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EMPLOYEE ASSISTANCE POLICY

 

INTRODUCTION

The Company cares about the health and well being of its employees and recognizes that a variety of personal problems can disrupt their personal and work lives. Serious personal or family problems are usually amenable to treatment and rehabilitation. For instance, alcoholism is a treatable disease which has devastating effects on one's personal health, family and work life. Drugs, gambling, family problems and emotional distress can have similar effects. Most people solve their problems either on their own or with the advice of family and friends, however, sometimes people need professional advice. The Company, through its Employee Assistance Programme, provides access to professional counselling services for its employees and those in need of professional assistance are encouraged to use the programs.

EXTRACT SAMPLE OF THE POLICY

Basic Principles

  • Early intervention is desirable in dealing with any personal or family problems.
  • Management and unions working cooperatively through the Employee Assistance Programme can help employees deal with personal problems.
  • In formal referrals, the employer's concern with employee problems is limited to efforts to address deteriorating work performance. The supervisor or manager is responsible for identifying with the employee when job performance is below standard. The supervisor is not responsible for diagnosing the nature of a personal problem and the Employee Assistance Programme is not designed to interfere with an employee's private and social life.
  • The Employee Assistance Programme applies equally to all Company employees, dependents and significant others.
  • The Employee Assistance Programme encourages employees to voluntarily seek help (self-referral) for personal problems. The Employee Assistance Programme is strictly voluntary; mandatory referral is not used.
  • Confidentiality is the cornerstone of the Employee Assistance Programme. Employees access to the programme is voluntary and will not be conditional on a consent to release information to management. Information is not released to anyone without the employee's written consent. Legally, "confidentiality" refers to the obligation to refrain from willingly disclosing information that has been received in confidence and not to situations in which a court or statute compels a person to disclose information.
  • An employee's current job and opportunity for promotion or advancement will not be jeopardized by using the services of the Employee Assistance Programme.
  • The Employee Assistance Programme recognizes the need for granting of leave for the purpose of counselling and or treatment; existing agreements covering employee health benefits will be used.
  • The Employee Assistance Programme does not alter management's responsibility to maintain discipline or the right to take disciplinary measures within the framework of the agreement, nor does it alter the union's prerogatives.
  • The Employee Assistance Programme is not designed to assist in "conflict resolution" between employees and/or managers. These matters should be resolved through established administrative procedures and/or Collective Agreements. The Employee Assistance Programme can help the employee deal with personal consequences of conflicts which may be work related.

 

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