Carnegie Mellon University

Employee Assistance Program

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 last updated in June 2015.
ACCOUNTABLE DEPARTMENT/UNIT: Office of the Vice President and General Counsel. Questions on policy content should be directed to the chief Human Resources officer, ext. 8-2047.
ABSTRACT:

The EAP is a voluntary program that provides confidential counseling for employees and their families.

RELATED POLICY: Carnegie Mellon Alcohol and Drug Brochure and Policies
ADDITIONAL INFORMATION: GuidanceResources is available 24 hours a day, seven days a week, by telephone at 844-744-1370, or through the GuidanceResources website. To use the website, the Company WebID is Carnegie.

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' household members are also eligible to use this benefit.

Features

Carnegie Mellon has contracted with ComPsych, a private counseling and service organization, to administer EAP services through the GuidanceResources program. GuidanceResources provides free confidential assessment and referral services for Carnegie Mellon employees and their household members. Typical issues that may be addressed include drug and alcohol abuse, marital problems, psychological problems, and legal or financial difficulties. GuidanceResources also provides a website and other informational resources about important issues.

Counseling  Employees and their household members can contact a professional GuidanceResources counselor at any time by calling 844-744-1370. 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 GuidanceResources is voluntary, even if recommended to an employess by management. Counseling will not jeopardize an employee's job security or promotional opportunities; nor does it relieve an employee of the responsibility for meeting acceptable job performance and attendance records.

Website  GuidanceResources maintains a website where employees and their household members can find extensive information on issues such as health and wellness, child and elder care, financial planning and many other topics. To use the website, the Company WebID is Carnegie.

Cost  There is no cost for GuidanceResources assessments or referrals; however, there may be fees for the services of other providers. Such fees are the responsibility of the employee or houseold member and his or her health insurance. GuidaneResources 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 household members using GuidanceResources services will be held in strictest confidence by GuidanceResources personnel. GuidanceResources will not release information regarding an individual's problem without the individual's written authorization.

Guidelines for Supervisors

Supervisors can refer employees to GuidanceResources 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 GuidanceResources 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 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 GuidanceResources 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 household 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 household members 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 household 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.