G.O. 8.10 - Employee Assistance Program

Purpose

• Establishes the Norwich Police Department Employee Assistance Program (EAP)
  • Creates formal policy / procedures for referrals, controls, scope, confidentiality, and interactions with disciplinary processes
  • Recognizes high-stress nature of law-enforcement work and need for specialized support services
• Ethical / practical significance
  • Promotes officer wellness, public safety, and organizational effectiveness
  • Balances employee privacy with supervisory responsibility and public accountability

Policy Overview

• Department acknowledges unique stressors of policing; mandates access to an EAP tailored to public-safety personnel
• Coverage
  • Applies to all employees—sworn, civilian, supervisors, and their families
  • May be accessed even by employees under active or pending discipline
• Non-interference clauses
  • EAP cannot be used to deprive employees of collective-bargaining or statutory rights
  • Does not strip management of disciplinary authority; disciplinary action may still occur when warranted
• Accreditation reference: POSTC standard $1.8.5$ (reinforces compliance with state training / wellness mandates)

General Information About the EAP

• Operates $24$ hours / day, $7$ days / week; staffed by trained peer counselors + coordinator
• Provides confidential counseling + referral to approved professionals sensitive to police culture (psychiatrists, psychologists, treatment centers)
• Financial aspect: referrals oriented toward services covered by employees’ health insurance plans
• Core problem areas addressed
  • Alcohol / substance abuse (legal or illicit)
  • Family issues (spouse, children, domestic conflict)
  • Interpersonal or attitudinal problems (anger, insubordination, morale)
  • Critical / traumatic incidents (e.g., officer-involved shootings)
  • Bereavement and loss
  • Job adjustment, career burnout, organizational stress
  • Gambling, financial, or other addictive behaviors
  • Psychiatric / behavioral health disorders

Confidentiality Policy

• Absolute guarantee per federal regulations; extends to all City of Norwich agencies and employees
• Information shielded from:
  • Disciplinary files, promotion boards, performance evaluations
  • Outside persons, organizations, media, or FOIA requests
• Disclosure permitted only with written consent from participant (privileged communication standard)
• Ethical implication: fosters trust so employees will self-refer without fear of repercussion

Referral Procedures

• Distinction between disciplinary referral vs. EAP referral
  • Supervisors still obligated to initiate discipline for breaches of Code of Conduct
  • For minor infractions, supervisor may exercise discretion to offer EAP referral in lieu of or in addition to discipline (restorative approach)
• Referral is NOT disciplinary action and cannot be used adversely against employee
• Accepted referral types
  • Self-referral (voluntary)
  • Supervisor or co-worker referral (must be non-anonymous; referrer’s name kept confidential if requested)
• Mechanics of making a referral
  1. Call EAP $24$-hour phone line (verbal initiation)
  2. Provide: name of referrer; contact information of employee; specific impaired behaviors / performance issues; note any pending disciplinary actions
  3. Supervisors must inform employee of referral, complete written “EAP Supervisor Referral,” and secure signed Release of Information (no copy retained)
  4. Supervisors must maintain confidentiality and refrain from follow-up inquiries
• Interaction with suspended disciplinary charges
  • If Chief of Police suspends charges pending EAP participation, coordinator must immediately notify Chief if employee fails to engage
  • Notification is verbal only; no permanent record created (protects confidentiality)
  • Reinstitution of charges: timeliness not a valid defense in grievance process (clock resets on date charges are re-filed)
• Voluntariness emphasized: no coercion, no penalty for declining
• During formal hearings
  • Employee may authorize program representative to present mitigating information
  • Hearing officer / Chief may recommend EAP in lieu of or with reduced punishment, but cannot impose harsher penalty to force participation
• Sick-roll procedure for treatment absences
  • EAP or employee notifies commander; employee provides medical evidence of treatment and fitness-for-duty upon return

Length & Limits of Participation

• Alcohol-related cases: up to $2$ EAP-facilitated treatment referrals permitted per employee (emphasizes rehab opportunities)
• Illegal / controlled-substance abuse: only $1$ rehabilitation opportunity (heightened legal concerns)
  • Program will accept only one self-referral for such cases
• Maximum mandatory participation period when used as discipline substitute: $13$ months

Alternative Treatment Options

• Order does not restrict employees from independently seeking any physician or healthcare provider of their choice
  • Protects autonomy and accommodates diverse medical preferences

Training Requirements

• City will coordinate ongoing retraining for all supervisors and employees on proper EAP usage and procedures (ensures policy currency and cultural buy-in)
• Real-world relevance: continuous education reduces stigma, increases early intervention, aligns with best practices in occupational health

Media Relations & Information Requests

• Chief of Police must rigorously screen press releases / media inquiries to prevent prohibited disclosures
• Reinforces absolute confidentiality; mitigates organizational liability and maintains public confidence

Practical / Ethical Implications & Connections

• Supports wellness initiatives common in modern policing (e.g., Critical Incident Stress Management, peer-support programs)
• Aligns with principles of organizational justice: fair treatment, respect for privacy, proportional discipline
• Helps mitigate risk of substance-related accidents, misconduct, or suicide—major public-safety concerns
• Encourages proactive rather than reactive management, fostering resilience and retention

Hypothetical Scenarios (Illustrative)

• Scenario 1: Officer involved in fatal crash on duty shows signs of PTSD (sleep deprivation, irritability). Peer notices and makes referral; officer receives trauma counseling without disciplinary stigma.
• Scenario 2: Dispatcher’s absenteeism linked to gambling debts; supervisor offers EAP referral instead of immediate suspension, leading to financial counseling and retained employment.
• Scenario 3: Officer fails random drug test for controlled substance; opts for single allowed self-referral to EAP, completes rehab, returns under fitness-for-duty certification. Further relapse would bypass EAP and proceed directly to discipline.

Key Numerical / Statutory References

• $24$-hour / $7$-day confidential access
• Up to $2$ alcohol-abuse referrals
• Only $1$ illicit-drug rehabilitation opportunity
• Maximum obligatory participation period: $13$ months
• Accreditation: POSTC $1.8.5$

Summary Takeaways for Exam

• EAP is voluntary, confidential, and supportive—not punitive
• Supervisors retain disciplinary authority but may use EAP discretionarily for minor issues
• Strict privacy rules; disclosure only via written consent
• Limited number of referrals for substance abuse (difference between alcohol vs. controlled substances)
• Participation cannot adversely affect employment status or be leveraged coercively
• Continuous training and tight media control sustain program integrity
• Ethical goal: safeguard employee health while maintaining department professionalism and public trust