EMPLOYEE ASSISTANCE PROGRAM

Introduction

Auburn University's largest investment and most valuable resources are its people. The goal of our Employee Assistance Program is to preserve and protect this valuable resource. A wide range of personal problems not directly associated with one's position of responsibility can adversely affect an employee's job performance. In most instances, the employee will overcome such personal problems independently, and the effect on job performance will be minimal. In other instances, normal supervisory assistance will serve either as motivation or guidance to resolve such problems, and the employees job performance will return to an acceptable level. Sometimes, however, neither the employee nor the supervisor can resolve the employee's problem, and unsatisfactory performance exists.

Purpose

Auburn University recognizes that most human problems can be successfully treated or resolved, if identified early, and appropriate action or care provided. This applies whether the problem is emotional, marital or family, legal, financial, alcohol or drug related, or any other undetected behavioral/medical problem. The purpose of this policy is to assure employees that if such personal problems are the cause of deteriorating job performance, they will receive an offer of assistance to help resolve such problems in an effective and confidential manner through the services of the Employee Assistance Program.

An important concern of the Employee Assistance Program is to help the employee with alcohol and drug related problems. Auburn University recognizes alcoholism and drug abuse as illnesses which can be successfully treated. Thus, employees with these illnesses can expect to receive the same consideration and opportunities for treatment that are extended to employees with any other illness or health problem.

Guidelines

Auburn University believes that one of the basic functions at all levels of supervision is to identify below standard job performance and take the necessary steps to help the employee improve his/her performance. All supervisors will be responsible for the effective adoption and implementation of this policy in their departments or units. Proper supervisory action is to refer the troubled employee, on the basis of deteriorating job performance only, to the Program Coordinator who will, if necessary, refer the employee for appropriate consultation. The cause of below standard job performance may well be outside the realm of job responsibilities when the employee is unable or unwilling to correct the situation on his/her own, or with normal supervisory assistance.

Auburn University becomes involved with an employee's behavioral, medical, and other personal problems only when the problems affect job performance, attendance, safety, conduct, and productivity. There is no wish or intent to intrude upon the private or personal life of an employee, but rather to provide assistance where needed for his/her success.

Some employees may have problems that have not yet progressed to the point of seriously affecting job performance. Any employee who recognizes such problems may voluntarily contact the Employee Assistance Program Coordinator for confidential help.

An employee's job performance may be affected when a family member is troubled. For this reason, Auburn University extends the same offer of assistance, through the employee, to immediate family members.

Participation in Auburn University's Employee Assistance Program is voluntary, to the extent that the employee will not be forced to participate or accept recommended treatment. Not accepting an offer to participate in the Employee Assistance Program shall not be a basis for disciplinary actions and will not, in itself, be used against the employee. If the employee fails to follow recommendations, normal existing disciplinary action based on documented job performance will be taken.

Employees are responsible for the costs involved in resolving or treating any personal problem just as they are presently responsible for any costs for hospitalization or medical services. Auburn University's group health and hospital insurance coverage may cover either all or a percentage of the cost of services of health care professional (including alcoholism and drug abuse treatment) to whom employees and their eligible dependents may be referred for assistance.

If the problem is not covered by health insurance, the EAP Program Coordinator will inform the employee in advance and work with the employee to locate other resources to provide assistance if needed.

Confidentiality

Referral for evaluation or acceptance of suggested treatment will in no way jeopardize an employee's job security or promotion opportunities. An individual's participation in the program will remain totally confidential and will not be made part of his/her personnel records. Medical and insurance records, if any, will be preserved in the same confidential manner as all other medical records. Program participation records will be maintained separately and independently of any other files, for program staff use only.

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