Employee's guide

Below we discuss two main concerns about you and the Employee Assistance Program (EAP):

Employee guide: including autonomy and confidentiality.
Dealing with supervisors: questions relating to the supervisor and you.

Employee guide:

Autonomy

The autonomy of employees is upheld through the voluntary nature of the EAP. While employees who need help are encouraged to approach the EAP, no one can force them to do so. We realize that people can be helped only if they want to be helped. Early recognition and decisive action can address problems before home life and work performance are affected, but this must be a personal decision.

Confidentiality

All employee dealings with EAP are considered confidential except in situations where counsellors have legal obligations (e.g. summons to witness, suspicion of child abuse/neglect or imminent threat of physical harm to self or others). No information is shared with supervisors or fellow workers.

Only anonymous data are collected for statistical purposes. Employees are encouraged to provide anonymous feedback to any EAP committee member on how well the program worked and how it can be improved. Information retained by the counsellor about counselling sessions is not released without written permission from the employee.

Both assessment and counselling assistance may be arranged through on-campus or off-campus providers and outside working hours. When counselling requires absence from work, it is the employee's responsibility to inform her/his supervisor/department chair. That individual is not entitled to know the details of the assistance but may confirm with an EAP contact that EAP assistance is involved.

Employees are encouraged to provide anonymous feedback to any EAP committee member on how well the program worked and how it can be improved.

Dealing with supervisors

The EAP realizes that relations with supervisors are sometimes difficult when an employee is experiencing personal problems. Common worries of employees have to do with confidentiality, time off work, voluntariness in seeking assistance, and sympathetic support from their supervisor.

Here are some questions you might have about the employee/supervisor relationship and the EAP:

May an employee use the EAP without the supervisor's knowledge?

Yes, it is possible for an employee to use EAP without his/her supervisor's knowledge or involvement. This is the best situation because it usually means that efforts are being made to resolve the personal problem before job performance is significantly affected. However, if EAP requires absence from work, the employee is expected to inform his/her supervisor of their participation in EAP.

Can a supervisor insist that an employee utilize EAP?

No. Use of EAP is completely voluntary. Resolution of personal problems cannot be mandated.

What can be done if a supervisor will not allow an employee to have time off to use the EAP?

Most supervisors support employees' use of EAP. Policy #67 states that salary and benefits will be continued while an employee pursues treatment which has the prospect of being successful in a reasonable length of time.

EAP help sessions should be scheduled times when they are at least disruptive to your work. If you encounter any difficulty with your supervisor with respect to EAP, you may find it helpful to contact one of the EAP Committee members.