Reading...
Play button
Play button
Use LEFT and RIGHT arrow keys to navigate between flashcards;
Use UP and DOWN arrow keys to flip the card;
H to show hint;
A reads text to speech;
33 Cards in this Set
- Front
- Back
|
What is the District’s EAP designed to do?
|
The EAP is designed to identify, motivate, and refer, at an early stage, those employees who need help with personal or medical problems that contribute to unacceptable job performance or behavioral problems.
|
|
|
Who will act as the liaison to the EAP administrative office?
|
The Diversity Management Officer (DMO) will serve as the liaison to the EAP administrative office and will also coordinate EAP training workshops within the department.
|
|
|
Who is the EAP applicable to?
|
The EAP is applicable to any employee in a covered agency, other than a temporary employee or any employee serving in a probationary period.
|
|
|
What is the relationship between the EAP and the collective bargaining agreements?
|
The provisions of a collective bargaining agreement will take precedence over the procedures of the EAP to the extent that there is a difference.
|
|
|
Is the EAP intended to prevent corrective or adverse actions?
|
No, the EAP is not intended to prevent corrective or adverse action, if an employee’s performance or behavior warrants discipline.
|
|
|
Where will records pertaining to an employee’s participation in the EAP be kept?
|
They shall be kept in strictest confidence and separate from official personnel folders in accordance with the D.C. personnel regulations ch.31.
|
|
|
What happens if any supervisor, manager, or employee breaches the confidentiality of an employee’s participation in the EAP?
|
They will be subject to disciplinary actions in accordance with the D.C. personnel regulations ch.16.
|
|
|
Who will render assessment, counseling, and referral services to an employee in the EAP?
|
They will be rendered by private employee assistance providers under contractual agreements with the DC gov’t.
|
|
|
Will Supervisors be authorized to diagnose or recommend professional treatment resources for employees with personal problems or illnesses?
|
No, at no point will Supervisors be authorized to diagnose or recommend professional treatment resources for employees with personal problems or illnesses.
|
|
|
How is leave granted when professional treatment is required, including inpatient care for additional or mental illness?
|
Leave will be granted for the treatment or rehabilitation on the same basis as granted for other health problems. (Two hours of Administrative Leave may be granted for an employee’s initial EAP appointment.)
|
|
|
What are the two types of referrals that may be used for admission into the EAP?
|
Self-referrals and agency referrals.
|
|
|
Explain a self-referral into the EAP.
|
An employee who contacts the EAP on his or her own initiative, based solely on a personal decision to seek assistance. (Generally, job performance has not yet been affected, and intervention at this early stage is most advantageous for all concerned.)
|
|
|
How will a self-referral contact the EAP administrative office contractor?
|
Directly by calling 202-727-6740.
|
|
|
If an employee is requesting administrative leave, what does the supervisor have the right to request?
|
Whenever an employee is requesting administrative leave, it is the supervisor’s right to request verification of an appointment. The employee may request an appointment verification from the EAP administrative office to be given to the supervisor as proof of appointment.
|
|
|
What must the employee do if additional time is needed for further assistance beyond the initial assessment session (inpatient care, therapy, or medication schedule)?
|
The employee must request leave (sick, annual, compensatory time, leave without pay, or attend during off-duty hours) as specified in DPM ch. 12,
part II. |
|
|
How are follow-ups on self referrals conducted?
|
The follow-up will be conducted with the employee and the contractor ONLY. (No written or oral information will be shared with anyone unless the employee so requests in a signed EAP release of information form.)
|
|
|
When should the employing agency refer an employee to the EAP?
|
As soon as problems are manifested which adversely affect the employee’s job performance or conduct. (This referral should be made before or concurrent with disciplinary steps, depending upon the severity of the problem.)
|
|
|
How are Employer-referred appointments requested?
|
Employer-referred appointments will be made by the supervisor in the form of an official referral letter which is accompanied by a completed EAP Supervisory Referral Form. Or, in emergency situations, by telephone in order to expedite the referral. (In emergency situations, the supervisor is still responsible for sending the appropriate documentation – referral letter form – to the EAP administrative office/contractor by the next work day.
|
|
|
If an emergency situation causes disruption at the work site, and there is reasonable cause to believe that the employee’s conduct constitutes an immediate hazard to the agency, to the employee concerned, to other employees, or to the detriment of the public health, safety, or welfare, what leave may be given to this employee?
|
The employee may be given immediate administrative leave in accordance with chapter 16 of the D.C. personnel regulations. In lieu of this, employees may request to use their accrued leave in accordance with ch. 12 of the D.C. personnel regulations.
|
|
|
How long will an employee be excused from work if he is referred to EAP by his/her supervisor, and how is this leave charged?
|
The employee will be excused from work for up to two hours to attend his initial assessment and referral session with no charge to his leave. This time will be charged as administrative leave. (No initial assessment or referral will last longer than 2 hours.)
|
|
|
What is done if the employee fails to report back to work in a reasonable amount of time after the initial assessment or referral?
|
The supervisor may contact the EAP administrative office for verification of the employee’s arrival and departure time for his session. (If it is found that the employee has violated leave privileges regarding the EAP appointment, the supervisor will take the necessary actions in accordance with ch. 12 or 16 of the D.C. personnel regulations.
|
|
|
What are agency referrals required to sign at the time of their initial assessment session in order to receive services?
|
They are required to sign a Release of Information Form, allowing disclosure only as to their participation.
|
|
|
The Supervisor or manager referring an employee to the EAP will be provided with an employee status report that is limited to what?
|
To notification and adherence to appointments; no-shows; dropouts; and active or inactive participation in the recommended plan. No information regarding the type of diagnosis will be disclosed.
|
|
|
Who is responsible for the financial cost of the initial assessment, counseling, and referral session with the EAP?
|
The cost will be paid in full by the District gov’t only to the extent it is not covered by the employee’s health insurance carrier. An employee who does not have health insurance coverage will be covered in full for the initial assessment session with EAP. The employee will assume the financial responsibility for further assistance needed beyond the initial assessment session through 3rd party reimbursement or payment, use of facilities that offer sliding fee scale, self-help groups, or other arrangements to the extent possible.
|
|
|
When the EAP staff member that is responsible for the employee’s case contacts the supervisor or manager, what information is shared?
|
Only information related to whether or not the employee was seen by the assessing agency, if a plan for further assistance was established, and if the employee had agreed to follow the recommended plan.
|
|
|
When will follow-up activities be conducted with the supervisor and the employee to determine the employee’s work status and progress?
|
Within six months following EAP participation.
|
|
|
Where do supervisors and managers keep all the information regarding an employee’s participation in the program?
|
All of this information must be kept separate from the employee’s personnel folder. This information will be kept in a secure manner by the supervisor or manager and no other staff person is to be allowed access to this information.
|
|
|
Who is authorized to release information concerning an employee’s participation, diagnosis, prognosis, and treatment through the EAP? And what must be done in order to release the information?
|
Only the employee can authorize the release of information. In order to release the information, the employee must sign a confidentiality release form and send it to the EAP, the EAP contractor, or the treatment person or agency.
|
|
|
List some of the changes in work performance and unusual behavior that supervisors should be alert to for all personnel under their supervision.
|
Absenteeism and tardiness, on the job absenteeism (leaving work), extended lunch periods, early departures, substantial decrease in quality and quantity of work, altered periods of high and low productivity, frequent mistakes, impaired judgments and memory, and frequently missed deadlines.
|
|
|
What should the supervisor do in the event that an employee’s performance or behavior does not meet expected standards or where individual patterns of performance or behavior appear to be deteriorating?
|
The supervisor should maintain written records of these events including the date, time, and nature of the incident. Conduct a consultation session with the employee when unsatisfactory work performance or behavior warrants it.
|
|
|
What should the supervisor do before he refers an employee that is having performance or behavioral problems to the EAP?
|
The supervisor should use as many alternatives or solutions as are available to solve the performance or behavioral problem. If none of these alternatives improve the problem, then the supervisor should at that time refer the employee to the EAP.
|
|
|
Can an employee be disciplined for not attending an EAP appointment?
|
No employee can be disciplined for not attending an EAP appointment since the program is not mandatory. The employee can be disciplined only in accordance with ch. 16 of the D.C. personnel regulations.
|
|
|
Whose responsibility is it to notify the Department that an accommodation is needed?
|
In general, it is the responsibility of the individual seeking an accommodation. However, the request may be made by an authorized family member or health care provider.
|
