The Office of Faculty and Staff Services (FSS) provides confidential counseling and referral services to faculty, staff, and their family members to promote emotional well-being and to increase engagement and productivity among members of our UI community. The types of problems for which a client could expect assistance include: job stress and conflicts, relationship and personal issues, family and parenting concerns, sleep difficulties, alcohol dependency, other addictions, budgeting or debt management services, as well as many other concerns.
23.2 UNIVERSITY OF IOWA EMPLOYEE ASSISTANCE PROGRAM (EAP).
The University of Iowa Employee Assistance Program offers the following services:
b. Brief counseling: If brief counseling services are appropriate, the client and counselor may decide to resolve the problem in the sessions allotted. See www.uiowa.edu/hr/fsseap/eap/index.html.
c. Supervisory consultation: A supervisory consultation is designed to provide helpful guidance to supervisors, leaders and Human Resources Representatives as they address the needs of faculty and staff. Supervisors may contact a counselor simply to discuss their observations and concerns; to explore options with an understanding, non-judgmental third party; and to seek specific advice in planning a constructive approach to solve or cope with a problem situation. See www.uiowa.edu/hr/fsseap/superrefer.html.
d. Educational training, supervisory training, educational programming: FSS staff offers a variety of training opportunities to enhance engagement and productivity and to help insure a safe and respectful work environment. FSS offers supervisory training programs for persons seeking information about our services, how to enhance the emotional well-being of faculty and staff, how to assist with specific concerns for employees, and how to address drug or alcohol abuse problems in the workplace. To schedule, contact the Office of Faculty and Staff Services, 121-50 University Services Building.
23.3 SUPERVISORY REFERRAL.
When work performance, attendance, and/or conduct become unsatisfactory, supervisors are highly encouraged to provide information about the resources available, along with FSS contact information. The supervisor may schedule an FSS appointment for the employee if the employee requests.
a. Good faith. Supervisory referrals should be made with good faith efforts to provide assistance and must be based upon fair and reasonable observation and evaluation of the employee in question. If disciplinary action is indicated, such action should also be taken: FSS is not a substitute for performance management.
b. Voluntary participation. Participation in FSS is entirely voluntary. A supervisor may suggest to employees that FSS may be able to help in their efforts to improve performance, but may not refer an employee as a condition of continued employment.
c. Confidential. With the employee's written release, the Employee Assistance Program counselor will notify the supervisor that the employee followed through on the referral. No other information is released unless the employee requests and signs consent to do so.
23.4 BEHAVIOR RISK MANAGEMENT.
Faculty and Staff Services serves as the coordinating office of the Behavior Risk Management team. This team responds to situations of potential violence or threatening behavior by assessing the individual involved and the workgroup, then making recommendations for ensuring ongoing safety for the work unit. See www.uiowa.edu/hr/oe/fss/BRM/index.shtml.
The Office of Faculty and Staff Services adheres to strict ethical guidelines pertaining to client confidentiality. It is, however, necessary to recognize that the state's mandatory reporter law provides for exceptions to this rule in particular situations. For example, an Employee Assistance Program counselor is required by law to report child and dependent adult abuse, and to take action if a client poses clear and imminent danger to self and/or others, and must respond to a legal subpoena.
23.6 JOB SECURITY.
An employee's participation in FSS shall not jeopardize job security or promotion, tenure, or scholarly opportunities. Employees participating in the program will expect no special privileges or exemptions from University regulations.
23.7 DISCIPLINARY PROCESS.
FSS is wholly independent of University disciplinary proceedings. The program is non-punitive and employee participation is entirely voluntary and protected from any reciprocity.
23.8 RELEASE TIME FROM WORK.
(Amended 8/11; 6/12)
Employees may request release time from work for the initial FSS evaluation period. For subsequent appointments, employees may use available sick leave or vacation time as provided for in III-22.2 and III-23.2. Employees scheduled to work the third shift may schedule appointments during FSS office hours or by emailing FSS at EAPhelp@uiowa.edu.
23.9 PAYMENT FOR FSS.
There will be no charge for assistance offered through FSS. When the employee pursues a referral recommended by the FSS counselor, he or she is responsible for fees which may be charged by the referral service. In cases of medical necessity, health insurance often provides some coverage. Employees are not eligible for overtime pay when attending FSS appointments.
These categories of permanent full-time and part-time (50 percent or more) staff members are eligible for services provided by FSS:
b. Professional and Scientific staff,
c. Merit System staff,
d. Relatives, including domestic partners, of eligible University of Iowa employees, who may or may not be employed by the University.