POLICY

It is the policy of Western Oregon University to make available to all of
its full-time, permanent employees (.5 FTE or greater) an Employee Assistance 
Program.  Both referral services and professional counseling services are 
available to all regular, full-time employees.  The EAP is directed by the 
Western Oregon University Personnel Office in coordination with the Vice 
President for Administration, Finance, and Human Resources Office.  This
office is located on the second floor of the administration building.

    PURPOSE

The purpose of this policy is to recognize that there is a wide range of
problems not directly associated with one's job function that can have an 
adverse effect on an employee's job performance.  In order to retain valued 
employees, the university provides an Employee Assistance Program (EAP) to 
positively deal with behavior and personal problems that contribute to 
decreased job performance.  Examples include, but are not limited to, lower
job efficiency, absenteeism, high accident or "near miss" rate, difficulties 
concentrating, confusion, inconsistent work patterns, resistance to change, 
change in physical condition, and/or unacceptable behavior.  The EAP consists 
of a comprehensive program to identify and assist in resolving employee's 
personal problems through professional counseling and treatment services.

    PROCEDURES

PROGRAM DEVELOPMENT: 
   : Create and maintain employee and supervisor awareness on the Employee 
     Assistance Program.
   : Distribute quarterly report/payroll stuffer to each participating 
     employee. (provided by the contractor)

SUPERVISOR/MANAGER EDUCATION IN:  
   : Problem identification and performance evaluation in a typical EAP 
     situation.
   : Awareness of special sensitivities of troubled employees, pre- and 
     post-treatment, and management techniques.
   : Learn when to refer employees.
   : Various organizational levels of application.
   : On-going telephone hotline assistance for supervisors. (per contract)

Supervisory personnel will be provided with basic training (not to exceed 12 
hours per year) scheduled through the Human Resources Office.  Training 
sessions will be provided annually for all new supervisory staff.  This 
information will also serve as a "refresher" for existing supervisors.  Once 
supervisory personnel have successfully completed training, he/she will only 
be required to attend "refresher" courses every other year.  

If a supervisor has not completed the required training and encounters a 
situation in need of the EAP, consult directly with your immediate supervisor 
or the Personnel Officer.  He/she will assist you in this process. 

It is the responsibility of the Cascade Centers, Inc. to do the following 
(taken directly from the contract):

1.  Make available a daily, 24-hour crisis counseling and appointment service 
    for all eligible employees.
2.  Counselors will return calls from eligible clients within 24 hours.
3.  Provide prompt appointments.
4.  Provide group counseling at work location, if requested by the participating 
    agency.
5.  Provide a convenient and private location.
6.  Create a comfortable, professional atmosphere for clients.
7.  Provide prompt, accurate diagnostic assessment.
8.  Provide short-term counseling when such is clinically appropriate and 
    would prevent the need for more extensive treatment.  Eligible clients shall 
    receive up to a maximum of 3 to 5 visits per incidence, depending on the 
    model selected by the participating agency.
9.  Refer clients in need of more specialized treatment to high-quality     
    providers.
10. Follow up referrals during and after treatment.
11. Maintain well-documented, confidential case records.
12. Maintain strict confidentiality with respect to individual client 
    information.

Procedures for implementing the EAP are as follows:

1. OBSERVATION: Training will assist in recognizing the warning signs 
   and maintaining objective observations.  
2. DOCUMENTATION:  Provide objective documentation of the facts.  
   Make sure all documentation is accurate and specifically describes 
   observed behavior. (Do not include opinions.)  This information should be 
   fair, detailed, and precise.  Be sure to document improved behavior.
3. PREPARE FOR YOUR MEETING:  Prepare yourself by considering how you feel
   about this situation.  If you feel your feelings are hindering a fair, 
   objective process, consider seeking help from your supervisor, the 
   Personnel Office, or the EAP.  Consult with the EAP prior to your meeting 
   to discuss a possible referral based on job performance.
4. TAKE ACTION - INTERVENE:  Hold a meeting with the employee to address the 
   performance problem and provide an opportunity to improve.
5. FOLLOW THROUGH:  Once the supervisor intervenes, a cycle begins where the 
   supervisor must observe and document job performance, reinforce positive 
   change, pay attention to job issues previously discussed,clearly state your 
   expectations of the employees participation in the EAP (when needed), follow 
   through on your expectations, and monitor the employee's performance during
   a reasonable amount of time to see if there is any improvement.

    AUTHORITY

The EAP is one component of the University's comprehensive plan to respond to 
the issue of illegal drugs in the workplace and to comply with the Drug Free
Workplace Act.  It is referenced in the OPEU Contract as it exists on individual
OUS campus.  Western Oregon University has chosen to provide this service to its
employees.   

Western Oregon University enters into the agreement with the desire to 
participate in the State of Oregon's Employee Assistance Program through the 
Department of Administrative Services (ORS Chapter 190).

    APPROVAL

The Director of Human Resources (also referred to as the EAP Coordinator) has
the responsibility of coordinating the EAP service center contract and payment, 
providing annual training, and providing individual assistance to each 
department upon request.