Chapter 3 – Personnel, Training, and Employee Relations

33050.3 Employee Assistance Program

• The Employee Assistance Program (EAPEmployee Assistance Program) is provided by the state of California and administered by the California Department of Human Resources as part of the State’s commitment to promoting employee health and well-being to all State employees.  The EAPEmployee Assistance Program is available to assist employees and their eligible family members in identifying and gaining control over personal problems which can, and often do, affect both family life and job performance.  The EAPEmployee Assistance Program is both voluntary and confidential.

• Services

  • Employees and their eligible dependents shall be able to access services through a toll-free number 24 hours a day, 7 days a week, 365 days a year.

  • Employees who are appointed full-time or part-time regardless of their bargaining unit designation are eligible for EAPEmployee Assistance Program services. Contracted employees on State payroll who are eligible for benefits are eligible for EAPEmployee Assistance Program services. An employee, their spouse/registered domestic partner, and eligible dependents are entitled to receive a specified number of sessions per contract year.

  • The state of California contracts directly with a provider for EAPEmployee Assistance Program services. There is no cost to the employee or their family members for the initial authorized sessions if the employee/Department uses the contracted provider. The level of service and number of counseling sessions per contract year, for which an employee is eligible, is determined by the bargaining unit to which the employee belongs.

• Confidentiality

  • Confidentiality is strictly maintained as required by law.

  • The legal exceptions are the same as those that guide all clinicians:

    • When authorized by written consent of the employee.

    • If a member expresses intent to commit child or elder abuse, or expresses plausible suicidal or homicidal intent.

    • If a court order (subpoena) requires a clinician to reveal otherwise confidential information.

• EAPEmployee Assistance Program Referrals

  • There are three ways that EAPEmployee Assistance Program services can be assessed:

    • Self-Referral – This type of referral occurs as a result of an employee recognizing a problem in either his/her own or a dependent’s life. As a result of this recognition, the employee may contact the service provider for assistance.

    • Informal Referral (Supervisor Recommendation) – This type of referral occurs when the supervisor recognizes an employee struggling with a personal problem; or if the employee has asked for assistance in solving a problem.  The supervisor or manager may suggest that the employee contact the EAPEmployee Assistance Program.

    • Formal Supervisor Referral – A formal referral is utilized when there is no improvement in an employee’s work performance or other areas of deficiency which were discussed in their informal corrective meeting. The supervisor will work directly with the contractor’s Management Consultant (MC). The MC will advise the supervisor of the best way to approach the employee regarding the EAPEmployee Assistance Program. In addition, the MC will provide guidance to help the supervisor prepare a formal letter and meet with the employee to present the problem and the expectations. Participation in this program is still voluntary. A Supervisor’s Handbook is available from departmental EAPEmployee Assistance Program Coordinators. The handbook provides specific guidelines for making a formal supervisory referral.

• Use of State Time

  • The Department allows State time off for an employee to consult with the EAPEmployee Assistance Program clinician up to two sessions following the acceptance of a formal supervisory referral. This shall be documented on CDCRCalifornia Department of Corrections and Rehabilitation Form 998-A as “administrative time off.”

  • For all other referrals, the employee shall be granted the time off required through the use of earned leave credits. However, the employee shall make every attempt to arrange EAPEmployee Assistance Program counseling outside of work hours.