Editor's notes:
POLICY TITLE: Carnegie Mellon Employee
Assistance Program (EAP)
DATE OF ISSUANCE: This policy was originally
issued to campus on 3/14/90 as Organization Announcement #322, Employee Assistance
Program. The information was most recently updated in April 2002.
ACCOUNTABLE DEPARTMENT/UNIT: Human Resources. Questions on
policy content should be directed to
LifeWorks is available 24 hours a day,
seven days a week, by telephone at 888-267-8126, or through the LifeWorks website. To use the website, the
company name is Carnegie; the password is 1121.
ABSTRACT: The EAP is a voluntary
program that provides confidential counseling for employees and their families.
MISC: See also:
Carnegie Mellon Employee Assistance Program
Introduction
As an institution of higher education dedicated to excellence in teaching and research, Carnegie Mellon recognizes the importance of the university’s human resources. The university believes that the job performance of each individual employee influences the quality of the institution as a whole. The university recognizes that job performance may be affected by personal problems that, when addressed in a timely, confidential and professionally supportive manner, can be successfully resolved. Carnegie Mellon has established an Employee Assistance Program (EAP), sponsored and paid for by the university, to facilitate employees’ efforts to resolve problems that can affect job performance and general well-being. Employees can contact the EAP on their own or they may be referred by management. Employees' family members are also eligible to use this benefit.
Employee
Assistance
Program Features
Carnegie Mellon has contracted with Ceridian Performance Partners, a private counseling and service organization, to administer EAP services through the LifeWorks program. LifeWorks provides free confidential assessment and referral services for Carnegie Mellon employees and their immediate families, including registered domestic partners. Typical issues that may be addressed include drug and alcohol abuse, marital problems, psychological problems, and legal or financial difficulties. LifeWorks also provides a website and other informational resources about important issues, and career development tools to enhance employees’ professional lives.
LifeWorks is available 24 hours a day,
seven days a week, by calling 888-267-8126.
·
Counseling Employees and their immediate family
members can contact a professional LifeWorks counselor at any time by calling
888-267-8126. The counselor can help
identify and resolve issues, and, when necessary, make referrals to other
providers for specialized or long-term treatment or assistance. Counseling
through LifeWorks is voluntary, even if recommended to an employee by management.
Counseling will not jeopardize an employee’s job security or promotional
opportunities; nor does it relieve an employee of responsibility for meeting
acceptable job performance and attendance standards.
·
LifeWorks Website LifeWorks maintains a website where employees
and their families can find extensive information on issues such as health and
wellness, child and elder care, financial planning, and many other topics.
Users can order free audiovisual and printed materials from the website. To use
the website, the company name is carnegie, the password is 1121.
·
Career Development Tools LifeWorks provides career development tools
such as the Management Line for supervisors, time management techniques, change
management guidance, and skills development information.
·
Management
Line Supervisors can contact the LifeWorks
management Line at 800-608-7515 to receive advice on employee relations, performance
problems, interpersonal conflicts at work, and similar issues.
Cost
There is no cost for LifeWorks assessments or referrals; however, there may be
fees for the services of other providers. Such fees are the responsibility of the
employee or family member and his or her health insurance. LifeWorks will
coordinate referrals, whenever possible, to take advantage of existing
insurance coverage in order to minimize costs to the employee.
Confidentiality
Information regarding employees or family members using LifeWorks services will
be held in strictest confidence by LifeWorks personnel. LifeWorks will not
release information regarding an individual’s problem without the individual’s
written authorization.
Guidelines for
Supervisors
Management
referrals Supervisors can refer
employees to LifeWorks based on:
·
A request by the employee for assistance with a personal
issue;
·
A pattern of decline in an employee’s work performance or
attendance; or
·
A particular on the job incident that indicates the
possible presence of personal problems.
Counseling through LifeWorks is voluntary, even if recommended to an employee by management. Counseling will not jeopardize an employee’s job security or promotional opportunities. At the same time, counseling does not relieve an employee of responsibility for meeting acceptable job performance and attendance standards. Supervisors should be sure to follow the university’s Progressive Disciplinary Procedures when dealing with poor work performance. Supervisors can contact human Resources if they have questions about the appropriate way to handle an employee relations issue. Supervisors should not try to diagnose or solve an employee’s personal problems.
Time Off for Counseling Employees are expected to use LifeWorks services on their own time. Time off from work to attend counseling is treated the same as other absences due to personal illness, injury or medical appointments. Arrangements should be made with the employee’s supervisor in advance to schedule time away from work or make up any lost time.
Training Specialized training for faculty, supervisors, and upper-level administrators will be offered to help them recognize job performance problems that may be the result of personal problems or substance abuse. Other seminars and workshops will be made available as necessary.
Drug Free Workplace
Statement
Carnegie Mellon recognizes that abuse of alcohol or other controlled substances on campus can be detrimental to the campus environment and, in the case of controlled substances, may be illegal. The use of alcohol and other addictive substances by university employees is of concern because such use can interfere with an individual’s health, emotional well-being, and effective job performance.
The Employee Policy on Illegal Drugs,
distributed annually to campus in the Alcohol and
Drug brochure further specifies university policy with regard to controlled
substances and the Carnegie Mellon workplace. In support of these policies, the
EAP will assist Carnegie Mellon by:
·
Providing educational awareness programs available to all
employees regarding use, abuse, and
addiction to alcohol and other drugs as they affect individuals and their
family members.
·
Training supervisors and managers to recognize the possible
effects of the use of alcohol and other drugs on job performance and
introducing supportive methods of offering assistance to employees who
recognize their own disability and are interested in seeking help.
·
Providing confidential referral to rehabilitation resources for
employees desiring treatment, counseling or other professional assistance with
substance abuse problems.
·
Providing a mechanism for referral to rehabilitation resources for
employees found to be in violation of the Employee Policy on Illegal Drugs.
·
Informing employees and their families of the availability of the EAP,
particularly as it relates to the family nature of the disease of addiction to
alcohol and other drugs and to direct immediate family members toward
utilization of this service.
·
Carnegie Mellon will accord employees with alcohol and other addictions
the same respect and consideration given employees with other diseases and
disabilities and provide a supportive and encouraging work environment to those
recovering employees.
Contact
Questions on content should be directed to