Policy Manual   University of North Texas

Classification          Number: 1.7.8    Date Issued: 5/01; 11/05

SUBJECT: EMPLOYEE ASSISTANCE PROGRAM (EAP)

APPLICABILITY: ALL REGULAR STAFF AND FACULTY

1.  Purpose:

To provide a comprehensive resource to all eligible faculty and staff and their immediate family members (herein defined as spouses, dependent children and other persons living in the same household) to assist them with personal problems and concerns. As a self-referral and management tool, an EAP is intended to increase employee productivity, reduce absenteeism and turnover, positively impact the learning and work environment, and serve as a recruitment and retention tool for current and prospective employees.

2.  Policy

The University of North Texas recognizes that problems of a personal nature can have an adverse effect on job performance. It is also recognized that most personal problems can be dealt with successfully when identified early and referred to appropriate professional resources. Therefore, the University has made available an Employee Assistance Program to all regular retirement-eligible faculty and staff and their family members.

3.  EAP Services:

The overall objective of the EAP is to maximize employee functioning in personal matters and on the job. The EAP is designed to deal with a broad range of human problems such as mental or emotional illness, family or marital difficulties, alcoholism and/or drug abuse, financial stress, legal problems, or other concerns. The program provides problem assessment, diagnosis, referral and short-term counseling, including a limited number of psychological counseling sessions per life event in a contract year. These sessions may be utilized by the employee’s immediate family members as well. The cost for additional services not covered by insurance are the responsibility of the employee.

3.1 The services are available on a self-referral and, under special disciplinary circumstances, management-referral basis. Information about EAP services may also be received by contacting the University’s EAP Coordinator in the Human Resources Department. Management-referrals need to be made in conjunction with the EAP Coordinator.

3.2 Sick leave, if available, may be used for the counseling sessions mentioned above on the same basis as granted for other health problems.

4.  Confidentiality:

           All services provided under the Employee Assistance Prgram are strictly confidential. Except when
           there is an employee signed release form, UNT will have no record of these services. Participation does not
           jeopardize an employee’s job security, promotional opportunities or reputation.

5.  Responsibilities:

5.1 Faculty and Staff Member’s Responsibility: It is the faculty and staff member’s responsibility to recognize that personal problems may be the cause of performance problems at work. Except for disciplinary cases involving mandatory management-referrals, the employee has the choice of making a self-referral or accepting the referral to the EAP or not. If the referral is made or accepted, it is the individual’s responsibility to make appointments and to pursue the counselor’s recommended course of treatment. Staff employees must understand, however, that if job performance is not improved, normal disciplinary procedures will be followed.

5.2  Supervisor’s Responsibility: It is the supervisor’s responsbility to recognize that an individual’s work performance can be affected by personal problems and to effectively use the EAP when performance problems are not corrected through normal supervisory attention. Supervisor’s should make sure employees are aware of the services provided by the EAP. Supervisors are not expected to diagnose or treat the personal problems of their employees. If performance problems are corrected, no further action is taken. If problems arise, normal disciplinary procedures will be followed.

In rare cases, such as with substance abuse, referral (management-referral) to the EAP may become a condition of employment. Such an assessment should be made in conjunction with the EAP Coordinator in the Human Resources Department.

Supervisors and managers are encouraged to actively support the EAP and be commited to its utilization.

5.3 Human Resources Department: The University’s Human Resources Department is responsible for administering the Employee Assistance Program.

 

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