1 Enabling behavior Performancebased intervention Higher risk behavior

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Enabling behavior Performance-based intervention Higher risk behavior COCE On-site services Using SEAP Services 2

Any action or inaction that allows an individual to continue negative/inappropriate behavior 3

Overlooking lateness/absences Accepting excuses Doing work for employee Making special arrangements Counseling the employee for personal problems 4 Covering for the employee

Emotionally manipulated by employee Personal friendship Ignore problem and hope it will go away Fear of damaging employee’s career Thinking it will help 5

For the employee? For the workplace? For the supervisor? 6

For employee: Situation will escalate Issues will get worse and more burdensome Potential for serious outcomes increases 7

For the workplace: Co-workers resentful/increased stress Interpersonal problems created Disrupt work site and create new problems Morale may decrease 8

For the supervisor: • Supervisor’s credibility compromised • Situation more complex & difficult to handle • Increased chance of labor disputes over disparate treatment 9

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Corrective Counseling Verbal/Written Reprimands Suspension Termination 11

Awareness Suggestion Recommendation Strong Urging COCE Termination 12

1. Identification of impaired employee 2. Documentation 3. Preparing for a constructive interview 4. Conducting an interview 5. Post Referral/Follow Through 13

Employee properly trained? Work-related factors beyond employee control have been addressed? Employee aware of performance standards? Persistent pattern of performance or behavior? Level of functioning ever at acceptable level? Repeated warnings? Frequent assistance/close supervision? Understanding of what’s acceptable? 14

Who, what, when, where Record while the facts are still clear Record factually and objectively 15

Gather documentation and review Identify objective information to discuss Anticipate employee’s possible reactions Consider level of intervention Have information on SEAP handy Contact union steward if appropriate 16

Private and uninterrupted Keep any personal information disclosed confidential Treat with respect and dignity Make expectations clear Make SEAP referral Schedule follow-up meeting 17

If personal problems are affecting your performance and/or behavior at work, assistance may be available to you through SEAP 18

Hold follow-up meeting Don’t let matter drop Remain focused on performance Remain aware of employee’s attitude and effort Communicate and work together! 19

Awareness Suggestion Recommendation Strong Urging COCE Termination 20

Before formal discipline required Make employee aware of changes in performance/behavior Provide printed SEAP material to all staff FYI 21

Possible discipline level - verbal reprimand Requires one-on-one discussion “Maybe SEAP can help” 22

Possible discipline level - written reprimand Appropriate to more assertively recommend SEAP Still looking at performance/behavior as primary indicator of change “You should really consider contacting SEAP” 23

Possible discipline level-suspension Still voluntary SEAP referral Be direct in communicating consequences if there is no improvement “Nothing has worked, and I’m urging you to call SEAP” 24

Final level of discipline/point of termination OR Violation of Substance Abuse Policy OR Fitness for Duty 25

üComprise only 2% of all SEAP referrals üMust be approved by OA-SEAP üAppropriate approvals within agency required üRequire signatures of employee, union representative, supervisor, labor relations specialist, and SEAP Coordinator üCan only be offered in lieu of termination 26

üAre not discipline üAgency not required to offer COCE üCannot be offered when Code of Conduct requires termination üRequire employee to cooperate with all evaluations and treatment recommendations üNot a bar to further discipline üOne per lifetime 27

• Employee refuses to sign? • Union refuses to sign? • Employee signs under protest? • Agency not prepared to terminate employee? • Employee doesn’t call SEAP for evaluation? • Employee fails to comply with treatment recommendations? • Employee follows all treatment, but commits infraction at work? 28

• SEAP-CCO notifies OA SEAP and agency SEAP Coordinator within 5 working days • SEAP-CCO provides written documentation regarding level of treatment recommended and progress on an ongoing basis 29

Confidentiality regulations still apply Only consent form and final written notification can be placed in personnel folder SEAP Coordinator maintains all other SEAP info If treatment and one-year follow-up successfully completed, all SEAP documents are purged from OPF 30

All information about SEAP participation is confidential No information can be shared without written consent Fines from $500 to $5, 000 If employee self-discloses involvement in SEAP, you may not redisclose information to anyone, including persons in your chain of command, without written consent 31

SEAP benefits end at discharge May be the consequence that causes the individual to acknowledge problem 32

Normal behavior Inappropriate/abnormal behavior 33

Deviations from pattern appropriate behavior OR Consistent inappropriate behavior 34

Personal problems Substance abuse Absenteeism Changes in personal appearance & demeanor Poor interpersonal relations On-the-job absenteeism Change in job efficiency 35

Chemical dependence Depressed History of violence Pathological blamer Mental illness Interest in weapons Relationship problems Impaired neurological functioning Elevated frustration with environment 36

Harassment Assault Coercion Threats Intimidation Physical Violence Stalking Damage to Commonwealth property 37

Workplace impact Employee performance Coworker performance Morale Supervisor ability to manage operations 38

Fear Cause incident Don’t know what to do Don’t recognize behavior as performance issue 39

Use performance based intervention Document Counsel employees as warning signs arise & inform them of SEAP Initiate corrective action or discipline Be familiar with emergency procedures Consult with SEAP 40

Stay calm De-escalate – don’t engage Be courteous Listen attentively - maintain eye contact Signal for help Don’t endanger yourself or others Know emergency procedures 41

Counseling or Discipline Fitness For Duty Guidelines Removal from workplace Mandatory SEAP evaluation COCE 42

Do something Don’t ignore the situation Report behavior Use performance based intervention 43

• Critical Incident Stress Debriefing • Management Consultation • Clinical Consultation • Training, coaching and/or education sessions 44

When an event overwhelms employees’ normal ability to cope 45

Inability to perform job duties Loss of emotional control Anger Grief Anxiety 46

Sudden death of coworker at workplace Violent incident at workplace Fire, explosion, or other lifethreatening event at workplace Robbery Search & Rescue mission 47

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• Conducted at work site by trained mental health professionals • Not therapy, but psycho- educational • Goal is to mitigate acute stress reactions, accelerate normal healing process • Emotional first aid 49

Furloughs Terminal illness of a co-worker Reorganizations Closing of an agency or facility Major changes in policy On-site service may be appropriate 50

• Supervisor follows chain of command to SEAP Coordinator • Provide information to SEAP Coordinator • Assess impact on employees • Involve SEAP early • Follow up with employees 51

• Reassures employees • Helps calm fears and anxieties • Supports employees in grieving and healing process • Reduces absenteeism • Reduces Workers Comp claims & costs 52

Physician Assistant Osteopathic Physician Dentist/Dental Hygienist Veterinarian Pharmacist Podiatrist Licensed Practical Nurse Registered Nurse Social Worker Psychologist Physical Therapist Medical Doctor 53

Mandatory reporting to Department of State if there is substantial knowledge that an employee: • Has an addictive disease, or • Is diverting a controlled substance, or • Is physically or mentally incapable of carrying out duties, AND • Is not receiving treatment 54

Essential, important, not imaginary or illusory, established by proof or competent evidence Does not include subjective information such as feelings, gossip and rumors Examples: Self-disclosure, documented unfitness for duty 55

Licensed employee is terminated and there is substantial knowledge that an alcohol, drug, mental health or other impairment exists Licensed employee is participating in SEAP on a COCE and is subsequently discharged for noncompliance Employee resigns in lieu of termination and there is substantial knowledge of above 56 circumstances

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Support service for supervisors, managers, and union Staffed by clinicians with additional training in Commonwealth procedures and policies 58

• You are unsure how to approach a difficult situation with employee • You need technical assistance or techniques on how to motivate an employee to make initial contact • As an early intervention tool 59

Practical advice If the information isn’t helpful call back to let clinician know SEAP will not tell you whether an employee is involved in SEAP Information you provide will not be shared with the treating clinician 60

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