Library: Policy
OKDHS:2-1-89. Employee Assistance Program (EAP)
Revised 09-15-01
(a) Purpose. The Department of Human Services Employee Assistance Program (EAP) extends assistance to DHS employees and their immediate families who have problems which might adversely affect their job performance or personal well-being.
(b) Goals. The goals of EAP are:
- (1) to promote the personal well-being of employees and their immediate families by helping them gain assistance with alcohol dependency, chemical dependency, or other personal problems. This is done through identification and referral for counseling, treatment, or both, which will assist in reducing turnover, increasing productivity, and elevating morale; and
- (2) to assist supervisors to work more effectively with employees who have such problems.
(c) Policy. An employee's personal life becomes a concern of the Department when it interferes with satisfactory work performance, reflects discredit on the Department, or jeopardizes the safety of the employee or others. The Department recognizes that stress, anxiety, alcohol dependency, chemical dependency, and other personal problems can be successfully treated if identified and referred to those skilled in handling such problems. EAP is designed to help employees overcome problems on a confidential, professional, and humane basis, without jeopardizing the employee's job; and is designed to secure for employees a continuum of services, from prevention to treatment to reintegration.
(d) Supervisor's responsibility. Supervisors are responsible for posting current information concerning EAP and making the information known and available to all employees. When there are reasonable grounds for believing a problem of the type described in this policy may be present, supervisors are responsible for advising employees of EAP and documenting they have done so. Supervisors are not to involve themselves in EAP as either diagnosticians or therapists. Supervisors are responsible for advising any employee who receives corrective discipline that the EAP is available and documenting that the employee has been advised.
(e) Employee's responsibility. Employees are encouraged to utilize EAP by self-referral. Participation in EAP is optional. It is the employee's responsibility to seek assistance as needed, either through his or her own resources or through EAP. It is neither the supervisor's nor the Department's responsibility to require participation in EAP. Establishing and maintaining satisfactory job performance is the employee's responsibility. Participation or non-participation in EAP will neither adversely affect nor excuse an employee in the corrective discipline process. Participation in EAP will not adversely affect future employment or career advancement.
(f) EAP coordinator responsibility. The Human Resources Management Division administers EAP throughout the Department and has primary responsibility for coordinating the program and for assisting employees who wish to access the program. All actions are considered confidential.
(g) Confidentiality. Information concerning employees who have been referred to EAP is maintained in a confidential manner. Records maintained by the EAP are not part of an employee's personnel file. EAP information is released only with the signed consent of the employee, unless an EAP participant poses a serious threat to self or others. The confidential nature of employees' insurance records pertaining to problems addressed through EAP are preserved in the same manner as all other insurance records which are maintained separate and apart from the Department's official personnel files. Medical or insurance information is released only upon the employee's written authorization.
(h) Use of leave. The Department's policies on leave usage are followed when utilizing the services of EAP. Sick leave, annual leave, and leave without pay are available for EAP participants.
(i) Insurance coverage. An employee's health care provider may provide benefits, including counseling and therapy, for either outpatient or inpatient treatment for certain conditions, including treatment of alcohol and chemical dependency. Benefits are explained in the State Employee's Group Health, Dental and Life Insurance Handbook.
