Employee and Family Assistance Program
The Division believes in promoting the health and well-being of employees and their families through an Employee and Family Assistance Program (EFAP).
- Employees and their immediate family members may seek the assistance of the Division’s employee assistance program provider directly or through the help of their supervisor, colleagues or members of the EFAP Steering Committee.
- Employees can access EFAP services if they have chosen the Extended Health Care option through ASEBP/SunLife or have chosen to access the benefits through Blue Cross.
- Colleagues are encouraged to discuss with associates signs of stress or personal concerns in a confidential, sensitive manner with a view to suggesting that they seek assistance from the EFAP provider.
- The EFAP provider is responsible for the maintenance and confidentiality of any personal records.
- Supervisors or any other persons shall not have access to any confidential information regarding individuals seeking assistance.
- Employees themselves shall be free to access necessary additional information and proceed for assistance with the Board’s employee and family assistance program provider directly and confidentially.
- An employee covered under the Division’s Plan may seek out the service of any provider, however, the Division will not provide any financial assistance.
- Eligible employees of the Division and/or their immediate family members may voluntarily seek the assistance of the Division’s employee and family assistance program for their personal problems or any other situation of concern. This may be done by any of three (3) ways through:
- The Division’s employee and family assistance program provider directly;
- Their supervisor or fellow associates; and
- Any of the Employee and Family Assistance Program Committee members.
- Any individual associated with a person showing signs of stress or personal problems may on his/her willingness bring to that person’s attention the availability of the employee and family assistance program, preferably through friendly discussion.
- Should an individual display signs of personal problems or stress affecting his/her work, then his/her supervisor should bring to his/her attention the benefit of the Division’s employee and family assistance program.
- Confidentiality and anonymity shall be adhered to throughout the entire process.
- Nothing in this Administrative Procedure shall be interpreted as constituting a waiver of management’s right to take disciplinary measures, nor the employees’ right to grieve. All these rights lie within the framework of the collective agreement.
- Case Management
- Client information may only be obtained from the Division’s employee and family assistance program provider with a signed release form presented by the client in person to the employee and family assistance program unless mandated by law.
- The Division’s employee and family assistance program provider shall not report or consult with the Division in regards to any individual seeking assistance.
- The Superintendent will establish annually an Employee and Family Assistance Program Committee with appropriate staff representation.
- Reporting Procedures
- The Division’s employee and family assistance program provider shall supply the Division and the Employee and Family Assistance Program Steering Committee with numbers only as to the usage and types of usage of their program (e.g. personal or job-related).
- The Superintendent will annually report statistical usage to the Board.
- An employee absence for the purpose of accessing the Employee and Family Assistance Program, shall be reported on school and system personnel absence report forms as a “medical appointment”.
Sections 60, 61, 113 School Act
Employment Standards Act
Freedom of Information and Protection of Privacy Act
Board Policy 1 Division Foundational Statements
Board Policy 12 Role of the Superintendent