Personnel Policy Manual

<<  Appendix G: Faculty and Staff Assistance Program  >>

  1. Information And Instructions
  2. Drug/Alcohol Abuse And Personal and Emotional Problems
  3. Referrals
  4. Confidentiality of Referrals
  5. FASAP Services

  1. Information And Instructions
    1. Implementation of the policy is the responsibility of the Vice President for Human Resources of The Johns Hopkins University. The Director of the Faculty and Staff Assistance Program (FASAP) or the Vice President for Human Resources initiates proposals for any desired changes in these policies.
    2. Health standards applicable to initial and continuing employment are established by the Vice President for Human Resources in conjunction with appropriate medical and psychological consultation and maintained by that officer in addition to appropriate institutional, community, state and federal medical standards.
    3. In order to meet employment health standards, the University has developed services to meet the health needs of its staff. These services are provided through the Faculty and Staff Assistance Program and the Office of Occupational Health Services of The Johns Hopkins University and The Johns Hopkins Hospital and the health insurance programs of The Johns Hopkins University.
    4. The FASAP staff will adhere to strict policies of confidentiality for all participants in the programs consistent with relevant state and Federal Regulations, including those regulations covering confidentiality of alcohol and drug abuse records. Information will be provided to outside parties only with the written permission of the client with the exception of limited information to supervisors or other members of University management when necessary for the benefit or protection of the staff member, University, families, patients, or the staff member's co-workers. Clients must consent to the policies governing these limited disclosures in order to use the services of FASAP. Clients using the FASAP will be informed of these limits on confidentiality and the nature of the program at the start of services.
    5. Participation in the FASAP will not affect future employment or career advancement.
    6. Participation will not protect an individual from disciplinary action.
    7. FASAP records on staff are maintained in a location separate and distinct from the personnel record for thirty (30) years as required by law.

  2. Drug/Alcohol Abuse And Personal and Emotional Problems
    1. The University is concerned with drug/alcohol abuse and personal and emotional problems since they can adversely affect job performance. Medical, psychological and rehabilitative services and prevention/educational programs are made available whenever possible through the services of the FASAP. The availability of these services will not protect an individual from disciplinary action.

  3. Referrals
    1. Voluntary Referrals
      1. Self-Referrals -- Individuals who wish to seek help with their personal problems may contact any of the FASAP offices to make an appointment for a consultation. The information will be held in confidence. Employees will be informed about any limits on confidentiality by the staff of FASAP when services are initiated. Employees indicate their understanding about confidentiality by signing a Consent for Services Agreement with FASAP.
      2. Facilitated Referrals -- Supervisors, colleagues, and human resources staff members may refer someone to FASAP for a consultation. Supervisors may want to discuss the appropriate steps to take in these referrals with divisional Human Resources staff or the staff of FASAP. Information obtained by FASAP staff from any party will be handled in accordance with Section A-4 above. FASAP staff may communicate with the person who facilitated the referral concerning disposition of the case. Employees must consent to such communication in accord with Section A-4 above.
      3. Other Referrals -- Colleagues, family members and others may refer someone to FASAP for a consultation. Such persons may want to discuss the appropriate steps to take in these referrals with divisional Human Resources staff or the staff of FASAP. Information obtained by FASAP staff from any party will be handled in accordance with Section A-4 above. FASAP staff may communicate with the person who facilitated the referral concerning disposition of the case. Employees must consent to such communication in accord with Section A-4 above.
    2. Condition of Employment Referrals
      1. Medical/Psychological Evaluation Referrals

        Supervisors who believe a staff member may have a medical, behavioral or a substance abuse problem may refer the employee for a medical evaluation to the Office of Occupational Health Services. Behaviors such as excessive absenteeism or lateness, inappropriate or erratic behavior, and deterioration of job performance would indicate a referral for medical evaluation. Office of Occupational Health Services staff will work with FASAP staff in the event mental health/psychological problems are discovered.

      2. Mental Health/Psychological Evaluation Referrals

        Supervisors who believe a staff member may have a personal problem manifested by behavioral difficulties, deteriorating job performance, excessive absenteeism, a pattern of lateness, professional or personal irresponsibility and/or recurrent accidents, may refer the person to one of the FASAP offices for an assessment. This evaluation will attempt to determine the possibility of the individual's behavior being related to alcoholism/drug abuse or other problems.

        FASAP staff will work appropriately with the Office of Occupational Health Services in the event that medical problems are discovered.

        Supervisors may want to contact the divisional Human Resources Offices or FASAP to seek consultation about these situations and to determine whether additional action should be taken in conjunction with University disciplinary policies. Cooperation with a medical or mental health psychological evaluation referral may be made part of the conditions of continuing employment by the supervisor.

      3. For Cause Testing

        Supervisors are authorized to request that staff members take appropriate medical tests to determine if alcohol or illegal drugs are present in individuals while they are at work. Such requests are to be made only in situations in which the supervisor has information or evidence that individuals may be under the influence of alcohol or illegal substances while at work.


  4. Confidentiality of Referrals

    Employees will be informed about any limits on confidentiality by the staff of FASAP when services are initiated. Employees indicate their understanding about confidentiality by signing a Consent for Services Agreement with FASAP and/or a Consent for Release of Confidential Information.

    For condition of employment referrals, the supervisor will not have access to clinical information without an appropriately executed "consent to release information" form, but may be apprised regarding the person's participation in a FASAP referral. For these referrals, the FASAP will be the single point of contact between the referral agency and the supervisor.


  5. FASAP Services
    1. Services are delivered by the staff of FASAP in accordance with the policies and procedures of the program. Clients are informed about these policies and procedures, the potential job implications and other problems that could result from their problems, and the expectations for their cooperation with treatment. In accordance with the policies and procedures of FASAP, employees and dependents may seek services at any of the FASAP sites currently in operation.
    2. When an alcohol, drug or emotional problem is found as a result of a professional assessment, the FASAP staff can initiate the following actions:
      1. Refer the person to an appropriate treatment resource.
      2. Contact the supervisor and/or appropriate divisional Human Resources Office to inform them of the actions taken.
      3. Work with the supervisor and the appropriate divisional Human Resources Office staff to develop a plan to treat the person. The treatment plan will not protect the staff member from appropriate disciplinary action to be taken in accord with the procedures of the University.
      4. Recommend a medical leave of absence. This step will be taken in coordination with the supervisor and appropriate divisional Human Resources Office staff.
      5. Disciplinary steps, or other actions will be the responsibility of the supervisor in conjunction with the appropriate divisional Human Resources Office staff. Supervisors may wish to consult with FASAP staff in advance of such actions on individuals they have referred to FASAP.