HomeMy WebLinkAboutResolution 1984 (12)
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Emergency Resolution No. r
AUTHORIZING COUNTY-WIDE EMPLOYEE ASSISTANCE PRO GRAM
WHEREAS the Personnel Committee has been authorized to evaluate the
! working conditions of County employees and determine the programs that
would be of benefit to the employees and
WHEREAS the St. Croix County Board of Supervisors recognizes the value of employee retention and high standards of employee performance
and
WHEREAS it is deemed to be in the best interests of St. Croix County
to offer a program which would address the mental health, alcohol-
: drug abuse,~relational, etc. problems of its employees and
WHEREAS the St. Croix Health Center has established a successf ul out
~ reach program for its employees and has offered to provide the
training and expertise to implement the program in all County
departments,
NOW THEREFORE BE IT~RESOLVED by the St. Croix County Board of Supervisors meeting in regular session that the Employee Assistance Program be
implemented on a County-wide basis
AND BE IT FURTHER RESOLVED that the St. Croix Health Center be authorized
to provide the necessary training and consultation services to
implement said program.
Dated th i s 13th day of ~9arcl~, 1984.
PERSONNEL COMMITTEE
NEGATIVE AFF ATIVE
,I~-~
ROSCOE GARSkE f
r`
JULIE SPEER ,
v ~ ~
J. SHERM PETERSON
CLIFFORD SIAS
MILTON MEINKE
NORMAN E. ANDERSON
Passed and adopted this day of l,C 1984.
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RT. BQX 16-A NEIN RICHMQND, WIS. 54017 TEL.115-24fi-6991
EMPLOYEE ASSISTANCE PROGRAMS OyERVIEw
Emp]oyee Assistance Pragrams ~EAP~ in business and industry have been
developing since their inception i n the X940' s when they were cal 1 ed
alcoho] assistance programs. In the past, the troubled employees were
handled in only one way employees and their problems were ignored unti 1 they cou] d no 1 anger be ignored and then the emp~ oyee was fired.
Today progressive management recognizes that EAP offers a new way to
deal with the troubled employee.
An EAP offers business and industry a new way to deal with the troubled
` employee. Organizations that adept an EAP recognize that most employee
problems are related to one or mare of the fol ]owing : family problems, alcoholism, drug abuse, marital confl i~cts, legal prvbl ems , financial or
psychological problems. It i~s estimated that ten to twelve percent of
all workers are troubled by off-the-job problems that result i n twenty-
five to forty percent loss of efficiency an the job.. Nationally, this
results i n the lass of bi l ]ions of dol 1 ors to employers each year.
An EAP i s ~ des i gned to he~l p employees and their fami 7 i es identify the . problem at an early stage, motivate the employee to seek help, and to
direct the individual to the best professional assistance avai]able.
All such assistance i-s confidential . An EAP wi 11 result i n a more
productive employee and a greater return on the employer's investment.
Emp]ayee Assistance Pragrams take on many forms, yet there are severa]
universal and essential elements of a comprehensive program: ~ ~ ~ The supervisor identifies deteri~orati:ng job ,performance, not al cahol i sm,
drug dependence or emotional problems . Several reliable indicators of
deteriorating performance will usually be evidenced by reduced quality
of work performance, irregu]ar productivity, delaying tasks, frequent
mistakes and errors in .judgment. The supervisor does not need to diag-
nose the specific problem, only to document the problem i~n job perform- .once. Upon identifi~cati~on and documentation by a supervisor of
job performance problems, the supervisor may suggest to the employee
that he/she contact the EAP Coordinator who will assist the employee
i n i denti~fyi ng problems. This may result i n the referral of the employee
for assessment and possible treatment. ~3~ The program works best when .
there i s consistent documentation, as well as cor~nuni cati on between super-
vi sor, employee and EAP Coordinator. Because of the process, consistent. and fair monitoring and evaluation of an empl oyee'~s job performance occurs .