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| IS - 2030 Employee Assistance Program | Human Resources Release Date: 11/7/00 |
Employee Handbook 9.03, Discipline
Central New Mexico Community College (CNM) places great value on its employees and is committed to helping them cope with issues that adversely affect their job performance. CNM recognizes that there may be instances when personal, family, and work site conflicts have an adverse impact on employee work performance.
The Employee Assistance Program (EAP) is in place to help the College and its employees manage these conflicts. The EAP provider is an independent contractor of trained professionals who provide guidance and counseling regarding issues such as work site conflicts, workforce effectiveness, marital conflicts, divorce, death, alcohol or substance abuse, emotional problems, financial problems and other domestic issues.
All regular full- and part-time employees and members of their households are eligible to participate in the EAP.
Participation in EAP services is voluntary and confidential, other than exceptions referred to in Section 4 of this document. When possible, information discussed with the EAP professional will be kept confidential, and will not be released without the written consent of the employee.
2.1 The EAP representative is legally compelled to release information if the individual being treated is a danger to self or others, child abuse is involved, as law may require, or a court order exists.
2.2 In other instances, information will be released only with the employee’s consent. If a signed release is not available, the only information provided to the employer will be whether the employee attended appointments at the EAP as a result of a formal supervisory referral.
Services are offered at no cost to the employee.
3.1 There may be instances when the employee will be referred to a health care or other provider by the EAP. Costs associated with this will not be covered by the EAP.
EAP services can be accessed through various means.
4.1 Self Referral. The employee may contact the EAP provider directly. The Human Resources Department will provide information regarding the current EAP contractor.
4.2 Emergency Referral. As a result of a critical incident or a high risk situation (e.g. employee is a danger to self or others).
4.3 Informal Supervisory Referral. The supervisor will discuss concerns with the employee and suggest or recommend that the EAP be contacted.
4.4 Formal Supervisory Referral. The supervisor will consult with the Human Resources Representative and describe the problem. An appointment will be scheduled, and the employee will be required to attend. The EAP will notify Human Resources and the supervisor when the employee has completed the recommended course of action. Referral to the EAP is designed to help the employee and the College. Failure to comply with the conditions set forth in the referral will result in disciplinary action as outlined in Section 9.03 of the Employee Handbook.
Supervisors who are concerned that an employee’s personal problems are having a negative impact on the work place are encouraged to consult with their Human Resources Representative prior to contacting the EAP provider.
Examples of performance problems may include, but are not limited to:
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Absenteeism (excessive sick leave, repeated unexcused absences, excessive tardiness);
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On-the-job absenteeism (excessive absence from work station; excessive trips to water fountain or rest room);
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Unsafe behavior (readily preventable/unexplainable accidents, needless risks, disregard for safety);
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Lowered job efficiency (work requires greater effort, missed deadlines, increased errors, loss of interest, poor decision making);
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Confusion (difficulty recalling instructions, increased difficulty in handling complex assignments);
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Erratic work patterns (alternate periods of high and low productivity, inconsistent quality);
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Reporting to work in an obviously abnormal condition;
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Problematic interpersonal relations (over-reaction to real or imagined criticism, wide mood swings, increased irritability, unreasonable resentment, increased complaining); and
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Abnormal behavior (inappropriate personal appearance, borrowing money from co-workers).
There may be instances where conflict exists between employees, or supervisors and their employees. Mediation is an approach whereby an unbiased, trained professional works with both parties to reach consensus or mutual understanding. The goal of mediation is to help employees resolve conflicts before they escalate. In most cases, mediation is voluntary; however, it can be mandatory if the conflict is disruptive to the organization. The supervisor or employee should consult with the Human Resources Representative to determine if mediation is recommended.
Documentation of performance problems is of utmost importance.
7.1 Documentation should be in writing and include specific dates, times, places, events and action taken.
7.2 Supporting documents will be forwarded to Human Resources and may be included in the employee’s official personnel file.
7.3 The employee’s supervisor will complete the Supervisor Referral Form. Upon receipt of the form, the Human Resources Representative will contact the EAP.
8. Training & Organizational Interventions
The EAP is available to provide training. Training offerings include, but are not limited to: strategic planning, team building, conflict resolution, workplace violence prevention, stress management, and dealing with difficult people. The Human Resources Department will coordinate training.
9. Critical Incident Stress Management (CISM)
The EAP is available to meet with employee groups following critical incidents such as the death or suicide of a co-worker, a death or traumatic injury at the workplace, a violent event in the workplace, and other crises that can have a traumatic effect on employees in the workplace. The Human Resources Department will coordinate CISM consultation.
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| Forms: | Supervisor Referral Form |
| Support Materials: | N/A |
| Reference Materials: | Employee Handbook 9.03, Discipline |