Confidentiality - Statement of Understanding
The Employee Assistance Program is committed to maintaining the privacy and confidentiality of those who use our services. Information provided by the employee and the employee's record are treated as confidential information, will not be released without the employee's written permission, and are maintained in the Employee Assistance Program office. Your confidentiality is limited only by what is dictated by law. The law requires EAP staff to report any suspected instances of abuse or neglect of minors to the Illinois Department of Children and Family Services (DCFS). Additionally, the Mental Health and Developmental Disabilities Confidentiality Act requires EAP staff to warn' any intended victim when a client discloses an intent to cause physical harm to a specific person and to intervene when there is a specific threat of self-harm. The Confidentiality Act also allows for the EAP counselor to consult with other EAP staff or the EAP supervisor for the purpose of case direction.
Statement of Understanding
The EAP provides problem identification, short-term problem solving counseling, consultation, referral, follow-up for personal problems such as stressed, anxious, or depressed feelings; family and relationship difficulties; alcohol and drug concerns; grief, loss, and bereavement and life transitions. When dealing with personal difficulties, the EAP allows 3-10 sessions depending upon the time it takes for the referral connection to be made. The EAP staff assists you in finding a provider approved by your insurance company that will help you with your specific situation. Although the EAP services are free, the referral to a counselor approved by your insurance provider means you will be accessing your insurance benefits. If the approved provider does not meet your needs, or if you need additional resources, please contact the Employee Assistance Program at 753-9191.
Individual workplace coaching is also provided by the EAP for employees and supervisors. Emphasis is placed on improving communication and understanding self and others in the workplace. Conflict resolution and problem solving are available for individuals and departments needing to resolve differences. Customized training is offered to departments to strengthen communication and functioning as a team.
I understand that if I have a specific complaint regarding an allegation of"unfair treatment" by a member of the university administration, faculty, or staff that I may make an informal or formal complaint at any time to the department of Affirmative Action and Diversity Resources within Human Resource Services.
If you have been referred by your supervisor due to job performance concerns and your supervisor contacts us, we will tell your supervisor only that you kept your appointment. We suggest that you tell your supervisor that you met with someone in the Employee Assistance Program. We will not provide any information to your supervisor about what we discuss or the nature of any referrals, unless you provide written consent for us to do so.
Job Security and Promotion
No employee shall have his or her job security or promotional opportunities jeopardized because of his or her participation or failure to participate in the Employee Assistance Program (EAP). Employee discipline is based solely on work performance and not your involvement with the Employee Assistance Program.
Voluntary Participation and Work Release
All employees have the right to go to Human Resource Service and the Employee Assistance Program during work hours with the approval of their supervisor. For confidentiality, we suggest people inform their supervisor that they need to go to Human Resources and agree upon a convenient time. The decision to participate in EAP services is VOLUNTARY, even when your supervisor refers you.