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.

 

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.

 

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.

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.

 

 

Questions on content should be directed to Barbara Smith, Assistant Vice President for Human Resources,  8-5070.