Problems not directly associated with an employee’s job function can have an adverse effect on job performance and health. Often, an employee will overcome such difficulties. Normal supervisory assistance can serve to motivate and guide the employee and help resolve problems in order to bring the job performance back to an acceptable level.
When unsatisfactory job performance persists over a period of time (either constantly or intermittently) and neither the efforts of the employee nor the supervisor effectively resolve the problem, it is in the best interest of the employee, the family, and the university to refer the employee to the Working Well Program, which coordinates the EAP.
The objective is to assist the employee in a manner consistent with good therapeutic and business practice. The university policy is to handle such problems within the following framework without altering or amending any of the rights or responsibilities of the employee or the university.
- An employee participating in the EAP will be expected to meet existing job performance standards and established work rules within the framework of existing policies, procedures, and agreements.
- The university does not waive its responsibility to maintain discipline or the right to invoke disciplinary measures in the case of misconduct which may result from, or be associated with, personal problems.
- While participating or following participation in the EAP, the employee should not expect any special privileges or exemptions from standard personnel practices.
- An employee may seek assistance under the program by self-referral or referral by the supervisor.
Although obtaining assistance through the EAP is voluntary, if job performance or attendance problems persist, the supervisor must proceed with disciplinary action as stated in the EAP policy, sections 1 - 3.
The Ball State University EAP complies with applicable state and federal regulations with regard to the confidentiality of program records.