Employee Assistance Program

Confidentiality is essential and critical to EAP.

No records of contact are kept. Any person who voluntarily seeks out EAP support, assessment and referral services is assured that confidentiality is maintained. Even if referred by a supervisor for a work or personal concern, no information can be released without the permission of the employee.

Limits to confidentiality are:

• where there is reasonable belief that an employee's conduct places him/her or another person in imminent threat of bodily harm;
• where there is a reasonable belief to suspect that child abuse has recently been or will be committed. This includes physical, emotional and psychological abuse and neglect;
• when information is required to be disclosed by law, Executive Order, or agency work rule.

EAP is a neutral, non-biased resource.

Employees who express concerns about workplace issues should expect to receive a non-biased and neutral response to those complaints. EAP will not take sides or advocate on behalf of labor or management when providing resources or referrals. 

Instead, EAP will:

• Facilitate communication between involved parties;
• Host events or professional development that are inclusive of labor and management.

This is done to ensure EAP's success.

Participation in the EAP referral process or in events is voluntary. Referrals can be made by co-workers, supervisors, unions, or human resources, but an employee must initiate the first contact.

A supervisor cannot force an employee to meet with EAP.