CIM Section 35.1

The Employee Assistance Program (EAP) is designed to assist employees and their immediate families in recovering from alcoholism and drug abuse and in dealing with other problems in a formal, non-disciplinary setting. The EAP helps employees and their immediate families through consultation, evaluation, counseling, and/or referral to community resources and treatment facilities. Participation in the EAP is voluntary and will not place the employee’s job security or promotional opportunities in jeopardy. However, participation in the EAP does not shield the employee from discipline or prosecution. The EAP is a confidential program, subject to the provisions of Section 940 of the Employee and Labor Relations Manual.

Question: If an employee enrolls in the EAP, should such enrollment be considered favorably in disciplinary action proceedings?

Answer: Yes. An employee’s voluntary participation in the program will be considered favorably in disciplinary action proceedings.

Question: Is management prohibited from taking disciplinary action while an employee is enrolled in the EAP?

Answer: No. Although voluntary participation in EAP will be given favorable consideration in disciplinary action, participation in EAP does not prohibit disciplinary action for failure to meet acceptable standards of work performance, attendance and/or conduct. Furthermore, participation in EAP does not shield an employee from discipline or from prosecution for criminal activities.

Source: Employee and Labor Relations Manual (ELM) Chapter 9, Section 941.32.

Question: Will participation in EAP jeopardize an employee’s promotional opportunities?

Answer: Participation in EAP will not jeopardize an employee’s job security or promotional opportunities.

Source: ELM Chapter 9, Section 941.31