213City Of Anaheim Administrative Regulation
CHAPTER 2 - EMPLOYMENT PROCEDURES
Subject: Employee Assistance Program A.R. 213
Issue Date: July 1, 1979
Revised:
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Purpose:
The purpose of this program is to assist employees who may develop a personal problem
affecting their job performance, and to aid them in gaining assistance before their
condition renders them unemployable.
The program objectives are to:
Establish policy and procedural guidelines for dealing with personal problems that
may cause declining work performance;
Inform and instruct supervisors and employees, by an educational process, as to
their role in the program;
Help provide channels for referral for assessment, treatment, and follow-up so as
to maximize rehabilitation probability.
Procedures:
City Responsibility:
1. The City recognizes that almost any human problem can be successfully treated
provided it is identified in its early stages and referral is made to an appropriate
treatment resource. This is true whether the problem is one of physical illness,
mental or emotional illness, finances, martial or family distress, alcoholism,
substance abuse, legal problems or other concerns.
2. The City recognizes that the above mentioned are serious health and behavioral
problems which have a potentially serious impact upon the lives of those
employees so afflicted and, in turn, their families.
3. The City maintains an attitude of assistance and/or treatment towards such
problems encountered by employees. It must be recognized, however, that
successful resolution of such problems requires a high degree of the employee's
personal motivation and cooperation.
City of Anaheim Administrative Regulation 213
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4. Referrals:
A. Voluntary Referral:
Any employee who feels he or she has a problem is encouraged to seek
help, either through the employer channels or privately. Any decision on
the part of an employee to seek help will not interfere with his or her
position or employment. Confidentiality will be maintained at all times.
B. Supervisory Referral:
Based on deteriorating job performance, as noted by the immediate
supervisor, the employee may be referred to a designated support service
which, with the assistance of an appropriate resource person (e.g., a
physician or counselor) will make the necessary assessment and referral to
the appropriate source of assistance.
5. This program is preventive in that it attempts to correct job performance
deficiencies at the earliest possible time. It is in no way meant to interfere with
the private life of the employee.
Employeeponsibility:
The employee is expected to maintain job performance and attendance at an acceptable
level as identified and discussed during the periodic performance evaluations conducted
by his supervisor.
City Management Responsibility:
1. Management is committed to developing and supporting an effective program to
assist all employees in overcoming problems affecting their work performance.
2. Management recognizes that the support of the employee organizations is
essential in the development and implementation of an effective program.
3. Management sees the supervisor as being essential in the successful operation of
the program, utilizing good supervisory practices.
4. Management recognizes the necessity of initial training and on -going education
for all management, supervising, and employee organization representation to
insure the success of the program.
5. Management will provide information on the program to all employees and their
families.
6. Management assumes responsibility for on -going evaluation and up -dating of the
program.
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City Supervisor Responsibility:
1. To be alert to changes in work patterns of all persons under his supervision and to
record instances of deteriorating work performance.
2. To conduct a corrective interview with the employee when warranted because of
deteriorating and/or unsatisfactory work performance.
3. To conduct a follow-up interview to ascertain what the employee has done, and
then maintain regular contact to insure that the employee continues to work at
solving the problem(s) of deficient job performance.
4. If the employee is making a reasonable effort to resolve the problems, the
supervisor will determine a maximum period of time for the employee to bring his
job performance up to an acceptable level.
5. If work performance is not improved within the maximum period of time, the
employee will be subject to the usual disciplinary procedure for cases of
continuing unsatisfactory job performance.
Employeeganization Responsibility and Role:
1. Responsibility:
The responsibility of an employee organization is to represent, upon request, an
employee in his employment relationship with the City. Therefore, this policy
and procedure provides an area for employee organization and management to
work together for the mutual benefit of the employee.
2. Function:
The employee organizations function is to represent the employee's interests
through the assurance that:
A. The employee's job security and promotional opportunities are not
adversely affected by his request for diagnosis and treatment;
B. Interviews are restricted to the issues of job performance;
C. The confidential nature of the employee's medical records are to be
preserved.
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3. Role:
A. To encourage the earliest possible utilization of services, on a voluntary
basis for employee's showing indications of a problem.
B. When the employee's job performance has deteriorated, the employee
organization will work in cooperation with management to advise the
employee of his options:
(1) the availability of treatment;
(2) acceptance of treatment;
(3) consequences of failing to improve job performance.
Responsibility:
The Human Resources Department is responsible for city-wide administration of this
program.
Attachments: None