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ORANGE COUNTY SHERIFF'S OFFICE GENERAL ORDER Effective Date: August 8, 2014  Amends - GO 4.6.6 (August 16, 2010) Number: 4.6.6 Distribution: All Personnel Review Month: April Reviewing Authority: HRD / Employee Services Subject: Employee A ssistance Program (EAP) This order consists of the following: 1. Purpose 2. Policy 3. Definitions 4. Procedures 1. Purpose The purpose of the Employee Assistance Program (EAP) is to provide professional services to help employees and their families reso lve difficulties that affect their private lives or job performance. 2. Policy It is the policy of the Sheriff to have an Employee Assistance Program (EAP), at no cost to the employee, in order to achieve the following objectives: A. To assist the Sheriff 's management in demonstrating concern for the well -being of employees and their families by offering a special benefit at a time when they need it most - when they are struggling to cope with personal problems. B. To aid supervisors in becoming more effe ctive and efficient by providing a practical mechanism for dealing with subordinate's personal problems which are affecting performance. C. To strengthen morale and enhance the team concept within the organization. D. To reduce problems and costs related to the full spectrum of personal problems affecting the behavior, attendance, and general productivity of Sheriff's employees. E. EAP provides short term psychological counseling. Employees may be referred for long term counseling through the employee’s health insurance program. F. Supervisors at all levels are responsible for remaining alert to ineffective work performance and are to offer assistance at the earliest sign of a recurrent problem. Supervisors shall discuss the nature of the personal probl em only with persons deemed necessary. G. Participating in EAP does not relieve an individual from performing his/her job duties at an acceptable level. 4.6.6 , Page 2 of 3 H. Records pertaining to the EAP are governed by Florida State Statutes. I. Nothing in this statemen t of policy or in EAP is to be interpreted as constituting a waiver of management's responsibility to maintain discipline or invoke disciplinary measures associated with a personal problem. 3. Definitions A. Confidential - not to be shared with other pers ons without the express, written consent of the individual concerned. Limits to confidentiality apply in certain circumstances. B. Constructive Confrontation - dealing directly with performance issues without meddling in one's personal affairs; yet, maki ng it clear that whatever problems one has, they must be appropriately addressed so that performance is no longer affected. C. Employee – for purposes of this policy, an individual who performs work for the employer, to include sworn (full time and reserv e) and non -sworn (full time non- sworn , part -time paid, and school crossing guards). D. Family Member - a person related to an employee who resides in the employee's home, or is a legal dependent of the employee. E. Fitness for Duty Evaluation (FFDE) - an assessment to determine an employee’s psychological fitness to perform assigned duties. 4. Procedures A. General 1. Referrals to the EAP can be made through three (3) means: individual self - referral; informal supervisor y referral and/or mandatory superv isory referral. 2. All serious work performance issues (Fitness for Duty Evaluations) will be routed through the Human Resources Division Commander or designee and on to EAP, where appropriate. The Human Resources Division Commander or designee is respon sible for providing a follow -up report back to the referring supervisor. B. Self-Referrals Employees or their family members who desire confidential assistance for a personal problem should call the EAP and ask to speak to an Employee Assistance Counselo r. The counselor shall either provide the assistance on the phone or shall arrange to see the individual for further consultation. All communication between an individual and the counselor will be held in the strictest confidence. C. Informal Superviso ry Referral Supervisors may suggest to employees that they contact the EAP to assist them with their personal problems. This type of referral serves as a reminder to 4.6.6 , Page 3 of 3 employees of the services of the EAP provides. The employee does not have to comply with the Supervisor’s suggestion to utilize EAP services. All communication between the individual and the counselor will be held in the strictest confidence. D. Mandatory Superviso ry Referrals 1. The EAP can be an effective tool for use by management in imp roving employee behavior at work. Problematic behavior may indicate the appropriateness of constructive confrontation and a mandatory referral to the EAP for counseling and problem resolution. 2. The basis of a mandatory referral to the Employee Assistan ce Program by a supervisor can be: a. A request by an individual for assistance with a personal problem which could impact work performance. b. A documented decline in work performance and reason to believe personal problems outside the job exist. c. A par ticular on -the-job incident which indicates the possible presence of a personal problem, excluding misconduct which may warrant disciplinary action. 3. A mandatory referral to the EAP will be coordinated with the Human Resources Division Commander or desi gnee. Such referrals are appropriate when assistance is deemed necessary