employees. The primary goal of the EAP will be to maintain employee’s ability to be fully productive on the job. EAP’s help employees, management, and supervisors maintain a high level of service by: Motivating employees to help; Helping supervisors identify troubled employees with job performance problems that may be related to personal problems; Assessing employees with alcohol abuse, drug abuse, family problems, depression, stress and other problems that can result in performance problems; Providing easily accessible quality helping services which include short- term problem-solving and referrals to more intensive care; Providing crisis intervention services; Providing follow-up assistance to support and guide employees through the resolution of their problems; and by Acting as an education and training resource. Employees shall be able to access the EAP through calling directly (self-referral), through the Peer Assistants, or through a supervisory referral based on job performance. Participation in the EAP is voluntary. Establishing a voluntary EAP to compliment the mandatory testing program is intended to encourage employees to seek treatment early and on their own. The EAP will assist employees in obtaining information, guidance, and counseling to help them handle their problems before they become a drug testing or disciplinary issue. An outside vendor has been selected and will perform the following duties:  Maintain a toll-free telephone access for referrals and respond to calls in no more than sixty (60) seconds.  Provide union/management consultation relative to the development and integration of organizational policies and procedures necessary for effective Employee Assistance Program implementation.  Orient employees regarding the purpose, scope, nature and use of the Employee Assistance Program.  Train Union (including Division Chairpersons and any other Union officials), supervisory and management staff to develop the knowledge and skills necessary to effectively utilize the program in the performance of their responsibilities.  Provide direct one-to-one counseling utilizing licensed professional staff for crisis management and to identify and evaluate personal concerns among Employer’s employees and/or their immediate dependents. Such direct counseling shall provide for three (3) sessions per family per year. Fees for any counseling sessions exceeding three (3) will become the financial responsibility of the employee and/or dependent, unless otherwise arranged for by the employer. For non-urgent situations, an appointment will be offered within seventy-two (72) hours of request. For urgent situations, an appointment will be offered on the same day as the request for service.  Provide legal consultation, medical advice, financial consultation; one (1) consultation per incident is provided for each service, up to three (3) incidents per service, per year.  Provide referral services to professional community resources for treatment and/or assistance, as may be appropriate.  Provide continuing liaison and contact, when appropriate, between the employee, treatment agent or agency, and Employer to determine case status.  Provide monthly statistical evaluation of program activity, and other reports, as needed.  Send its principal or his designated representative to monthly meetings of the Municipal Railway Improvement Fund Board of Trustees, and any other meetings as reasonably required.  Assess all employees involved in Critical Incidents (e.g., on the job assaults, threats and/or accidents) that occur while on duty.  Provide up to three (3) counseling visits per employee involved in a Critical Incident.  Develop Critical Incident Program Policies and Procedures. Provide Critical Incident Case management, including:

OVERVIEW OF EAP PROGRAM. This Employee Assistance Program (“EAP”) shall cover employees only, and is designed to assist employees, in consultation with their families where clinically appropriate, with problems that may affect their ability to perform their jobs. The EAP shall offer counseling services, including assessment, referral, and follow-up services. EAP’s offer assistance by helping employees assess and identify problems arising from a variety of personal areas. EAP’s assist employees by referring them to services which lead to solutions. EAP’s provide training and consultation services to management and union leadership regarding assisting troubled employees. The primary goal of the EAP will be to maintain employee’s ability to be fully productive on the job. EAP’s help employees, management, and supervisors maintain a high level of service by: Motivating employees to help; Helping supervisors identify troubled employees with job performance problems that may be related to personal problems; Assessing employees with alcohol abuse, drug abuse, family problems, depression, stress and other problems that can result in performance problems; Providing easily accessible quality helping services which include short- short-term problem-solving and referrals to more intensive care; Providing crisis intervention services; Providing follow-up assistance to support and guide employees through the resolution of their problems; and by Acting as an education and training resource. Employees shall be able to access the EAP through calling directly (self-referral), through the Peer Assistants, or through a supervisory referral based on job performance. Participation in the EAP is voluntary. Establishing a voluntary EAP to compliment the mandatory testing program is intended to encourage employees to seek treatment early and on their own. The EAP will assist employees in obtaining information, guidance, and counseling to help them handle their problems before they become a drug testing or disciplinary issue. An outside vendor has been selected and will perform the following duties:  • Maintain a toll-free telephone access for referrals and respond to calls in no more than sixty (60) seconds.  • Provide union/management consultation relative to the development and integration of organizational policies and procedures necessary for effective Employee Assistance Program implementation.  • Orient employees regarding the purpose, scope, nature and use of the Employee Assistance Program.  • Train Union (including Division Chairpersons and any other Union officials), supervisory and management staff to develop the knowledge and skills necessary to effectively utilize the program in the performance of their responsibilities.  • Provide direct one-to-one counseling utilizing licensed professional staff for crisis management and to identify and evaluate personal concerns among Employer’s employees and/or their immediate dependents. Such direct counseling shall provide for three (3) sessions per family per year. Fees for any counseling sessions exceeding three (3) will become the financial responsibility of the employee and/or dependent, unless otherwise arranged for by the employer. For non-urgent situations, an appointment will be offered within seventy-two (72) hours of request. For urgent situations, an appointment will be offered on the same day as the request for service.  • Provide legal consultation, medical advice, financial consultation; one (1) consultation per incident is provided for each service, up to three (3) incidents per service, per year.  • Provide referral services to professional community resources for treatment and/or assistance, as may be appropriate.  • Provide continuing liaison and contact, when appropriate, between the employee, treatment agent or agency, and Employer to determine case status.  • Provide monthly statistical evaluation of program activity, and other reports, as needed.  • Send its principal or his designated representative to monthly meetings of the Municipal Railway Improvement Fund Board of Trustees, and any other meetings as reasonably required.  • Assess all employees involved in Critical Incidents (e.g., on the job assaults, threats and/or accidents) that occur while on duty.  • Provide up to three (3) counseling visits per employee involved in a Critical Incident.  • Develop Critical Incident Program Policies and Procedures. • Provide Critical Incident Case management, including:

OVERVIEW OF EAP PROGRAM. This Employee Assistance Program (“EAP”) shall cover employees only, and is designed to assist employees, in consultation with their families where clinically appropriate, with problems that may affect their ability to perform their jobs. The EAP shall offer counseling services, including assessment, referral, and follow-up services. EAP’s offer assistance by helping employees assess and identify problems arising from a variety of personal areas. EAP’s assist employees by referring them to services which lead to solutions. EAP’s provide training and consultation services to management and union leadership regarding assisting troubled employees. The primary goal of the EAP will be to maintain employee’s ability to be fully productive on the job. EAP’s help employees, management, and supervisors maintain a high level of service by: Motivating employees to help; Helping supervisors identify troubled employees with job performance problems that may be related to personal problems; Assessing employees with alcohol abuse, drug abuse, family problems, depression, stress and other problems that can result in performance problems; Providing easily accessible quality helping services which include short- short-term problem-solving and referrals to more intensive care; Providing crisis intervention services; Providing follow-up assistance to support and guide employees through the resolution of their problems; and by Acting as an education and training resource. Employees shall be able to access the EAP through calling directly (self-referral), through the Peer Assistants, or through a supervisory referral based on job performance. Participation in the EAP is voluntary. Establishing a voluntary EAP to compliment the mandatory testing program is intended to encourage employees to seek treatment early and on their own. The EAP will assist employees in obtaining information, guidance, and counseling to help them handle their problems before they become a drug testing or disciplinary issue. An outside vendor has been selected and will perform the following duties:  Maintain a toll-free telephone access for referrals and respond to calls in no more than sixty (60) seconds.  Provide union/management consultation relative to the development and integration of organizational policies and procedures necessary for effective Employee Assistance Program implementation.  Orient employees regarding the purpose, scope, nature and use of the Employee Assistance Program.  Train Union (including Division Chairpersons and any other Union officials), supervisory and management staff to develop the knowledge and skills necessary to effectively utilize the program in the performance of their responsibilities.  Provide direct one-to-one counseling utilizing licensed professional staff for crisis management and to identify and evaluate personal concerns among Employer’s employees and/or their immediate dependents. Such direct counseling shall provide for three (3) sessions per family per year. Fees for any counseling sessions exceeding three (3) will become the financial responsibility of the employee and/or dependent, unless otherwise arranged for by the employer. For non-urgent situations, an appointment will be offered within seventy-two (72) hours of request. For urgent situations, an appointment will be offered on the same day as the request for service.  Provide legal consultation, medical advice, financial consultation; one (1) consultation per incident is provided for each service, up to three (3) incidents per service, per year.  Provide referral services to professional community resources for treatment and/or assistance, as may be appropriate.  Provide continuing liaison and contact, when appropriate, between the employee, treatment agent or agency, and Employer to determine case status.  Provide monthly statistical evaluation of program activity, and other reports, as needed.  Send its principal or his designated representative to monthly meetings of the Municipal Railway Improvement Fund Board of Trustees, and any other meetings as reasonably required.  Assess all employees involved in Critical Incidents (e.g., on the job assaults, threats and/or accidents) that occur while on duty.  Provide up to three (3) counseling visits per employee involved in a Critical Incident.  Develop Critical Incident Program Policies and Procedures. Provide Critical Incident Case management, including:three

OVERVIEW OF EAP PROGRAM. This Employee Assistance Program (“EAP”) shall cover employees only, and is designed to assist employees, in consultation with their families where clinically appropriate, with problems that may affect their ability to perform their jobs. The EAP shall offer counseling services, including assessment, referral, and follow-up services. EAP’s offer assistance by helping employees assess and identify problems arising from a variety of personal areas. EAP’s assist employees by referring them to services which lead to solutions. EAP’s provide training and consultation services to management and union leadership regarding assisting troubled employees. The primary goal of the EAP will be to maintain employee’s ability to be fully productive on the job. EAP’s help employees, management, and supervisors maintain a high level of service by: Motivating employees to help; Helping supervisors identify troubled employees with job performance problems that may be related to personal problems; Assessing employees with alcohol abuse, drug abuse, family problems, depression, stress and other problems that can result in performance problems; Providing easily accessible quality helping services which include short- term problem-solving and referrals to more intensive care; Providing crisis intervention services; Providing follow-up assistance to support and guide employees through the resolution of their problems; and by Acting as an education and training resource. Employees shall be able to access the EAP through calling directly (self-referral), through the Peer Assistants, or through a supervisory referral based on job performance. Participation in the EAP is voluntary. Establishing a voluntary EAP to compliment the mandatory testing program is intended to encourage employees to seek treatment early and on their own. The EAP will assist employees in obtaining information, guidance, and counseling to help them handle their problems before they become a drug testing or disciplinary issue. An outside vendor has been selected and will perform the following duties:  • Maintain a toll-free telephone access for referrals and respond to calls in no more than sixty (60) seconds.  • Provide union/management consultation relative to the development and integration of organizational policies and procedures necessary for effective Employee Assistance Program implementation.  • Orient employees regarding the purpose, scope, nature and use of the Employee Assistance Program.  • Train Union (including Division Chairpersons and any other Union officials), supervisory and management staff to develop the knowledge and skills necessary to effectively utilize the program in the performance of their responsibilities.  • Provide direct one-to-one counseling utilizing licensed professional staff for crisis management and to identify and evaluate personal concerns among Employer’s employees and/or their immediate dependents. Such direct counseling shall provide for three (3) sessions per family per year. Fees for any counseling sessions exceeding three (3) will become the financial responsibility of the employee and/or dependent, unless otherwise arranged for by the employer. For non-urgent situations, an appointment will be offered within seventy-two (72) hours of request. For urgent situations, an appointment will be offered on the same day as the request for service.  • Provide legal consultation, medical advice, financial consultation; one (1) consultation per incident is provided for each service, up to three (3) incidents per service, per year.  • Provide referral services to professional community resources for treatment and/or assistance, as may be appropriate.  • Provide continuing liaison and contact, when appropriate, between the employee, treatment agent or agency, and Employer to determine case status.  • Provide monthly statistical evaluation of program activity, and other reports, as needed.  • Send its principal or his designated representative to monthly meetings of the Municipal Railway Improvement Fund Board of Trustees, and any other meetings as reasonably required.  • Assess all employees involved in Critical Incidents (e.g., on the job assaults, threats and/or accidents) that occur while on duty.  • Provide up to three (3) counseling visits per employee involved in a Critical Incident.  • Develop Critical Incident Program Policies and Procedures. Provide Critical Incident Case management, including:

OVERVIEW OF EAP PROGRAM. This Employee Assistance Program (“EAP”) shall cover employees only, and is designed to assist employees, in consultation with their families where clinically appropriate, with problems that may affect their ability to perform their jobs. The EAP shall offer counseling services, including assessment, referral, and follow-up services. EAP’s offer assistance by helping employees assess and identify problems arising from a variety of personal areas. EAP’s assist employees by referring them to services which lead to solutions. EAP’s provide training and consultation services to management and union leadership regarding assisting troubled employees. The primary goal of the EAP will be to maintain employee’s ability to be fully productive on the job. EAP’s help employees, management, and supervisors maintain a high level of service by: Motivating employees to help; Helping supervisors identify troubled employees with job performance problems that may be related to personal problems; Assessing employees with alcohol abuse, drug abuse, family problems, depression, stress and other problems that can result in performance problems; Providing easily accessible quality helping services which include short- short-term problem-problem- solving and referrals to more intensive care; Providing crisis intervention services; Providing follow-up assistance to support and guide employees through the resolution of their problems; and by Acting as an education and training resource. Employees shall be able to access the EAP through calling directly (self-referral), through the Peer Assistants, or through a supervisory referral based on job performance. Participation in the EAP is voluntary. Establishing a voluntary EAP to compliment the mandatory testing program is intended to encourage employees to seek treatment early and on their own. The EAP will assist employees in obtaining information, guidance, and counseling to help them handle their problems before they become a drug testing or disciplinary issue. An outside vendor has been selected and will perform the following duties:  Maintain a toll-free telephone access for referrals and respond to calls in no more than sixty (60) seconds.  Provide union/management consultation relative to the development and integration of organizational policies and procedures necessary for effective Employee Assistance Program implementation.  Orient employees regarding the purpose, scope, nature and use of the Employee Assistance Program.  Train Union (including Division Chairpersons and any other Union officials), supervisory and management staff to develop the knowledge and skills necessary to effectively utilize the program in the performance of their responsibilities.  Provide direct one-to-one counseling utilizing licensed professional staff for crisis management and to identify and evaluate personal concerns among Employer’s employees and/or their immediate dependents. Such direct counseling shall provide for three (3) sessions per family per year. Fees for any counseling sessions exceeding three (3) will become the financial responsibility of the employee and/or dependent, unless otherwise arranged for by the employer. For non-urgent situations, an appointment will be offered within seventy-two (72) hours of request. For urgent situations, an appointment will be offered on the same day as the request for service.  Provide legal consultation, medical advice, financial consultation; one (1) consultation per incident is provided for each service, up to three (3) incidents per service, per year.  Provide referral services to professional community resources for treatment and/or assistance, as may be appropriate.  Provide continuing liaison and contact, when appropriate, between the employee, treatment agent or agency, and Employer to determine case status.  Provide monthly statistical evaluation of program activity, and other reports, as needed.  Send its principal or his designated representative to monthly meetings of the Municipal Railway Improvement Fund Board of Trustees, and any other meetings as reasonably required.  Assess all employees involved in Critical Incidents (e.g., on the job assaults, threats and/or accidents) that occur while on duty.  Provide up to three (3) counseling visits per employee involved in a Critical Incident.  Develop Critical Incident Program Policies and Procedures. Provide Critical Incident Case management, including:sixty

OVERVIEW OF EAP PROGRAM. This Employee Assistance Program (“EAP”) shall cover employees only, and is designed to assist employees, in consultation with their families where clinically appropriate, with problems that may affect their ability to perform their jobs. The EAP shall offer counseling services, including assessment, referral, and follow-up services. EAP’s offer assistance by helping employees assess and identify problems arising from a variety of personal areas. EAP’s assist employees by referring them to services which lead to solutions. EAP’s provide training and consultation services to management and union leadership regarding assisting troubled employees. The primary goal of the EAP will be to maintain employee’s ability to be fully productive on the job. EAP’s help employees, management, and supervisors maintain a high level of service by: Motivating employees to help; Helping supervisors identify troubled employees with job performance problems that may be related to personal problems; Assessing employees with alcohol abuse, drug abuse, family problems, depression, stress and other problems that can result in performance problems; Providing easily accessible quality helping services which include short- short-term problem-solving and referrals to more intensive care; Providing crisis intervention services; Providing follow-up assistance to support and guide employees through the resolution of their problems; and by Acting as an education and training resource. Employees shall be able to access the EAP through calling directly (self-referral), through the Peer Assistants, or through a supervisory referral based on job performance. Participation in the EAP is voluntary. Establishing a voluntary EAP to compliment the mandatory testing program is intended to encourage employees to seek treatment early and on their own. The EAP will assist employees in obtaining information, guidance, and counseling to help them handle their problems before they become a drug testing or disciplinary issue. An outside vendor has been selected and will perform the following duties:  Maintain a toll-free telephone access for referrals and respond to calls in no more than sixty (60) seconds.  Provide union/management consultation relative to the development and integration of organizational policies and procedures necessary for effective Employee Assistance Program implementation.  Orient employees regarding the purpose, scope, nature and use of the Employee Assistance Program.  Train Union (including Division Chairpersons and any other Union officials), supervisory and management staff to develop the knowledge and skills necessary to effectively utilize the program in the performance of their responsibilities.  Provide direct one-to-one counseling utilizing licensed professional staff for crisis management and to identify and evaluate personal concerns among Employer’s employees and/or their immediate dependents. Such direct counseling shall provide for three (3) sessions per family per year. Fees for any counseling sessions exceeding three (3) will become the financial responsibility of the employee and/or dependent, unless otherwise arranged for by the employer. For non-urgent situations, an appointment will be offered within seventy-two (72) hours of request. For urgent situations, an appointment will be offered on the same day as the request for service.  Provide legal consultation, medical advice, financial consultation; one (1) consultation per incident is provided for each service, up to three (3) incidents per service, per year.  Provide referral services to professional community resources for treatment and/or assistance, as may be appropriate.  Provide continuing liaison and contact, when appropriate, between the employee, treatment agent or agency, and Employer to determine case status.  Provide monthly statistical evaluation of program activity, and other reports, as needed.  Send its principal or his designated representative to monthly meetings of the Municipal Railway Improvement Fund Board of Trustees, and any other meetings as reasonably required.  Assess all employees involved in Critical Incidents (e.g., on the job assaults, threats and/or accidents) that occur while on duty.  Provide up to three (3) counseling visits per employee involved in a Critical Incident.  Develop Critical Incident Program Policies and Procedures. Provide Critical Incident Case management, including:three

OVERVIEW OF EAP PROGRAM. This Employee Assistance Program (“EAP”) shall cover employees only, and is designed to assist employees, in consultation with their families where clinically appropriate, with problems that may affect their ability to perform their jobs. The EAP shall offer counseling services, including assessment, referral, and follow-up services. EAP’s offer assistance by helping employees assess and identify problems arising from a variety of personal areas. EAP’s assist employees by referring them to services which lead to solutions. EAP’s provide training and consultation services to management and union leadership regarding assisting troubled employees. The primary goal of the EAP will be to maintain employee’s ability to be fully productive on the job. EAP’s help employees, management, and supervisors maintain a high level of service by: Motivating employees to help; Helping supervisors identify troubled employees with job performance problems that may be related to personal problems; Assessing employees with alcohol abuse, drug abuse, family problems, depression, stress and other problems that can result in performance problems; Providing easily accessible quality helping services which include short- short-term problem-solving and referrals to more intensive care; Providing crisis intervention services; Providing follow-up assistance to support and guide employees through the resolution of their problems; and by Acting as an education and training resource. Employees shall be able to access the EAP through calling directly (self-referral), through the Peer Assistants, or through a supervisory referral based on job performance. Participation in the EAP is voluntary. Establishing a voluntary EAP to compliment the mandatory testing program is intended to encourage employees to seek treatment early and on their own. The EAP will assist employees in obtaining information, guidance, and counseling to help them handle their problems before they become a drug testing or disciplinary issue. An outside vendor has been selected and will perform the following duties:  • Maintain a toll-free telephone access for referrals and respond to calls in no more than sixty (60) seconds.  • Provide union/management consultation relative to the development and integration of organizational policies and procedures necessary for effective Employee Assistance Program implementation.  implementation • Orient employees regarding the purpose, scope, nature and use of the Employee Assistance Program.  • Train Union (including Division Chairpersons and any other Union officials), supervisory and management staff to develop the knowledge and skills necessary to effectively utilize the program in the performance of their responsibilities.  • Provide direct one-to-one counseling utilizing licensed professional staff for crisis management and to identify and evaluate personal concerns among Employer’s employees and/or their immediate dependents. Such direct counseling shall provide for three (3) sessions per family per year. Fees for any counseling sessions exceeding three (3) will become the financial responsibility of the employee and/or dependent, unless otherwise arranged for by the employer. For non-urgent situations, an appointment will be offered within seventy-two (72) hours of request. For urgent situations, an appointment will be offered on the same day as the request for service.  • Provide legal consultation, medical advice, financial consultation; one (1) consultation per incident is provided for each service, up to three (3) incidents per service, per year.  • Provide referral services to professional community resources for treatment and/or assistance, as may be appropriate.  • Provide continuing liaison and contact, when appropriate, between the employee, treatment agent or agency, and Employer to determine case status.  • Provide monthly statistical evaluation of program activity, and other reports, as needed.  • Send its principal or his designated representative to monthly meetings of the Municipal Railway Improvement Fund Board of Trustees, and any other meetings as reasonably required.  • Assess all employees involved in Critical Incidents (e.g., on the job assaults, threats and/or accidents) that occur while on duty.  • Provide up to three (3) counseling visits per employee involved in a Critical Incident.  • Develop Critical Incident Program Policies and Procedures. • Provide Critical Incident Case management, including:

OVERVIEW OF EAP PROGRAM. This Employee Assistance Program (“EAP”) shall cover employees only, and is designed to assist employees, in consultation with their families where clinically appropriate, with problems that may affect their ability to perform their jobs. The EAP shall offer counseling services, including assessment, referral, and follow-up services. EAP’s offer assistance by helping employees assess and identify problems arising from a variety of personal areas. EAP’s assist employees by referring them to services which lead to solutions. EAP’s provide training and consultation services to management and union leadership regarding assisting troubled employees. The primary goal of the EAP will be to maintain employee’s ability to be fully productive on the job. EAP’s help employees, management, and supervisors maintain a high level of service by: Motivating employees to help; Helping supervisors identify troubled employees with job performance problems that may be related to personal problems; Assessing employees with alcohol abuse, drug abuse, family problems, depression, stress and other problems that can result in performance problems; Providing easily accessible quality helping services which include short- short-term problem-solving and referrals to more intensive care; Providing crisis intervention services; Providing follow-up assistance to support and guide employees through the resolution of their problems; and by Acting as an education and training resource. Employees shall be able to access the EAP through calling directly (self-referral), through the Peer Assistants, or through a supervisory referral based on job performance. Participation in the EAP is voluntary. Establishing a voluntary EAP to compliment the mandatory testing program is intended to encourage employees to seek treatment early and on their own. The EAP will assist employees in obtaining information, guidance, and counseling to help them handle their problems before they become a drug testing or disciplinary issue. An outside vendor has been selected and will perform the following duties:  Maintain a toll-free telephone access for referrals and respond to calls in no more than sixty (60) seconds.  Provide union/management consultation relative to the development and integration of organizational policies and procedures necessary for effective Employee Assistance Program implementation.  Orient employees regarding the purpose, scope, nature and use of the Employee Assistance Program.  Train Union (including Division Chairpersons and any other Union officials), supervisory and management staff to develop the knowledge and skills necessary to effectively utilize the program in the performance of their responsibilities.  Provide direct one-to-one counseling utilizing licensed professional staff for crisis management and to identify and evaluate personal concerns among Employer’s employees and/or their immediate dependents. Such direct counseling shall provide for three (3) sessions per family per year. Fees for any counseling sessions exceeding three (3) will become the financial responsibility of the employee and/or dependent, unless otherwise arranged for by the employer. For non-urgent situations, an appointment will be offered within seventy-two (72) hours of request. For urgent situations, an appointment will be offered on the same day as the request for service.  Provide legal consultation, medical advice, financial consultation; one (1) consultation per incident is provided for each service, up to three (3) incidents per service, per year.  Provide referral services to professional community resources for treatment and/or assistance, as may be appropriate.  Provide continuing liaison and contact, when appropriate, between the employee, treatment agent or agency, and Employer to determine case status.  Provide monthly statistical evaluation of program activity, and other reports, as needed.  Send its principal or his designated representative to monthly meetings of the Municipal Railway Improvement Fund Board of Trustees, and any other meetings as reasonably required.  Assess all employees involved in Critical Incidents (e.g., on the job assaults, threats and/or accidents) that occur while on duty.  Provide up to three (3) counseling visits per employee involved in a Critical Incident.  Develop Critical Incident Program Policies and Procedures. Provide Critical Incident Case management, including:sixty

OVERVIEW OF EAP PROGRAM. This Employee Assistance Program (“EAP”) shall cover employees only, and is designed to assist employees, in consultation with their families where clinically appropriate, with problems that may affect their ability to perform their jobs. The EAP shall offer counseling services, including assessment, referral, and follow-up services. EAP’s offer assistance by helping employees assess and identify problems arising from a variety of personal areas. EAP’s assist assi st employees by referring them to services which lead to solutions. EAP’s provide training and consultation services to management and union leadership regarding assisting troubled employees. The primary goal of the EAP will be to maintain employee’s ability abi lity to be fully productive on the job. EAP’s help employees, management, and supervisors maintain a high level of service by: Motivating employees to help; Helping supervisors identify troubled employees with job performance problems that may be related to personal problems; Assessing employees with alcohol abuse, drug abuse, family problems, depression, stress and other problems that can result in performance problems; Providing easily accessible quality helping services which include short- short-term problem-problem- solving and referrals to more intensive care; Providing crisis intervention services; Providing follow-up assistance to support and guide employees through the resolution of their problems; and by Acting as an education and training resource. Employees shall be able to access the EAP through calling directly (self-referral), through the Peer Assistants, or through a supervisory referral based on job performance. Participation in the EAP is voluntary. Establishing a voluntary EAP to compliment the mandatory testing program is intended to encourage employees to seek treatment early and on their own. The EAP will assist employees in obtaining information, guidance, and counseling to help them handle their problems before they become a drug testing or disciplinary issue. An outside vendor has been selected and will perform the following duties:  • Maintain a toll-free telephone access for referrals and respond to calls in no more than sixty (60) seconds.  Provide union/management consultation relative to the development and integration of organizational policies and procedures necessary for effective Employee Assistance Program implementation.  Orient employees regarding the purpose, scope, nature and use of the Employee Assistance Program.  Train Union (including Division Chairpersons and any other Union officials), supervisory and management staff to develop the knowledge and skills necessary to effectively utilize the program in the performance of their responsibilities.  Provide direct one-to-one counseling utilizing licensed professional staff for crisis management and to identify and evaluate personal concerns among Employer’s employees and/or their immediate dependents. Such direct counseling shall provide for three (3) sessions per family per year. Fees for any counseling sessions exceeding three (3) will become the financial responsibility of the employee and/or dependent, unless otherwise arranged for by the employer. For non-urgent situations, an appointment will be offered within seventy-two (72) hours of request. For urgent situations, an appointment will be offered on the same day as the request for service.  Provide legal consultation, medical advice, financial consultation; one (1) consultation per incident is provided for each service, up to three (3) incidents per service, per year.  Provide referral services to professional community resources for treatment and/or assistance, as may be appropriate.  Provide continuing liaison and contact, when appropriate, between the employee, treatment agent or agency, and Employer to determine case status.  Provide monthly statistical evaluation of program activity, and other reports, as needed.  Send its principal or his designated representative to monthly meetings of the Municipal Railway Improvement Fund Board of Trustees, and any other meetings as reasonably required.  Assess all employees involved in Critical Incidents (e.g., on the job assaults, threats and/or accidents) that occur while on duty.  Provide up to three (3) counseling visits per employee involved in a Critical Incident.  Develop Critical Incident Program Policies and Procedures. Provide Critical Incident Case management, including:sixty

OVERVIEW OF EAP PROGRAM. This Employee Assistance Program (“EAP”) shall cover employees only, and is designed to assist employees, in consultation with their families where clinically appropriate, with problems that may affect their ability to perform their jobs. The EAP shall offer counseling services, including assessment, referral, and follow-up services. EAP’s offer assistance by helping employees assess and identify problems arising from a variety of personal areas. EAP’s assist employees by referring them to services which lead to solutions. EAP’s provide training and consultation services to management and union leadership regarding assisting troubled employees. The primary goal of the EAP will be to maintain employee’s ability to be fully productive on the job. EAP’s help employees, management, and supervisors maintain a high level of service by: Motivating employees to help; Helping supervisors identify troubled employees with job performance problems that may be related to personal problems; Assessing employees with alcohol abuse, drug abuse, family problems, depression, stress and other problems that can result in performance problems; Providing easily accessible quality helping services which include short- term problem-problem- solving and referrals to more intensive care; Providing crisis intervention services; Providing follow-up assistance to support and guide employees through the resolution of their problems; and by Acting as an education and training resource. Employees shall be able to access the EAP through calling directly (self-referral), through the Peer Assistants, or through a supervisory referral based on job performance. Participation in the EAP is voluntary. Establishing a voluntary EAP to compliment the mandatory testing program is intended to encourage employees to seek treatment early and on their own. The EAP will assist employees in obtaining information, guidance, and counseling to help them handle their problems before they become a drug testing or disciplinary issue. An outside vendor has been selected and will perform the following duties:  • Maintain a toll-free telephone access for referrals and respond to calls in no more than sixty (60) seconds.  • Provide union/management consultation relative to the development and integration of organizational policies and procedures necessary for effective Employee Assistance Program implementation.  • Orient employees regarding the purpose, scope, nature and use of the Employee Assistance Program.  • Train Union (including Division Chairpersons and any other Union officials), supervisory and management staff to develop the knowledge and skills necessary to effectively utilize the program in the performance of their responsibilities.  • Provide direct one-to-one counseling utilizing licensed professional staff for crisis management and to identify and evaluate personal concerns among Employer’s employees and/or their immediate dependents. Such direct counseling shall provide for three (3) sessions per family per year. Fees for any counseling sessions exceeding three (3) will become the financial responsibility of the employee and/or dependent, unless otherwise arranged for by the employer. For non-urgent situations, an appointment will be offered within seventy-two (72) hours of request. For urgent situations, an appointment will be offered on the same day as the request for service.  • Provide legal consultation, medical advice, financial consultation; one (1) consultation per incident is provided for each service, up to three (3) incidents per service, per year.  • Provide referral services to professional community resources for treatment and/or assistance, as may be appropriate.  • Provide continuing liaison and contact, when appropriate, between the employee, treatment agent or agency, and Employer to determine case status.  • Provide monthly statistical evaluation of program activity, and other reports, as needed.  • Send its principal or his designated representative to monthly meetings of the Municipal Railway Improvement Fund Board of Trustees, and any other meetings as reasonably required.  • Assess all employees involved in Critical Incidents (e.g., on the job assaults, threats and/or accidents) that occur while on duty.  • Provide up to three (3) counseling visits per employee involved in a Critical Incident.  • Develop Critical Incident Program Policies and Procedures. Provide Critical Incident Case management, including:

OVERVIEW OF EAP PROGRAM. This Employee Assistance Program (“EAP”) shall cover employees only, and is designed to assist employees, in consultation with their families where clinically appropriate, with problems that may affect their ability to perform their jobs. The EAP shall offer counseling services, including assessment, referral, and follow-up services. EAP’s offer assistance by helping employees assess and identify problems arising from a variety of personal areas. EAP’s assist employees by referring them to services which whic h lead to solutions. EAP’s provide training and consultation services to management and union leadership regarding assisting troubled employees. The primary goal of the EAP will be to maintain employee’s ability to be fully productive on the job. EAP’s help employees, management, and supervisors maintain a high level of service by: Motivating employees to help; Helping supervisors identify troubled employees with job performance problems that may be related to personal problems; Assessing employees with alcohol abuse, drug abuse, family problems, depression, stress and other problems that can result in performance problems; Providing easily accessible quality helping services which include short- short-term problem-solving and referrals to more intensive care; Providing crisis intervention services; Providing follow-up assistance to support and guide employees through the resolution of their problems; and by Acting as an education and training resource. Employees shall be able to access the EAP through calling directly (self-referral), through the Peer Assistants, or through a supervisory referral based on job performance. Participation in the EAP is voluntary. Establishing a voluntary EAP to compliment the mandatory testing program is intended to encourage employees to seek treatment early and on their own. The EAP will assist employees in obtaining information, guidance, and counseling to help them handle their problems before they become a drug testing or disciplinary issue. An outside vendor has been selected and will perform the following duties:  • Maintain a toll-free telephone access for referrals and respond to calls in no more than sixty (60) seconds.  • Provide union/management consultation relative to the development and integration of organizational policies and procedures necessary for effective Employee Assistance Program implementation.  • Orient employees regarding the purpose, scope, nature and use of the Employee Assistance Program.  • Train Union (including Division Chairpersons and any other Union officials), supervisory and management staff to develop the knowledge and skills necessary to effectively utilize the program in the performance of their responsibilities.  • Provide direct one-to-one counseling utilizing licensed professional staff for crisis management and to identify and evaluate personal concerns among Employer’s employees and/or their immediate dependents. Such direct counseling shall provide for three (3) sessions per family per year. Fees for any counseling sessions exceeding three (3) will become the financial responsibility of the employee and/or dependent, unless otherwise arranged for by the employer. For non-urgent situations, an appointment will be offered within seventy-two (72) hours of request. For urgent situations, an appointment will be offered on the same day as the request for service.  Provide legal consultation, medical advice, financial consultation; one (1) consultation per incident is provided for each service, up to three (3) incidents per service, per year.  Provide referral services to professional community resources for treatment and/or assistance, as may be appropriate.  Provide continuing liaison and contact, when appropriate, between the employee, treatment agent or agency, and Employer to determine case status.  Provide monthly statistical evaluation of program activity, and other reports, as needed.  Send its principal or his designated representative to monthly meetings of the Municipal Railway Improvement Fund Board of Trustees, and any other meetings as reasonably required.  Assess all employees involved in Critical Incidents (e.g., on the job assaults, threats and/or accidents) that occur while on duty.  Provide up to three (3) counseling visits per employee involved in a Critical Incident.  Develop Critical Incident Program Policies and Procedures. Provide Critical Incident Case management, including:three

OVERVIEW OF EAP PROGRAM. This Employee Assistance Program (“EAP”) shall cover employees only, and is designed to assist employees, in consultation with their families where clinically appropriate, with problems that may affect their ability to perform their jobs. The EAP shall offer counseling services, including assessment, referral, and follow-up services. EAP’s offer assistance by helping employees assess and identify problems arising from a variety of personal areas. EAP’s assist employees by referring them to services which lead to solutions. EAP’s provide training and consultation services to management and union leadership regarding assisting troubled employees. The primary goal of the EAP will be to maintain employee’s ability to be fully productive on the job. EAP’s help employees, management, and supervisors maintain a high level of service by: Motivating employees to help; Helping supervisors identify troubled employees with job performance problems that may be related to personal problems; Assessing employees with alcohol abuse, drug abuse, family problems, depression, stress and other problems that can result in performance problems; Providing easily accessible quality helping services which include short- short-term problem-problem- solving and referrals to more intensive care; Providing crisis intervention services; Providing follow-up assistance to support and guide employees through the resolution of their problems; and by Acting as an education and training resource. Employees shall be able to access the EAP through calling directly (self-referral), through the Peer Assistants, or through a supervisory referral based on job performance. Participation in the EAP is voluntary. Establishing a voluntary EAP to compliment the mandatory testing program is intended to encourage employees to seek treatment early and on their own. The EAP will assist employees in obtaining information, guidance, and counseling to help them handle their problems before they become a drug testing or disciplinary issue. An outside vendor has been selected and will perform the following duties:  Maintain a toll-free telephone access for referrals and respond to calls in no more than sixty (60) seconds.  Provide union/management consultation relative to the development and integration of organizational policies and procedures necessary for effective Employee Assistance Program implementation. implementation  Orient employees regarding the purpose, scope, nature and use of the Employee Assistance Program.  Train Union (including Division Chairpersons and any other Union officials), supervisory and management staff to develop the knowledge and skills necessary to effectively utilize the program in the performance of their responsibilities.  Provide direct one-to-one counseling utilizing licensed professional staff for crisis management and to identify and evaluate personal concerns among Employer’s employees and/or their immediate dependents. Such direct counseling shall provide for three (3) sessions per family per year. Fees for any counseling sessions exceeding three (3) will become the financial responsibility of the employee and/or dependent, unless otherwise arranged for by the employer. For non-urgent situations, an appointment will be offered within seventy-two (72) hours of request. For urgent situations, an appointment will be offered on the same day as the request for service.  Provide legal consultation, medical advice, financial consultation; one (1) consultation per incident is provided for each service, up to three (3) incidents per service, per year.  Provide referral services to professional community resources for treatment and/or assistance, as may be appropriate.  Provide continuing liaison and contact, when appropriate, between the employee, treatment agent or agency, and Employer to determine case status.  Provide monthly statistical evaluation of program activity, and other reports, as needed.  Send its principal or his designated representative to monthly meetings of the Municipal Railway Improvement Fund Board of Trustees, and any other meetings as reasonably required.  Assess all employees involved in Critical Incidents (e.g., on the job assaults, threats and/or accidents) that occur while on duty.  Provide up to three (3) counseling visits per employee involved in a Critical Incident.  Develop Critical Incident Program Policies and Procedures. Provide Critical Incident Case management, including:three

OVERVIEW OF EAP PROGRAM. This Employee Assistance Program (“EAP”) shall cover employees only, and is designed to assist employees, in consultation with their families where clinically appropriate, with problems that may affect their ability to perform their jobs. The EAP shall offer counseling services, including assessment, referral, and follow-up services. EAP’s offer assistance by helping employees assess and identify problems arising from a variety of personal areas. EAP’s assist employees by referring them to services which lead to solutions. EAP’s provide training and consultation services to t o management and union leadership regarding assisting troubled employees. The primary goal of the EAP will be to maintain employee’s ability to be fully productive on the job. EAP’s help employees, management, and supervisors maintain a high level of service by: Motivating employees to help; Helping supervisors identify troubled employees with job performance problems that may be related to personal problems; Assessing employees with alcohol abuse, drug abuse, family problems, depression, stress and other problems that can result in performance problems; Providing easily accessible quality helping services which include short- short-term problem-problem- solving and referrals to more intensive care; Providing crisis intervention services; Providing follow-up assistance to support and guide employees through the resolution of their problems; and by Acting as an education and training resource. Employees shall be able to access the EAP through calling directly (self-referral), through the Peer Assistants, or through a supervisory referral based on job performance. Participation in the EAP is voluntary. Establishing a voluntary EAP to compliment the mandatory testing program is intended to encourage employees to seek treatment early and on their own. The EAP will assist employees in obtaining information, guidance, and counseling to help them handle their problems before they become a drug testing or disciplinary issue. An outside vendor has been selected and will perform the following duties:  • Maintain a toll-free telephone access for referrals and respond to calls in no more than sixty (60) seconds.  • Provide union/management consultation relative to the development and integration of organizational policies and procedures necessary for effective Employee Assistance Program implementation.  implementation • Orient employees regarding the purpose, scope, nature and use of the Employee Assistance Program.  • Train Union (including Division Chairpersons and any other Union officials), supervisory and management staff to develop the knowledge and skills necessary to effectively utilize the program in the performance of their responsibilities.  • Provide direct one-to-one counseling utilizing licensed professional staff for crisis management and to identify and evaluate personal concerns among Employer’s employees and/or their immediate dependents. Such direct counseling shall provide for three (3) sessions per family per year. Fees for any counseling sessions exceeding three (3) will become the financial responsibility of the employee and/or dependent, unless otherwise arranged for by the employer. For non-urgent situations, an appointment will be offered within seventy-two (72) hours of request. For urgent situations, an appointment will be offered on the same day as the request for service.  • Provide legal consultation, medical advice, financial consultation; one (1) consultation per incident is provided for each service, up to three (3) incidents per service, per year.  • Provide referral services to professional community resources for treatment and/or assistance, as may be appropriate.  • Provide continuing liaison and contact, when appropriate, between the employee, treatment agent or agency, and Employer to determine case status.  • Provide monthly statistical evaluation of program activity, and other reports, as needed.  • Send its principal or his designated representative to monthly meetings of the Municipal Railway Improvement Fund Board of Trustees, and any other meetings as reasonably required.  • Assess all employees involved in Critical Incidents (e.g., on the job assaults, threats and/or accidents) that occur while on duty.  • Provide up to three (3) counseling visits per employee involved in a Critical Incident.  • Develop Critical Incident Program Policies and Procedures. • Provide Critical Incident Case management, including:

OVERVIEW OF EAP PROGRAM. This Employee Assistance Program (“EAP”) shall cover employees only, and is designed to assist employees, in consultation with their families where clinically appropriate, with problems that may affect their ability to perform their jobs. The EAP shall offer counseling services, including assessment, referral, and follow-up services. EAP’s offer assistance by helping employees assess and identify problems arising from a variety of personal areas. EAP’s assist employees by referring them to services which lead to solutions. EAP’s provide training and consultation services to management and union leadership regarding assisting troubled employees. The primary goal of the EAP will be to maintain employee’s ability to be fully productive on the job. EAP’s help employees, management, and supervisors maintain a high level of service by: Motivating employees to help; Helping supervisors identify troubled employees with job performance problems that may be related to personal problems; Assessing employees with alcohol abuse, drug abuse, family problems, depression, stress and other problems that can result in performance problems; Providing easily accessible quality helping services which include short- short-term problem-solving and referrals to more intensive care; Providing crisis intervention services; Providing follow-up assistance to support and guide employees through the resolution of their problems; and by Acting as an education and training resource. Employees shall be able to access the EAP through calling directly (self-referral), through the Peer Assistants, or through a supervisory referral based on job performance. Participation in the EAP is voluntary. Establishing a voluntary EAP to compliment the mandatory testing program is intended to encourage employees to seek treatment early and on their own. The EAP will assist employees in obtaining information, guidance, and counseling to help them handle their problems before they become a drug testing or disciplinary issue. An outside vendor has been selected and will perform the following duties:  • Maintain a toll-free telephone access for referrals and respond to calls in no more than sixty (60) seconds.  • Provide union/management consultation relative to the development and integration of organizational policies and procedures necessary for effective Employee Assistance Program implementation.  implementation • Orient employees regarding the purpose, scope, nature and use of the Employee Assistance Program.  • Train Union (including Division Chairpersons and any other Union officials), supervisory and management staff to develop the knowledge and skills necessary to effectively utilize the program in the performance of their responsibilities.  • Provide direct one-to-one counseling utilizing licensed professional staff for crisis management and to identify and evaluate personal concerns among Employer’s employees and/or their immediate dependents. Such direct counseling shall provide for three (3) sessions per family per year. Fees for any counseling sessions exceeding three (3) will become the financial responsibility of the employee and/or dependent, unless otherwise arranged for by the employer. For non-urgent situations, an appointment will be offered within seventy-two (72) hours of request. For urgent situations, an appointment will be offered on the same day as the request for service.  • Provide legal consultation, medical advice, financial consultation; one (1) consultation per incident is provided for each service, up to three (3) incidents per service, per year.  • Provide referral services to professional community resources for treatment and/or assistance, as may be appropriate.  • Provide continuing liaison and contact, when appropriate, between the employee, treatment agent or agency, and Employer to determine case status.  • Provide monthly statistical evaluation of program activity, and other reports, as needed.  • Send its principal or his the designated representative to monthly meetings of the Municipal Railway Improvement Fund Board of Trustees, and any other meetings as reasonably required.  • Assess all employees involved in Critical Incidents (e.g., on the job assaults, threats and/or accidents) that occur while on duty.  • Provide up to three (3) counseling visits per employee involved in a Critical Incident.  • Develop Critical Incident Program Policies and Procedures. • Provide Critical Incident Case management, including:

OVERVIEW OF EAP PROGRAM. This Employee Assistance Program (“EAP”) shall cover employees only, and is designed to assist employees, in consultation with their families where clinically appropriate, with problems that may affect their ability to perform their jobs. The EAP shall offer counseling services, including assessment, referral, and follow-up services. EAP’s offer assistance by helping employees assess and identify problems arising from a variety of personal areas. EAP’s assist employees by referring them to services which lead to solutions. EAP’s provide training and consultation services to management and union leadership regarding assisting troubled employees. The primary goal of the EAP will be to maintain employee’s ability to be fully productive on the job. EAP’s help employees, management, and supervisors maintain a high level of service by: Motivating employees to help; Helping supervisors identify troubled employees with job performance problems that may be related to personal problems; Assessing employees with alcohol abuse, drug abuse, family problems, depression, stress and other problems that can result in performance problems; Providing easily accessible quality helping services which include short- short-term problem-problem- solving and referrals to more intensive care; Providing crisis intervention services; Providing follow-up assistance to support and guide employees through the resolution of their problems; and by Acting as an education and training resource. Employees shall be able to access the EAP through calling directly (self-referral), through the Peer Assistants, or through a supervisory referral based on job performance. Participation in the EAP is voluntary. Establishing a voluntary EAP to compliment the mandatory testing program is intended to encourage employees to seek treatment early and on their own. The EAP will assist employees in obtaining information, guidance, and counseling to help them handle their problems before they become a drug testing or disciplinary issue. An outside vendor has been selected and will perform the following duties:  Maintain a toll-free telephone access for referrals and respond to calls in no more than sixty (60) seconds.  Provide union/management consultation relative to the development and integration of organizational policies and procedures necessary for effective Employee Assistance Program implementation.  implementation Orient employees regarding the purpose, scope, nature and use of the Employee Assistance Program.  Train Union (including Division Chairpersons and any other Union officials), supervisory and management staff to develop the knowledge and skills necessary to effectively utilize the program in the performance of their responsibilities.  Provide direct one-to-one counseling utilizing licensed professional staff for crisis management and to identify and evaluate personal concerns among Employer’s employees and/or their immediate dependents. Such direct counseling shall provide for three (3) sessions per family per year. Fees for any counseling sessions exceeding three (3) will become the financial responsibility of the employee and/or dependent, unless otherwise arranged for by the employer. For non-urgent situations, an appointment will be offered within seventy-two (72) hours of request. For urgent situations, an appointment will be offered on the same day as the request for service.  Provide legal consultation, medical advice, financial consultation; one (1) consultation per incident is provided for each service, up to three (3) incidents per service, per year.  Provide referral services to professional community resources for treatment and/or assistance, as may be appropriate.  Provide continuing liaison and contact, when appropriate, between the employee, treatment agent or agency, and Employer to determine case status.  Provide monthly statistical evaluation of program activity, and other reports, as needed.  Send its principal or his designated representative to monthly meetings of the Municipal Railway Improvement Fund Board of Trustees, and any other meetings as reasonably required.  Assess all employees involved in Critical Incidents (e.g., on the job assaults, threats and/or accidents) that occur while on duty.  Provide up to three (3) counseling visits per employee involved in a Critical Incident.  Develop Critical Incident Program Policies and Procedures. Provide Critical Incident Case management, including:three

OVERVIEW OF EAP PROGRAM. This Employee Assistance Program (“EAP”) shall cover employees only, and is designed to assist employees, in consultation with their families where clinically appropriate, with problems that may affect their ability to perform their jobs. The EAP shall offer counseling services, including assessment, referral, and follow-up services. EAP’s offer assistance by helping employees assess and identify problems arising from a variety of personal areas. EAP’s assist employees by referring them to services which lead to solutions. EAP’s provide training and consultation services to management and union leadership regarding assisting troubled employees. The primary goal of the EAP will be to maintain employee’s ability to be fully productive on the job. EAP’s help employees, management, and supervisors maintain a high level of service by: Motivating employees to help; Helping supervisors identify troubled employees with job performance problems that may be related to personal problems; Assessing employees with alcohol abuse, drug abuse, family problems, depression, stress and other problems that can result in performance problems; Providing easily accessible quality helping services which include short- short-term problem-problem- solving and referrals to more intensive care; Providing crisis intervention services; Providing follow-up assistance to support and guide employees through the resolution of their problems; and by Acting as an education and training resource. Employees shall be able to access the EAP through calling directly (self-referral), through the Peer Assistants, or through a supervisory referral based on job performance. Participation in the EAP is voluntary. Establishing a voluntary EAP to compliment the mandatory testing program is intended to encourage employees to seek treatment early and on their own. The EAP will assist employees in obtaining information, guidance, and counseling to help them handle their problems before they become a drug testing or disciplinary issue. An outside vendor has been selected and will perform the following duties:  • Maintain a toll-free telephone access for referrals and respond to calls in no more than sixty (60) seconds.  • Provide union/management consultation relative to the development and integration of organizational policies and procedures necessary for effective Employee Assistance Program implementation.  implementation • Orient employees regarding the purpose, scope, nature and use of the Employee Assistance Program.  • Train Union (including Division Chairpersons and any other Union officials), supervisory and management staff to develop the knowledge and skills necessary to effectively utilize the program in the performance of their responsibilities.  • Provide direct one-to-one counseling utilizing licensed professional staff for crisis management and to identify and evaluate personal concerns among Employer’s employees and/or their immediate dependents. Such direct counseling shall provide for three (3) sessions per family per year. Fees for any counseling sessions exceeding three (3) will become the financial responsibility of the employee and/or dependent, unless otherwise arranged for by the employer. For non-urgent situations, an appointment will be offered within seventy-two (72) hours of request. For urgent situations, an appointment will be offered on the same day as the request for service.  Provide legal consultation, medical advice, financial consultation; one (1) consultation per incident is provided for each service, up to three (3) incidents per service, per year.  Provide referral services to professional community resources for treatment and/or assistance, as may be appropriate.  Provide continuing liaison and contact, when appropriate, between the employee, treatment agent or agency, and Employer to determine case status.  Provide monthly statistical evaluation of program activity, and other reports, as needed.  Send its principal or his designated representative to monthly meetings of the Municipal Railway Improvement Fund Board of Trustees, and any other meetings as reasonably required.  Assess all employees involved in Critical Incidents (e.g., on the job assaults, threats and/or accidents) that occur while on duty.  Provide up to three (3) counseling visits per employee involved in a Critical Incident.  Develop Critical Incident Program Policies and Procedures. Provide Critical Incident Case management, including:three

OVERVIEW OF EAP PROGRAM. This Employee Assistance Program (“EAP”) shall cover employees only, and is designed to assist employees, in consultation with their families where clinically appropriate, with problems that may affect their ability to perform their jobs. The EAP shall offer counseling services, including assessment, referral, and follow-up services. EAP’s offer assistance by helping employees assess and identify problems arising from a variety of personal areas. EAP’s assist employees by referring them to services which lead to solutions. EAP’s provide training and consultation services to management and union leadership regarding assisting troubled employees. The primary goal of the EAP will be to maintain employee’s ability to be fully productive on the job. EAP’s help employees, management, and supervisors supe rvisors maintain a high level of service by: Motivating employees to help; Helping supervisors identify troubled employees with job performance problems that may be related to personal problems; Assessing employees with alcohol abuse, drug abuse, family problems, depression, stress and other problems that can result in performance problems; Providing easily accessible quality helping services which include short- term short -term problem-solving and referrals to more intensive care; Providing crisis intervention services; Providing follow-up assistance to support and guide employees through the resolution of their problems; and by Acting as an education and training resource. Employees shall be able to access the EAP through calling directly (self-referralself -referral), through the Peer Assistants, or through a supervisory referral based on job performance. Participation in the EAP is voluntary. Establishing a voluntary EAP to compliment the mandatory testing program is intended to encourage employees to seek treatment early and on their own. The EAP will assist employees in obtaining information, guidance, and counseling to help them handle their problems before they become a drug testing or disciplinary issue. An outside vendor has been selected and will perform the following foll owing duties:  • Maintain a toll-free telephone access for referrals and respond to calls in no more than sixty (60) seconds.  • Provide union/management consultation relative to the development and integration of organizational policies and procedures necessary necessar y for effective Employee Assistance Program implementation.  • Orient employees regarding the purpose, scope, nature and use of the Employee Assistance Program.  • Train Union (including Division Chairpersons and any other Union officials), supervisory and management staff to develop the knowledge and skills necessary to effectively utilize the program in the performance of their responsibilities.  • Provide direct one-to-one counseling utilizing licensed professional staff for crisis management and to identify and evaluate personal concerns among Employer’s employees and/or their immediate dependents. Such direct counseling shall provide for three (3) sessions per family per year. Fees for any counseling sessions exceeding three (3) will become the financial responsibility of the employee and/or dependent, unless otherwise arranged for by the employer. For non-urgent situations, an appointment will be offered within seventy-two (72) hours of request. For urgent situations, an appointment will be offered on the same day as the request for service.  Provide legal consultation, medical advice, financial consultation; one (1) consultation per incident is provided for each service, up to three (3) incidents per service, per year.  Provide referral services to professional community resources for treatment and/or assistance, as may be appropriate.  Provide continuing liaison and contact, when appropriate, between the employee, treatment agent or agency, and Employer to determine case status.  Provide monthly statistical evaluation of program activity, and other reports, as needed.  Send its principal or his designated representative to monthly meetings of the Municipal Railway Improvement Fund Board of Trustees, and any other meetings as reasonably required.  Assess all employees involved in Critical Incidents (e.g., on the job assaults, threats and/or accidents) that occur while on duty.  Provide up to three (3) counseling visits per employee involved in a Critical Incident.  Develop Critical Incident Program Policies and Procedures. Provide Critical Incident Case management, including:three

OVERVIEW OF EAP PROGRAM. This Employee Assistance Program (“EAP”) shall cover employees only, and is designed to assist employees, in consultation with their families where clinically appropriate, with problems that may affect their ability to perform their jobs. The EAP shall offer counseling services, including assessment, referral, and follow-up services. EAP’s offer assistance by helping employees assess and identify problems arising from a variety of personal areas. EAP’s assist employees by referring them to services which lead to solutions. EAP’s provide training and consultation services to management and union leadership regarding assisting troubled employees. The primary goal of the EAP will be to maintain employee’s ability to be fully productive on the job. EAP’s help employees, management, and supervisors maintain a high level of service by: Motivating employees to help; Helping supervisors identify troubled employees with job performance problems that may be related to personal problems; Assessing employees with alcohol abuse, drug abuse, family problems, depression, stress and other problems that can result in performance problems; Providing easily accessible quality helping services which include short- short-term problem-problem- solving and referrals to more intensive care; Providing crisis intervention services; Providing follow-up assistance to support and guide employees through the resolution of their problems; and by Acting as an education and training resource. Employees shall be able to access the EAP through calling directly (self-referral), through the Peer Assistants, or through a supervisory referral based on job performance. Participation in the EAP is voluntary. Establishing a voluntary EAP to compliment the mandatory testing program is intended to encourage employees to seek treatment early and on their own. The EAP will assist employees in obtaining information, guidance, and counseling to help them handle their problems before they become a drug testing or disciplinary issue. An outside vendor has been selected and will perform the following duties:  • Maintain a toll-free telephone access for referrals and respond to calls in no more than sixty (60) seconds.  Provide union/management consultation relative to the development and integration of organizational policies and procedures necessary for effective Employee Assistance Program implementation.  Orient employees regarding the purpose, scope, nature and use of the Employee Assistance Program.  Train Union (including Division Chairpersons and any other Union officials), supervisory and management staff to develop the knowledge and skills necessary to effectively utilize the program in the performance of their responsibilities.  Provide direct one-to-one counseling utilizing licensed professional staff for crisis management and to identify and evaluate personal concerns among Employer’s employees and/or their immediate dependents. Such direct counseling shall provide for three (3) sessions per family per year. Fees for any counseling sessions exceeding three (3) will become the financial responsibility of the employee and/or dependent, unless otherwise arranged for by the employer. For non-urgent situations, an appointment will be offered within seventy-two (72) hours of request. For urgent situations, an appointment will be offered on the same day as the request for service.  Provide legal consultation, medical advice, financial consultation; one (1) consultation per incident is provided for each service, up to three (3) incidents per service, per year.  Provide referral services to professional community resources for treatment and/or assistance, as may be appropriate.  Provide continuing liaison and contact, when appropriate, between the employee, treatment agent or agency, and Employer to determine case status.  Provide monthly statistical evaluation of program activity, and other reports, as needed.  Send its principal or his designated representative to monthly meetings of the Municipal Railway Improvement Fund Board of Trustees, and any other meetings as reasonably required.  Assess all employees involved in Critical Incidents (e.g., on the job assaults, threats and/or accidents) that occur while on duty.  Provide up to three (3) counseling visits per employee involved in a Critical Incident.  Develop Critical Incident Program Policies and Procedures. Provide Critical Incident Case management, including:sixty

OVERVIEW OF EAP PROGRAM. This Employee Assistance Program (“EAP”) shall cover employees only, and is designed to assist employees, in consultation with their families where clinically appropriate, with problems that may affect mayaffect their ability to perform their jobs. The EAP shall offer counseling services, including assessment, referral, and follow-up services. EAP’s offer assistance by helping employees assess and identify problems arising from a variety of personal ofpersonal areas. EAP’s assist employees by referring them to services which lead to solutions. EAP’s provide training and consultation services to management and union leadership regarding assisting regardingassisting troubled employees. The primary goal of the EAP will be to maintain employee’s ability to be fully productive on the jobthejob. EAP’s help employees, management, and supervisors maintain a high level of service by: Motivating employees to help; Helping supervisors identify troubled employees with job performance problems that may be related to relatedto personal problems; Assessing employees with alcohol abuse, drug abuse, family problems, depression, stress and other problems otherproblems that can result in performance problems; Providing easily accessible quality helping services which include short- short-term problem-problem- solving and referrals andreferrals to more intensive care; Providing crisis intervention services; Providing follow-up assistance to support and guide employees through the resolution of their problemstheirproblems; and by Acting as an education and training resource. Employees shall be able to access the EAP through calling directly (self-referral), through the Peer Assistants, or through a supervisory referral based on job performance. Participation in the EAP is voluntaryisvoluntary. Establishing a voluntary EAP to compliment the mandatory testing program is intended to encourage employees to seek treatment early and on their own. The EAP will assist employees in obtaining inobtaining information, guidance, and counseling to help them handle their problems before they become a drug testing or disciplinary issue. • An outside vendor has been selected and will perform the following duties:  Maintain a toll-free telephone access for referrals and respond to calls in no more than sixty (60) seconds.  • Provide union/management consultation relative to the development and integration of organizational oforganizational policies and procedures necessary for effective Employee Assistance Program implementation.  implementation • Orient employees regarding the purpose, scope, nature and use of the Employee Assistance ProgramAssistanceProgram.  • Train Union (including Division Chairpersons and any other Union officials), supervisory and supervisoryand management staff to develop the knowledge and skills necessary to effectively utilize the utilizethe program in the performance of their responsibilities.  • Provide direct one-to-one counseling utilizing licensed professional staff for crisis management and to identify and evaluate personal concerns among Employer’s employees and/or employeesand/or their immediate dependents. Such direct counseling shall provide for three (3) sessions per family per year. Fees for any counseling sessions exceeding three (3) will become the financial responsibility of the employee and/or dependent, unless otherwise arranged for by the employer. For non-urgent situations, an appointment will be offered within seventy-two (72) hours of request. For urgent situations, an appointment will be offered on the same day as the request for service.  • Provide legal consultation, medical advice, financial consultation; one (1) consultation per incident perincident is provided for each service, up to three (3) incidents per service, per year.  • Provide referral services to professional community resources for treatment and/or assistance, as may be appropriate.  • Provide continuing liaison and contact, when appropriate, between the employee, treatment agent treatmentagent or agency, and Employer to determine case status.  • Provide monthly statistical evaluation of program activity, and other reports, as needed.  • Send its principal or his designated representative to monthly meetings of the Municipal Railway MunicipalRailway Improvement Fund Board of Trustees, and any other meetings as reasonably required.  • Assess all employees involved in Critical Incidents (e.g., on the job assaults, threats and/or accidentsand/oraccidents) that occur while on duty.  • Provide up to three (3) counseling visits per employee involved in a Critical Incident.  • Develop Critical Incident Program Policies and Procedures. • Provide Critical Incident Case management, including:

OVERVIEW OF EAP PROGRAM. This Employee Assistance Program (“EAP”) shall cover employees only, and is designed to assist employees, in consultation with their families where clinically appropriate, with problems that may affect their ability to perform their jobs. The EAP shall offer counseling services, including assessment, referral, and follow-up services. EAP’s offer assistance by helping employees assess and identify problems arising from a variety of personal ofpersonal areas. EAP’s assist employees by referring them to services which lead to solutions. EAP’s provide training and consultation services to management and union leadership regarding assisting regardingassisting troubled employees. The primary goal of the EAP will be to maintain employee’s ability to be fully productive on the jobthejob. EAP’s help employees, management, and supervisors maintain a high level of service by: Motivating employees to help; Helping supervisors identify troubled employees with job performance problems that may be related to relatedto personal problems; Assessing employees with alcohol abuse, drug abuse, family problems, depression, stress and other problems otherproblems that can result in performance problems; Providing easily accessible quality helping services which include short- short-term problem-problem- solving and referrals andreferrals to more intensive care; Providing crisis intervention services; Providing follow-up assistance to support and guide employees through the resolution of their problemstheirproblems; and by Acting as an education and training resource. Employees shall be able to access the EAP through calling directly (self-referral), through the Peer Assistants, or through a supervisory referral based on job performance. Participation in the EAP is voluntaryisvoluntary. Establishing a voluntary EAP to compliment the mandatory testing program is intended to encourage employees to seek treatment early and on their own. The EAP will assist employees in obtaining information, guidance, and counseling to help them handle their problems before they become a drug testing or disciplinary issue. • An outside vendor has been selected and will perform the following duties:  Maintain a toll-free telephone access for referrals and respond to calls in no more than sixty (60) seconds.  • Provide union/management consultation relative to the development and integration of organizational policies and procedures necessary for effective Employee Assistance Program implementation.  implementation • Orient employees regarding the purpose, scope, nature and use of the Employee Assistance ProgramAssistanceProgram.  • Train Union (including Division Chairpersons and any other Union officials), supervisory and management staff to develop the knowledge and skills necessary to effectively utilize the utilizethe program in the performance of their responsibilities.  • Provide direct one-to-one counseling utilizing licensed professional staff for crisis management and to identify and evaluate personal concerns among Employer’s employees and/or their immediate dependents. Such direct counseling shall provide for three (3) sessions per family per year. Fees for any counseling sessions exceeding three (3) will become the financial responsibility of the employee and/or dependent, unless otherwise arranged for by the employer. For non-urgent situations, an appointment will be offered within seventy-two (72) hours of request. For urgent situations, an appointment will be offered on the same day as the request for service.  • Provide legal consultation, medical advice, financial consultation; one (1) consultation per incident perincident is provided for each service, up to three (3) incidents per service, per year.  • Provide referral services to professional community resources for treatment and/or assistance, as may be appropriate.  • Provide continuing liaison and contact, when appropriate, between the employee, treatment agent treatmentagent or agency, and Employer to determine case status.  • Provide monthly statistical evaluation of program activity, and other reports, as needed.  • Send its principal or his designated representative to monthly meetings of the Municipal Railway MunicipalRailway Improvement Fund Board of Trustees, and any other meetings as reasonably required.  • Assess all employees involved in Critical Incidents (e.g., on the job assaults, threats and/or accidentsand/oraccidents) that occur while on duty.  • Provide up to three (3) counseling visits per employee involved in a Critical Incident.  Develop Critical Incident Program Policies and Procedures. • Provide Critical Incident Case management, including:

OVERVIEW OF EAP PROGRAM. This Employee Assistance Program (“EAP”) shall cover employees only, and is designed to assist employees, in consultation with their families where clinically appropriate, with problems that may affect their ability to perform their jobs. The EAP shall offer counseling services, including assessment, referral, and follow-up services. EAP’s offer assistance by helping employees assess and identify problems arising from a variety of personal areas. EAP’s assist employees by referring them to services which lead to solutions. EAP’s provide training and consultation services to management and union leadership regarding assisting troubled employees. The primary goal of the EAP will be to maintain employee’s ability to be fully productive on the job. EAP’s help employees, management, and supervisors supe rvisors maintain a high level of service by: Motivating employees to help; Helping supervisors identify troubled employees with job performance problems that may be related to personal problems; Assessing employees with alcohol abuse, drug abuse, family problems, depression, stress and other problems that can result in performance problems; Providing easily accessible quality helping services which include short- term short -term problem-solving and referrals to more intensive care; Providing crisis intervention services; Providing follow-up assistance to support and guide employees through the resolution of their problems; and by Acting as an education and training resource. Employees shall be able to access the EAP through calling directly (self-referralself -referral), through the Peer Assistants, or through a supervisory referral based on job performance. Participation in the EAP is voluntary. Establishing a voluntary EAP to compliment the mandatory testing program is intended to encourage employees to seek treatment early and on their own. The EAP will assist employees in obtaining information, guidance, and counseling to help them handle their problems before they become a drug testing or disciplinary issue. An outside vendor has been selected and will perform the following duties:  • Maintain a toll-free telephone access for referrals and respond to calls in no more than sixty (60) seconds.  • Provide union/management consultation relative to the development and integration of organizational policies and procedures necessary necessar y for effective Employee Assistance Program implementation.  • Orient employees regarding the purpose, scope, nature and use of the Employee Assistance Program.  • Train Union (including Division Chairpersons and any other Union officials), supervisory and management staff to develop the knowledge and skills necessary to effectively utilize the program in the performance of their responsibilities.  • Provide direct one-to-one counseling utilizing licensed professional staff for crisis management and to identify and evaluate personal concerns among Employer’s employees and/or their immediate dependents. Such direct counseling shall provide for three (3) sessions per family per year. Fees for any counseling sessions exceeding three (3) will become the financial responsibility of the employee and/or dependent, unless otherwise arranged for by the employer. For non-urgent situations, an appointment will be offered within seventy-two (72) hours of request. For urgent situations, an appointment will be offered on the same day as the request for service.  Provide legal consultation, medical advice, financial consultation; one (1) consultation per incident is provided for each service, up to three (3) incidents per service, per year.  Provide referral services to professional community resources for treatment and/or assistance, as may be appropriate.  Provide continuing liaison and contact, when appropriate, between the employee, treatment agent or agency, and Employer to determine case status.  Provide monthly statistical evaluation of program activity, and other reports, as needed.  Send its principal or his designated representative to monthly meetings of the Municipal Railway Improvement Fund Board of Trustees, and any other meetings as reasonably required.  Assess all employees involved in Critical Incidents (e.g., on the job assaults, threats and/or accidents) that occur while on duty.  Provide up to three (3) counseling visits per employee involved in a Critical Incident.  Develop Critical Incident Program Policies and Procedures. Provide Critical Incident Case management, including:three

OVERVIEW OF EAP PROGRAM. This Employee Assistance Program (“EAP”) shall cover employees only, and is designed to assist employees, in consultation with their families where clinically appropriate, with problems that may affect their ability to perform their jobs. The EAP shall offer counseling services, including assessment, referral, and follow-up services. EAP’s offer assistance by helping employees assess and identify problems arising from a variety of personal areas. EAP’s assist employees by referring them to services which lead to solutions. EAP’s provide training and consultation services to management and union leadership regarding assisting troubled employees. The primary goal of the EAP will be to maintain employee’s ability to be fully productive on the job. EAP’s help employees, management, and supervisors maintain a high level of service by: Motivating employees to help; Helping supervisors identify troubled employees with job performance problems that may be related to personal problems; Assessing employees with alcohol abuse, drug abuse, family problems, depression, stress and other problems that can result in performance problems; Providing easily accessible quality helping services which include short- short-term problem-solving and referrals to more intensive care; Providing crisis intervention services; Providing follow-up assistance to support and guide employees through the resolution of their problems; and by Acting as an education and training resource. Employees shall be able to access the EAP through calling directly (self-referral), through the Peer Assistants, or through a supervisory referral based on job performance. Participation in the EAP is voluntary. Establishing a voluntary EAP to compliment the mandatory testing program is intended to encourage employees to seek treatment early and on their own. The EAP will assist employees in obtaining information, guidance, and counseling to help them handle their problems before they become a drug testing or disciplinary issue. An outside vendor has been selected and will perform the following duties:  • Maintain a toll-free telephone access for referrals and respond to calls in no more than sixty (60) seconds.  • Provide union/management consultation relative to the development and integration of organizational policies and procedures necessary for effective Employee Assistance Program implementation.  • Orient employees regarding the purpose, scope, nature and use of the Employee Assistance Program.  • Train Union (including Division Chairpersons and any other Union officials), supervisory and management staff to develop the knowledge and skills necessary to effectively utilize the program in the performance of their responsibilities.  • Provide direct one-to-one counseling utilizing licensed professional staff for crisis management and to identify and evaluate personal concerns among Employer’s employees and/or their immediate dependents. Such direct counseling shall provide for three (3) sessions per family per year. Fees for any counseling sessions exceeding three (3) will become the financial responsibility of the employee and/or dependent, unless otherwise arranged for by the employer. For non-urgent situations, an appointment will be offered within seventy-two (72) hours of request. For urgent situations, an appointment will be offered on the same day as the request for service.  Provide legal consultation, medical advice, financial consultation; one (1) consultation per incident is provided for each service, up to three (3) incidents per service, per year.  Provide referral services to professional community resources for treatment and/or assistance, as may be appropriate.  Provide continuing liaison and contact, when appropriate, between the employee, treatment agent or agency, and Employer to determine case status.  Provide monthly statistical evaluation of program activity, and other reports, as needed.  Send its principal or his designated representative to monthly meetings of the Municipal Railway Improvement Fund Board of Trustees, and any other meetings as reasonably required.  Assess all employees involved in Critical Incidents (e.g., on the job assaults, threats and/or accidents) that occur while on duty.  Provide up to three (3) counseling visits per employee involved in a Critical Incident.  Develop Critical Incident Program Policies and Procedures. Provide Critical Incident Case management, including:three

OVERVIEW OF EAP PROGRAM. This Employee Assistance Program (“EAP”) shall cover employees only, and is designed to assist employees, in consultation with their families where clinically appropriate, with problems that may affect their ability to perform their jobs. The EAP shall offer counseling services, including assessment, referral, and follow-up services. EAP’s offer assistance by helping employees assess and identify problems arising from a variety of personal areas. EAP’s assist employees by referring them to services which lead to solutions. EAP’s provide training and consultation services to management and union leadership regarding assisting troubled employees. The primary goal of the EAP will be to maintain employee’s ability to be fully productive on the job. EAP’s help employees, management, and supervisors maintain a high level of service by: Motivating employees to help; Helping supervisors identify troubled employees with job performance problems that may be related to personal problems; Assessing employees with alcohol abuse, drug abuse, family problems, depression, stress and other problems that can result in performance problems; Providing easily accessible quality helping services which include short- short-term problem-solving and referrals to more intensive care; Providing crisis intervention services; Providing follow-up assistance to support and guide employees through the resolution of their problems; and by Acting as an education and training resource. Employees shall be able to access the EAP through calling directly (self-referral), through the Peer Assistants, or through a supervisory referral based on job performance. Participation in the EAP is voluntary. Establishing a voluntary EAP to compliment the mandatory testing program is intended to encourage employees to seek treatment early and on their own. The EAP will assist employees in obtaining information, guidance, and counseling to help them handle their problems before they become a drug testing or disciplinary issue. An outside vendor has been selected and will perform the following duties:  • Maintain a toll-free telephone access for referrals and respond to calls in no more than sixty (60) seconds.  Provide union/management consultation relative to the development and integration of organizational policies and procedures necessary for effective Employee Assistance Program implementation.  Orient employees regarding the purpose, scope, nature and use of the Employee Assistance Program.  Train Union (including Division Chairpersons and any other Union officials), supervisory and management staff to develop the knowledge and skills necessary to effectively utilize the program in the performance of their responsibilities.  Provide direct one-to-one counseling utilizing licensed professional staff for crisis management and to identify and evaluate personal concerns among Employer’s employees and/or their immediate dependents. Such direct counseling shall provide for three (3) sessions per family per year. Fees for any counseling sessions exceeding three (3) will become the financial responsibility of the employee and/or dependent, unless otherwise arranged for by the employer. For non-urgent situations, an appointment will be offered within seventy-two (72) hours of request. For urgent situations, an appointment will be offered on the same day as the request for service.  Provide legal consultation, medical advice, financial consultation; one (1) consultation per incident is provided for each service, up to three (3) incidents per service, per year.  Provide referral services to professional community resources for treatment and/or assistance, as may be appropriate.  Provide continuing liaison and contact, when appropriate, between the employee, treatment agent or agency, and Employer to determine case status.  Provide monthly statistical evaluation of program activity, and other reports, as needed.  Send its principal or his designated representative to monthly meetings of the Municipal Railway Improvement Fund Board of Trustees, and any other meetings as reasonably required.  Assess all employees involved in Critical Incidents (e.g., on the job assaults, threats and/or accidents) that occur while on duty.  Provide up to three (3) counseling visits per employee involved in a Critical Incident.  Develop Critical Incident Program Policies and Procedures. Provide Critical Incident Case management, including:sixty