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.
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| | 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.
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| | C. | The staff member may choose to accept or reject the offer of referral which can be made through the appropriate director 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.
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| | D. | If treatment is necessary, sick days may be used for the time required to be off the job.
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| | 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.
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| | F. | If the job performance problems reoccur, the supervisor should take appropriate action such as an unrequested leave of absence
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(Policy