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Employee Assistance Program

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POLICY
Aurora University recognizes that a wide range of issues can have an effect on an employee's health, well-being and job performance. Moreover, these issues can affect employees at any level and in any position. If left unaddressed, these issues can escalate to a point where the employee's personal well-being or job performance can be affected adversely.

Aurora University provides an Employee Assistance Program (EAP) to assist with such issues by providing confidential and professional assessment, referral and follow-up services. The objective of this program is to assist employees and their family members in a manner consistent with the mission and values of Aurora University.

ELIGIBILITY

All regular full and part-time employees, employee spouse/domestic partner, and employee dependents are eligible for EAP services.

PROCEDURE

Aurora University recognizes that many issues can be successfully resolved if identified in the early stages and referral is made to appropriate resources. This applies whether the problem is work performance, physical illness, mental health, marital or family distress, alcohol/drug abuse, stress, financial, legal or other concerns. Accordingly,

1. Employees who have a problem or issue are encouraged voluntarily to seek assistance on a confidential basis by directly contacting the EAP. Family, fellow workers, or other concerned individuals can also suggest that an employee contact the EAP.
2. All EAP records and discussion will remain confidential between the employee and the EAP staff, unless the employee authorizes disclosure or as otherwise required by law. EAP participant files belong to the EAP, and are not part of the employee's personnel or medical records.
3. There is no charge to the employee for the assessment, referral or follow-up services provided by the EAP. If a referral for further assistance is made and accepted, the cost of such assistance is the employee's responsibility. The EAP staff will discuss financial considerations with the employee in advance of the referral.
4. Employees are expected to meet with the EAP Coordinator either before or after their normal work hours. Aurora University recognizes that there may be times when immediate assistance is needed, therefore, when appropriate the employee's supervisor may grant time to see the Coordinator. This time may be charged to sick leave, if available.
5. If an employee exhibits a job performance problem despite supervisor intervention, the supervisor may use the EAP as a management resource or as a referral resource to help the employee address issues that may impact job performance.
6. When an employee is referred to the EAP because of a job performance issue, his/her decision to attend the assessment session and/or follow through with EAP recommendations is voluntary, except in instances where the employee has agreed to EAP participation as a condition of continued employment.
7. Examples of job performance situations which constitute a referral to EAP as a condition of employment include:
   1. Job performance problems that require intervention according to Federal or State regulations or laws,
   2. Situations related to Aurora University's Alcohol/Drug policy, and
   3. When the employee signs a written agreement to pursue treatment.

The EAP and the disciplinary systems have their appropriate purposes. Although the two systems are separate, there may be times when they operate simultaneously with a particular employee. Unless an agreement about continued employment has been made, an employee's refusal to use the EAP will not result in disciplinary action. At the same time, the EAP is not a substitute for appropriate discipline nor a basis to compromise applicable rules, regulations, working agreements or a safe, healthy or efficient operation.

Questions regarding this policy should be directed to Human Resources.