G.O.4.6.6 EMPLOYEE ASSISTANCE PROGRAM (EAP)

Question 1

Who will all serious work performance issues (Fitness for Duty Evaluations) will be routed through before going on to EAP?

PSD

Risk Management

Personnel Management Manager

Director of Human Resource or designee

Answer 1

Director of Human Resource or designee

GO 4.6.6 (4 A 2)

All serious work performance issues (Fitness for Duty Evaluations) will be routed through the Director of Human Resources or designee and on to EAP, where appropriate

Question 2

When employees or their family members call the EAP and speak to an Employee Assistance Counselor, all communication between an individual and the counselor is subject to review by the agency.

True

False

Answer 2

False

GO 4.6.6 (4 B)

Employees or their family members who desire 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.

Question 3

Mandatory Supervisory referral pertains to employees and family members.

True

False

Answer 3

False

GO 4.6.6 (4 D 5)

Mandatory Supervisory referral pertains only to employees, and not family members.

Question 4

not to be shared with other persons without the express, written consent of the individual concerned

Confidential

Family Member

Fitness For Duty Evaluation (FFDE)

Constructive Confrontation

Employee

Answer 4

Confidential

GO 4.6.6 (3)

Question 5

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

Confidential

Family Member

Fitness For Duty Evaluation (FFDE)

Constructive Confrontation

Employee

Answer 5

Constructive Confrontation

GO 4.6.6 (3)

Question 6

for purposes of this policy, 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)

Confidential

Family Member

Fitness For Duty Evaluation (FFDE)

Constructive Confrontation

Employee

Answer 6

Employee

GO 4.6.6 (3)

Question 7

a person related to an employee who resides in the employee’s home, or is a legal dependent of the employee

Confidential

Family Member

Fitness For Duty Evaluation (FFDE)

Constructive Confrontation

Employee

Answer 7

Family Member

GO 4.6.6 (3)

Question 8

an assessment to determine an employee’s psychological fitness to perform assigned duties

Confidential

Family Member

Fitness For Duty Evaluation (FFDE)

Constructive Confrontation

Employee

Answer 8

Fitness For Duty Evaluation (FFDE)

GO 4.6.6 (3)

Question 9

Who is responsible for providing a follow-up report back to the EAP referring supervisor?

PSD Investigator

Sector Commander of PSD

Risk Management

Director of Human Resources or designee

Answer 9

Director of Human Resources or designee

GO 4.6.6 (4 A 2)

The Director of Human Resources or designee is responsible for providing a follow-up report back to the referring supervisor.

Question 10

Supervisors and managers shall receive training in the program services, supervisors’ role and responsibility, and identification of employee behaviors which would indicate the existence of employee concerns, problems, or issues that could impact the employer’s job performance

True

False

Answer 10

True

GO 4.6.6 (4 D 6)

Supervisors and managers shall receive training in the program services, supervisors’ role and responsibility, and identification of employee behaviors which would indicate the existence of employee concerns, problems, or issues that could impact the employer’s job performance

Question 11

EAP can be made through the following means EXCEPT:

informal supervisory referral

individual -self referral

fellow employee referral

mandatory supervisory referral

Answer 11

fellow employee referral

GO 4.6.6 (4 A 1)

Referrals to the EAP can be made through three (3) means: individual self referral; informal supervisory referral and/or mandatory supervisory referral

Question 12

Who should a mandatory referral to the EAP be coordinated with?

PSD

Personnel Management Manager

Risk Management

Director of Human Resources or designee

Answer 12

Director of Human Resources or designee

GO 4.6.6 (4 D 3)

A mandatory referral to the EAP shall be coordinated with the Director of Human Resources or designee. Such referrals are appropriate when assistance is deemed necessary for continued effective job performance. However, fitness for duty has not yet become an issue

Question 13

Mandatory Supervisory referral to the EAP does not entitle management to be advised whether or not the appointment was kept and whether or not the employee is cooperative

True

False

Answer 13

False

GO 4.6.6 (4 D 4)

Mandatory Supervisory referral to the EAP entitles management to be advised whether or not the appointment was kept and whether or not the employee is cooperative

Question 14

Select ALL the items below that can be the basis of a mandatory referral to the EAP by a supervisor

tardiness and excessive absences

a particular on-the-job incident which indicates the possible presence of a personal problem

a request by an individual for assistance

a documented decline in work performance

Answer 14

a request by an individual for assistance, a documented decline in work performance, a particular on-the-job incident which indicates the possible presence of a personal problem

GO 4.6.6 (4 D 2)

The basis of a mandatory referral to the Employee Assistance Program by a supervisor can be:

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 incident which indicates the possible presence of a personal problem, excluding misconduct which may warrant disciplinary action

Question 15

The employee must comply with the Supervisor’s suggestion to utilize EAP services

True

False

Answer 15

False

GO 4.6.6 (4 C)

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 Supervisor’s suggestion to utilize EAP services

Question 16

Problematic behavior may indicate the appropriateness of constructive confrontation and a mandatory referral to the EAP for counseling and problem resolution.

True

False

Answer 16

True

GO 4.6.6 (4 D 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

Question 17

It is the policy of the Sheriff to have an Employee Assistance Program (EAP), at cost to
the employee.

True

False

Answer 17

False

G.O. 4.6.6 pg1

It is the policy of the Sheriff to have an Employee Assistance Program (EAP), at no cost to
the employee,

Question 18

Participating in EAP does not relieve an individual from performing his/her job duties
at an acceptable level.

True

False

Answer 18

True

G.O. 4.6.6 2G

Question 19

Records pertaining to the EAP are not governed by Florida State Statutes.

True

False

Answer 19

False

G.O. 4.6.6 2H

Records pertaining to the EAP are governed by Florida State Statutes.

Question 20

Once an employee is referred to EAP, management’s responsibility to maintain discipline or invoke disciplinary measures are waved.

True

False

Answer 20

False

G.O. 4.6.6. 2-i

Nothing in this statement of policy or in EAP is to be interpreted as constituting a
waiver of management’s responsibility to maintain discipline or invoke disciplinary
measures associated with a personal problem.