220 – Employee Assistance Program
I. Purpose
The purpose of this policy is to establish guidelines and procedures for employees to utilize the Employee Assistance Program (EAP).
II. Policy
The Employee Assistance Program (EAP) is offered through the HCSO insurance provider for employees with personal concerns that may affect work performance. The EAP is available to all employees and dependents for confidential consultation on such issues as:
• Alcohol or drug abuse
• Marital or relationship difficulties
• Spouse or child abuse
• Mental health disorders
• Grief, trauma, loss
• Family difficulties: parenting, step-parenting, elder care
• Financial problems or credit card abuse, etc.
• Other personal concerns
• Work-related trauma or performance problems
III. Procedure
A. Self-Referral:
1. The EAP helps employees and their families identify problems and refers the employee or qualified family member to qualified professionals for assistance at no charge.
2. Professional services are often covered by the employee’s insurance. The EAP directs an employee to professional, confidential help that is designed not to jeopardize the employee’s job with the county or licensure with TCOLE.
3. An employee requesting confidential assistance will call the EAP hotline.
B. Administrative Referral/Administrative Leave or Duty Status:
1. The EAP provides supervisors with a venue to administratively refer an employee to get assistance in a confidential manner. An administrative referral is a personnel order where the HCSO brings an employee to the attention of the EAP to seek help for a problem that is interfering with the employee’s work performance. The employee will, upon being contacted by the EAP representative(s), have the option to participate or decline to participate in any recommended assistance.
2. The administrative referral must be approved by the bureau commander or their designee and coordinated through the Human Resources Division (H.R.). The disposition of the referral regarding whether the employee accepted participation or declined it will be noted.
3. Employees are cautioned that a confirmed positive test result for illegal drugs or a confirmed alcohol concentration of .02 or greater makes them subject to disciplinary action, up to and including termination. In a case where an employee has been found to engage in substance abuse affecting their job performance, if they are not terminated, they will receive a mandatory referral to the EAP. Failure to cooperate with the referral may result in disciplinary action up to and including termination.
C. Additional Information:
For more information about the EAP contract company and the referral process, employees and supervisors may contact H.R.
Revision
This policy has been revised on the below listed dates:
April 21, 2009
May 1, 2018
August 27, 2021
December 11, 2024