the scope
the policy
the process
The EFAP Program is coordinated by a qualified external EFAP Service Provider. The EFAP Service Provider provides an initial intake assessment of employee/family issue and can advise or refer the employee/family member to an appropriate external counselling agency. The assessment and referral is conducted off site in a private location or by telephone. The privacy of employees using the program and confidentiality of information will be adhered to at all times. Information can only be shared with the employer with informed and written consent from the employee/family member (unless required by law). If the employee accepts the management initiated referral, the EFAP Service Provider will assess the work performance issue and notify the supervisor and HR Representative for EFAP of the following: • If the employee has accepted or declined an offer of assistance through the EFAP. • If time loss is warranted, any time loss through sick leave must be approved and verified as per the guidelines contained in the Disability Management Program / Collective Agreement. • Exceptional cases (time loss through sick leave) resulting in psychological impairment can be approved by a clinical psychologist. Supervisors are not to diagnose or become involved in employee personal problems but to support and encourage employees to seek help through the EFAP Program. Accessing the EFAP Program does not excuse employees from performance management initiatives or discipline where deemed appropriate.
It is the policy of the Corporation to establish a confidential and comprehensive EFAP Program, designed to provide support to employees and/or immediate family members of NLC. Support is available for, but not limited to, the following:
EFAP is available to all employees and their immediate family members living in the same household. The employee of NLC must initiate a family member entry into the EFAP Program. Family members employed elsewhere are encouraged to use their own EFAP Program if one exists. The family is treated as a unit and a maximum of five (5) counselling hours per family unit is offered which is paid in full by NLC. An employee or family member cannot avail of the program for one year from the date of the last counselling hour before being eligible for re-entry into the program. Exceptions for special circumstances (i.e. critical incident / crisis response) can be made in consultation with the external EFAP Service Provider and the HR Consultant – Employee Wellness.
• Marital and relationship issues
• Addictions
• Anger management
• Mental health issues
• Critical incident stress management response
• Physical health issues
• Workplace issues including work performance, conflict, and assistance with return to work.
• Financial issues
• Family issues
CONFIDENTIALITY is the most important element of this program. Safe guards are in place so that confidentiality is assured at all times.
Voluntary Self-Referral to the EFAP Program:
The employee recognizes that a personal problem exists and makes contact with the EFAP Service Provider. Management Initiated Referral to the EFAP Program: A formal process designed to assist supervisors and Human Resources deal effectively with work performance issues that may result in or has resulted in discipline. A team approach involving the employee, supervisor, human resources and union representative is recommended.
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