Inomedic Civilian Employee Assistance ProgramSupervisor
Orientation/Training Presentation
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Table of Contents
2. What
is the Civilian Employee Assistance Program
7. Substance
Issues in the Workplace
8. Voluntary
Referral (Save Harbor)
12.
Supervisors Responsibilities
13. What
Supervisors Are Not Responsible For
15. Making
a Supervisory Referral
16.
Signs and Symptoms Checklist
1. Who We Are
2. What is the Civilian Employee Assistance Program
CEAP is an confidential employee benefit and support service for all civilian employees of Inomedic CEAP, and their immediate families, at all operating locations. This employee support service helps employees and their families resolve job-related, personal and family problems. CEAP is a managed total civilian workforce support service that provides confidential referrals (following a telephonic assessment) to medical, alcohol/drug, psychiatric, financial, legal, or other professional resources, when appropriate. CEAP is a support service that is confidential and falls
under the federal HIPPA regulations and guidelines. Information
about CEAP clients will never be shared with anyone, unless
the client signs a release of information, threatens to hurt
himself or someone else, or mandated by court order. This
form will specifically state what is to be shared, and with
whom.
We provide you confidential, professional counseling on a wide
range of subjects that can negatively impact their emotional
and professional well being.
3. How Can CEAP Help?
We provide Confidential telephonic assessment
and referral on a variety of issues, including, for example:
4. CEAP Benefits
5. Substance Abuse
On September 15, 1986, President Reagan signed
Executive Order 12564, establishing the goal of a Federal
Drug-Free Workplace. The Order made it a condition of employment
for all Federal employees to refrain from using illegal drugs
on or off duty. In a letter to all Executive Branch employees
dated October 4, 1986, the President reiterated his goal of
ensuring a safe and drug-free workplace for all Federal workers.
6. Substance Abuse Issues In the Workplace
From:
An Employer's Guide to Dealing with Substance Abuse There are some harsh realities regarding substance abuse
in the workplace.
7. Voluntary Referral (Safe Harbor)
As part of the drug free workplace, when
an employee seeks help voluntarily for a substance abuse issue,
it activates a process called Safe Harbor. It is in effect
when an employee voluntarily admits drug use prior to a scheduled
test; follows the drug referral recommendation, and refrains
from further drug use. 8. CEAP Treatment Philosophy
Records and discussions are kept completely confidential at all times, in compliance with existing laws and statutes. Employees are encouraged to use their own initiative at every opportunity. FISCN concerns itself only when the problem is one that affects job performance or employee behavior. Job security or promotional opportunities will not be affected if an employee chooses to use the CEAP services. Supervisors at all levels are responsible to offer assistance where and when it is needed. Supervisors are not trained by us to actively seek out problem
employees that they are not otherwise aware of. Supervisors
are discouraged from attempting any diagnosis of an employee's
problem.
9. Regulatory Issues
No other disclosures are made without the client's consent.
10. Supervisors at the Core
Supervisors are key to a successful CEAP.
You have direct contact with your employees, and are responsible
for their appraisals. 11. Supervisor Responsibilities
o Observe and document performance and behavior,
including problems. 12. What Supervisors Are NOT Responsible For
o Diagnosis of an employee's problem 13. Employees Who May Benefit
If you find that normal coaching is not effective, or if
you find that for the employee Mondays and Fridays are sick
days, you may have an employee who may benefit from a CEAP
referral. 14. Making a Supervisory Referral
o It is the Supervisors job to provide employees with the skills and tools they need to perform their job and CEAP may be one of those tools. o Referrals to CEAP should be based on a pattern of declining job performance. o At the first sign of declining job performance it is highly recommended that you:
15. Signs And Symptoms Checklist
16. What Happens Upon Contact
o Once a call is placed, a preliminary telephone assessment will be conducted. When appropriate, a face-to-face assessment interview with a referral source will be scheduled within 48 hours of the initial phone call (in the employee's geographical location). o In the case of an emergency, a telephonic assessment will be made within 45 minutes of the call. o The need for professional intervention in cases of emergency include: ¢ Suicide/homicidal ideation or gesturing 17. Referrals
We may make referrals to a variety of agencies, with the
client's consent, and based on the presenting problem. These
include: 18. Referrals
We may make referrals to a variety of agencies,
with the client's consent, and based on the presenting problem.
These include: 19. Website
20. Counseling Teamo Our counseling team has a variety of specialties,
and each counselor is an experienced professional. The team
has been assembled with a view to providing a good cross-section
of counseling skills. They include: 21. How to Contact Us
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