12. Employee Referral Program

12.1. The purpose of the Employee Referral Program (ERP) is to provide confidential assistance to full-time and part-time employees and their dependents (who are eligible for coverage under the Public Employees Insurance Program) to reduce the adverse impact of personal problems on job performance. For this section, the term "Personal problems" means problems which have impaired job performance, including, but not limited to, emotional or behavioral disorders, alcohol or drug abuse, family or marital discord, and financial or legal problems.

12.2. Full-time and part-time employees are eligible for assistance through the ERP regardless of race, color, religion, sex, age, national origin or ancestry, disability (including blindness), medical condition, marital status, veteran status, political affiliation, or any other protected status defined by law.

12.3. The employee is responsible for meeting the cost of treatment. Public Employees Insurance Agency (PEIA) or other third party payers may provide coverage for certain types of treatment.

12.4. Program Assumptions

..........12.4.a. Early identification and treatment of problems is essential to the successful resolution of the problem.

..........12.4.b. The decision to seek diagnosis and accept treatment for any suspected problem or illness is primarily the responsibility of the employee.

..........12.4.c. The Department's concern for the individual's personal life, including drinking practices and the misuse of drugs, begins only when it adversely affects job performance or attendance. "Impaired job performance" means a change for the worse in job performance indicators, including employee evaluations, productivity, safety record, absenteeism, and interpersonal relationships with fellow employees.

12.5. It is the policy of the Department that the voluntary request for assistance through this program will not be made a matter of record nor will it jeopardize the employee in any way.

12.6. Any employee of the Department who violates the confidence associated with participation in the Employee Referral Program may be subject to disciplinary action.

12.7. No reference concerning the nature of the personal problems shall appear in the personnel file.

12.8. Personnel records of actions taken or decisions to discharge are to be related to the unsatisfactory performance or attendance of the employee and not to personal problems.

12.9. Implementation Procedures

..........12.9.a. When an employee's performance or attendance is unsatisfactory, it will be called to his/her attention using regular Department procedures and policies.

..........12.9.b. If low performance or poor attendance continues, the supervisor may again discuss the problem with the employee and may elect to offer referral to the ERP.

..........12.9.c. If the employee accepts the offer of help and the job performance or attendance problem is corrected, no further action will be taken.

..........12.9.d. If the employee refuses the offer of help and the job performance or attendance problem continues, disciplinary actions will be taken.

12.10. Employees may voluntarily seek counseling and information on a confidential basis from the ERP. No record of such participation may be placed in the personnel files and the supervisor shall not be notified.

12.11. The Commissioner will designate an ERP Coordinator responsible for administering the program and who will serve as the contact for information and assistance with the program. The ERP Coordinator will be bound by the policies of confidence expressed in this section. Violation of confidence by the ERP Coordinator will be cause for disciplinary action, up to and including discharge.