Supervisor Guide To Employee Enhancement Flashcards
Police employee assistance program
PEAP
The Police Employee Assistance Program has a variety of resources available for you and your employees to assist in long term health and wellness which are not limited to:
• Management consultation, assessments, counseling, and referrals for services to employees with personal and/or work-related concerns, such as stress, financial issues, legal issues, family problems, office conflicts, and alcohol and substance abuse.
• PEAP provides educational presentations, orientations, and outreach in stress management, compassion fatigue, suicide prevention, post shooting trauma, Officer Involved Shootings, Critical Incident Stress Management (CISM), communication skills and grief classes offered to LVMPD employees and their family members.
• PEAP provides resources for our employees and their family members who serve in the military by providing a mentorship and partnership program to ease the stress incurred to all affected by military deployments.
PEAP resources
Behavioral Healthcare Options
BHO - 3 free visits for all employees each year
Behavioral Healthcare Options also provides
But BHO provides more than counseling. They provide access to variety of resources both online and through telephonic professionals for: child care, elder care, financial consultation, legal consultation, resource library, etc. These resources are available for LVMPD employees and their family members.
How do supervisors contact PEAP
For an immediate PEAP response during normal business hours contact the PEAP office at 702-
828-3357. After hours contact the LVMPD dispatch supervisor at 702-828-7110 to be connected with the on-call PEAP supervisor.
• If you do not need immediate assistance please leave a message on the PEAP answering machine at the above listed number.
• Employees can also send email requests for assistance or guidance to PEAP@LVMPD.COM. This email is checked Monday thru Friday.
Critical incident Debriefing
PEAP resources could be a follow up phone call from the PEAP section or could be a critical incident debriefing. The debriefing resource allows your team to confidentially discuss the event and diffuse the stress of the event. PEAP resources can be used for ALL employees that are involved in the event: Officers, PSRs responding to the incident, crime scene analysts who processed the scene, call takers and/or dispatchers who answered the phones or worked the channel of the event, LESTs or other personnel who spoke with witnesses or victims.
When should a supervisor make an immediate notification to PEAP
Employee is a victim of a person crime and could use emotional support
An employee is arrested for a crime
Who notifies PEAP after a critical incident (OIS) or on duty injury
Dispatch
When should a supervisor call or send an email to PEAP
Sickness or Death in an employees family
Stressors that are affecting employees personal life, work performance, or emotional health and wellness.
Affected after responding to a traumatic call
Employee was a victim of a crime and has to go to court proceedings
Supervisors wants assistance speaking with employee about possible resources
PEAP is a confidential resource for employees. PEAP staff members are REQUIRED to protect the confidentiality of program participants. Information discussed with participants of the program will be considered privileged and confidential with the following exceptions:
1. The participant is an immediate threat to self or others.
2. The participant admits to the commission of any crime (including illicit drug use).
When does PEAP have to report what an employee tells them
What should a supervisor do after they have contacted PEAP
This confidentiality can leave a supervisor feeling frustrated. PEAP always recommends that supervisors reach out to their employee and ask them, “How are you doing?” and “Is there anything I can do for you?”
What should be done once an employee is placed on administrative leave?
PEAP recommends that you do not exclude your co-worker when they have been placed on leave.
Instead, include them in normal activities. Invite your co-workers to lunch, group outings, and text ther to check on them. Employees on AL may attend briefings and squad training (if allowed by CIRT after a OIS), however, they cannot be in uniform nor in a patrol vehicle.
being mindful NOT TO ask questions pertaining to the incident which has caused the employee to be placed on leave due to respect for the confidentiality of the situation and the admonishment that may have been directed.
Supervisors should not ask the employees when they will be back to work
Administrative Leave. Supervisor should not
