doc_1835977

WINDERMERE POLICE DEPARTMENT GENERAL ORDER 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 members and their families resolve difficulties that affect their private lives or job performance. 2. Policy It is the policy of the Windermere Police Departme nt to have an Employee Assistance Program (EAP), at no cost to the employee, in order to achieve the following objectives: A. To assist the Chief’s management in demonstrating concern for the well -being of employees and their families by offering a special b enefit at a time when they need it most - when they are struggling to cope with personal problems. B. To aid supervisors in becoming more effective and efficient by providing a practical mechanism for dealing with subordinate's personal problems which are af fecting performance. C. To strengthen morale and enhance the team concept within the organization. Effective Date: October 6, 2022  New Policy Amends 18.2 (October 1, 2013) Number: 18.2 SUBJECT: Employee Assistance Program (EAP) Print Date: 10/06/22 Distribution: All Personnel Review Month: October 18.2, Page 2 D. To reduce problems and costs related to the full spectrum of personal problems affecting the behavior, attendance, and general productivity of Windermere Poli ce Department 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 w ork performance and are to offer assistance at the earliest sign of a recurrent problem. Supervisors shall discuss the nature of the personal problem only with persons deemed necessary. G. Participating in EAP does not relieve an individual from performing h is/her job duties at an acceptable level. H. Records pertaining to the EAP are governed by Florida State Statutes. I. Nothing in this statement of policy or in EAP is to be interpreted as constituting a waiver of management's responsibility to maintain discipl ine or invoke disciplinary measures associated with a personal problem. 3. Definitions A. Confidential - Not to be shared with other persons without the express, written consent of the individual concerned. Limits to confidentiality apply in certain circumsta nces. B. Constructive Confrontation - Dealing directly with performance issues without meddling in one's personal affairs; yet, making it clear that whatever problems one has, they must be appropriately addressed so that performance is no longer affected. C. Employee - An individual who performs work for the employer, to include sworn (full time and reserve) 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 employ ee's home, or is a legal dependent of the employee. E. Fitnes s for Duty Evaluation (FFDE) - An assessment to determine an employee’s psychological fitness to perform assigned duties. 18.2, Page 3 4. Procedures A. General 1. Referrals to the EAP can be made through three (3) means: individual self - referral; informal supervisory referral and/or mandatory supervisory referral. 2. All serious work performance issues (Fitness for Duty Evaluations) will be routed through the Dir ector of Human Resources or designee and on to EAP, where appropriate. The Director of Human Resources or designee is responsible for providing a follow -up report back to the referring supervisor. B. Self-Referrals Employees or their family members who des ire confidential assistance for a personal problem should call the EAP and ask to speak to an Employee Assistance Counselor. The counselor will either provide the assistance on the phone or will 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 Supervisory 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 employees of the services of the EAP provides. The employee does not have to comply with the Superv isor’s suggestion to utilize EAP services. All communication between the individual and the counselor will be held in the strictest confidence. D. Mandatory Supervisory Referrals 1. The EAP can be an effective tool for use by management in improving 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 Assistance Program by a supervisor can be: 18.2, Page 4 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 particular on -the-job incid ent which indicates the possible presence of a personal problem, excluding misconduct which may warrant disciplinary action. 3. A mandatory referral to the EAP shall be coordinated with the Director of Human Resources or designee. Such referrals