Equal Employment Opportunity (Eeo) Policy And Program Administration Form Sample Page 52
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54VA MEDICAL CENTER
POLICY MEMORANDUM 00-309
BRONX, NEW YORK 10468
July 24, 2003
(a) Thoroughly advise the employee of the intent, procedures, and confidentiality
of the program. No EAP counselor is bound to accept as a client an individual who
persists in illegal activities. Therefore, if information is disclosed on planned illegal
activity against others, or specificity and detail of past illegal activities, the counselor
should consult the Regional Counsel regarding appropriate steps. The counselor, as
appropriate, should advise the employee that continued disclosure will result in
termination of counseling services.
(b) Where an employee has a conduct or performance problem, recommend that
the employee sign a written consent to disclose to the supervisor information that the
employee is seeking assistance. The form must be signed voluntarily. The employee
should be informed that without the release of information to the supervisor, the
supervisor may initiate or proceed with an adverse action when an opportunity for
rehabilitation may be more appropriate. The only information that may be disclosed
to the supervisor is that which is specifically authorized by the employee.
(c) Restrict counseling services to matters relating to problem identification,
referral for treatment rehabilitation, or other assistance to an appropriate community
or other professional resource, and follow-up to aid an employee in achieving an
effective readjustment to his or her job during and after treatment. Such counseling
services should be short term since treatment and rehabilitation at Government
expense generally are prohibited. However, employees who are veterans may be
entitled to treatment under applicable laws and regulations.
d) The EAP staff will refer the employee to an appropriate agency for
rehabilitation or other treatment if the employee wishes assistance. The staff will also
give AEGE bargaining unit employees information sheets provided by the Union
indicating that the union is affiliated with the New York City Central Labor Councils,
AFL-CIO, Community Services Committee, and that any union member may contact
the local union office or the Committee directly for information concerning treatment
resources within the community.
e) Except for counseling and referral services provided by the Medical Center’s
Employee Assistance Program, no employee will receive treatment from the VA for
drug abuse, alcoholism, or personal biopsycosocial problems unless the employee is
eligible for treatment as a veteran beneficiary. In order to maintain the confidentiality
of patient-employees, employees who are eligible for treatment as veterans will be
encouraged to seek treatment at another VA facility.
(3) The Employee Assistance Program will assure that confidential records are kept
and that statistical information is provided to the Human Resources Management
Program upon request for completion of the required annual report on this program.
(4) The EAP staff has two primary responsibilities when consulted by a supervisor:
(a) Assist the supervisor in developing an approach within the framework of the
program, and, if necessary, coordinate this approach with other counselors; and
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