BONNEVILLE POWER ADMINISTRATION

**HUMAN CAPITAL MANAGEMENT**

## Portland, Oregon

**PERSONNEL LETTER NO. 792-3 DATE: May 16, 2008**

**SUBJECT:** Employee Assistance Program (EAP)

**PURPOSE**

This Personnel Letter --

-   Provides information about the EAP, a [confidential]{.underline}
    counseling and referral service to employees, employees\' families,
    and managers for dealing with personal and work problems.

-   Supersedes PL 792-3 dated February 26, 1998.

**POLICY SUMMARY**

The Bonneville EAP provides direct services through a contracted
employee assistance firm and an in-house psychologist. Either can be
contacted for program information and appointment information. EAP
counselors provide short-term, direct service one-on-one counseling to
all employees on a confidential, no fee basis. Counselors assist
employees in assessing problems; meeting with family members, when
needed; and providing short-term counseling, when appropriate. Problems
may include alcohol and drug abuse; marital and family relationships;
financial and legal problems; emotional and stress difficulties, etc.
The EAP represents a constructive third-party alternative that will help
the employee in addressing complex personal problems. EAP counselors
also provide training on mental health and wellness, crisis debriefing,
and guidance on how to best utilize Program resources. Employees and
members of their immediate family are eligible for six consultation
sessions each calendar year. Additional sessions are available when
approved by the director of the Bonneville EAP.

I.  **ELIGIBILITY FOR SERVICES**

> All current full and part-time BPA employees and members of their
> immediate families are eligible for services at [no cost]{.underline}.
> "Family Member" is usually defined as all members of the immediate
> household. Students and parents who reside outside the home may also
> qualify. Contractors and outside parties are occasionally provided
> service on a case by case basis when in the interest of BPA. If an
> employee is referred to a community resource for specialized or
> long-term assistance, the cost of service is the responsibility of the
> employee. Prior to outside referral, the EAP counselor will review
> current health insurance coverage and personal financial resources
> with their client.

II. **CONFIDENTIALITY**

> Client confidentiality is maintained in accordance with State and
> Federal confidentiality statutes. Exceptions are limited to extreme
> crisis where a client or others are in clear and imminent physical
> danger. Client-privileged communication with psychologists applies in
> both civil and criminal court proceedings. Under no other
> circumstances will information be released to anyone without written
> consent of the employee.

III. **REFERRALS**

> There are three types of contacts made with the EAP:

A.  **Self Referral:** Voluntary or self referral contacts account for
    over seventy percent of all EAP activity.

B.  **Suggested Referral:** A significant number of employees who
    voluntarily seek assistance or consultation from the EAP were
    encouraged by a friend, manager, colleague, or union representative.

C.  **Managerial Referral:** Employees can be referred directly to the
    EAP by managers when there are serious conduct or performance
    problems. Referrals are made as part of a comprehensive remedial
    plan to address conduct and performance issues. The voluntary and
    confidential nature of program use should be explained to the
    employee. Managers do not violate Federal guidelines and policy by
    encouraging an employee to use the EAP. In fact, guidance is quite
    clear on managerial responsibility to make EAP referrals when an
    employee appears to be experiencing personal or professional
    problems. It is suggested that Management Assistance Services be
    consulted prior to management referral of an employee to the EAP
    when referral is related to performance and conduct problems.

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IV. **CONSULTATION TO MANAGERS**

    A.  Managers may seek consultation on performance issues, conduct
        issues, or personal concerns. A manager should be informed of
        possible options before making decisions on personnel issues and
        can often benefit from using the EAP. Consultation is available
        to managers on such items as:

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1.  A professional airing of concerns and feelings about a particular
    employee or work group.

2.  Guidance in documenting and confronting performance and conduct
    problems. This type of consultation might include other members of
    the Management Assistance Program.

3.  Solutions to systemic work group problems.

4.  Support when a manager feels stressed by work place conditions.

    A.  Career Issues for Managers:

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1.  Personal issues affecting managerial effectiveness and interpersonal
    relationships.

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V.  **OFFICIAL TIME**

> An employee may be granted a reasonable amount of excused absence on
> official time for consultation with an EAP counselor. In order to use
> official time for EAP services, the employee must request approval
> from his/her supervisor. If the employee wishes to maintain total
> confidentiality, it will be necessary to use EAP services during their
> non-work hours or while taking leave. Once the employee has been
> referred for treatment outside of BPA by an EAP counselor, the
> employee must take leave (i.e., annual, sick, or LWOP, as appropriate)
> to attend treatment during duty hours.

VI. **AUTHORITIES/REFERENCES**

-   Public Law 79-658

-   Sec. 201 of Public Law 91-616, 84 Stat. 1849

-   Sec. 520 of the Public Health Services Act by Sec. 2(b) (13) of
    Public Law 98-24 (42 U.S.C. § 290dd-1)

-   Sec. 413 of Public Law 92-255, 88 Stat. 84, as amended and
    transferred to Sec. 525 of the Public Health Services Act by
    Sec.2(b)(16)(a) of Public Law 96-24 (42 U.S.C. § 290ee-1)

-   Public Laws 96-180 and 96-181

-   Public Law 99-570, The Federal Employee Substance Abuse Education
    and Treatment Act of 1986

-   Title 5 Code of Federal Regulations (CFR) Part 792

-   5 U.S.C. § 7361 and § 7362

-   Executive Order 12564

Guy Kyle,

Acting, Chief Human Capital Officer