1. SELF-INITIATED

An individual contacts the ARS directly, or contacts an EFAP Representative for program information.

2. INFORMAL OFFERS OF ASSISTANCE

Regardless of who initiates the informal offer, the decision to obtain assistance is always the individual's choice.

The Informal Offers of Assistance are:

1. Other Initiated

A concerned person may inform the individual of his/her concern and encourage them to use the program.

2. Supervisor Initiated

A supervisor initiated informal offer of assistance is given when the supervisor has determined that an employee's performance problem is not related to "on the job" difficulties. The supervisor will always ensure that in the performance discussion the employee is:

1. informed of the availability of the EFAP and its services;

2. advised how to contact the ARS;

3. provided with a list of the EFAP Representatives;

4. encouraged to consider the value of using the program;

5. reassured that program use is VOLUNTARY and CONFIDENTIAL.

The supervisor will record when informal offers of assistance are made.

3. Employee Initiated

Situations may arise where supervisors, managers and other senior staff experience personal difficulties which affect their own performance and that of those who work with or for them. When an employee believes he/she is being detrimentally affected, the following procedures are recommended:

1. The concerned employee(s) would confidentially discuss the concern with an EFAP committee member and request that the situation be explored further.

2. The EFAP Committee member, while protecting personal anonymity of its employee(s) who expressed the concern, ensures that the appropriate procedures are taken immediately to have the situation examined.

FORMAL OFFERS OF ASSISTANCE

A formal offer of assistance is given by the employer when an employee has reached late-stage discipline for a continued job performance problem believed to be effected by a personal difficulty.

Prior to the job performance interview the employer would confer with an EFAP Committee member to ensure the appropriateness of the formal offer of assistance and to review procedure.

A Formal Offer of Assistance is:

1. provided only when discipline has reached the stage where termination is probable.

2. provided only once.

3. offered only after the employer is certain that a reasonable number of supervisor initiated informal offers have been made.

4. in writing from management with copies to the employee and the union (if applicable). The formal offer of assistance letter is separated from any written notice of disciplinary action.

During the performance interview the employer explains that whether the employee chooses to use the EFAP or not the employee is expected to maintain established standards.

4. CONCLUSION

THE EFAP WILL NOT BE USED AS PART OF THE DISCIPLINARY PROCESS. Regardless of any stage of progressive discipline the employee always maintains the right to accept or refuse the offer of assistance. Any disciplinary actions will always be separate from the program as such actions are not a part of the program's functions or responsibilities.