| DeWitt Public Schools |
| Administrative Guidelines |
4170B - EMPLOYEE ASSISTANCE PROGRAM
Individual cases either originate through voluntary referral, or are referred on the basis of a job performance interview with the supervisor and the staff member. In the latter case, the following procedures are recommended:
| A. | The focus of the first interview should be restricted to the issue of job performance. Opinions or judgements should be avoided. | |
| B. | After the job performance has been reviewed with the staff member, then s/he should be informed of the professional services available, including assessment and counseling. These professional services will be rendered on a confidential basis. | |
| C. | The staff member may choose to accept or reject the offer of referral which can be made through the Human Resource Specialist or directly to a qualified professional counseling and diagnostic agency outside of the District for a determination as to whether the problem is related to alcohol/chemical use or abuse. | |
| D. | If treatment is necessary, sick days may be used for the time required to be off the job. | |
| E. | If the staff member rejects the offer and the job performance problems do not recur after the interview, there is no longer a job-related problem. | |
| F. | If the job performance problems reoccur, the supervisor should take appropriate action such as an unrequested leave of absence (Policy 4161). | |
| G. | A staff member may not be referred for assistance, but could incur disciplinary procedures up to and including termination if s/he causes bodily harm or injury to a student, staff member, or patron, or commits a felony or other crime while under the influence of a chemical or chemicals. |