It is the policy of Jenks Public Schools to assist our employees who have, or may develop a personal problem (marital, legal, alcoholism and chemical dependency, financial, emotional, or stress related) that interferes with their ability to perform their duties in a timely and competent manner. To further that policy, Jenks Public Schools will make available to all employees an Employee Assistance Program, to be provided by an organization outside the Jenks Public Schools. All employees will be notified annually of the name and address of the provider and the procedure for seeking assistance from the provider.

Employee Responsibility

It shall be the employee’s responsibility to present personal problems affecting their work and lives to the Employee Assistance Program.

It shall be the employee’s responsibility to carry through with the recommended treatment or course of action following problem assessment and referral.

If a family member’s personal problems (marital, legal, alcoholism and chemical dependency, financial, emotional, or stress related) are affecting the employee’s ability to perform his/her duties at work, the employee should call the Employee Assistance Program Services.

If formally referred to the Employee Assistance Program Services by the supervisor due to job performance deterioration, it shall be the employee’s responsibility to accept the referral to the program and follow through with treatment recommendations.

Supervisor Responsibility

The supervisor has the responsibility to be aware of employee productivity and to intervene as soon as job performance deteriorates.

If during supervisor conferences, the supervisor discovers that the employee is experiencing personal problems (marital, legal, alcoholism and chemical dependency, financial, emotional, or stress-related), the supervisor should suggest the employee voluntarily seek assistance from the Employee Assistance Program Services.

If regular supervision practices are not providing the necessary structure to correct job performance, the Employee Assistance Program Services shall be recommended in conjunction with a plan of improvement.

The Employee Assistance Program Service may be: recommended to employee with the first level of improvement action; requested of employee with the second level of action; and/or required as a condition of continued employment with the third level of action.

The supervisor shall inform the employee with the third level of improvement action that while the choice to seek assistance is the employee’s, failure to do so may invoke disciplinary action which may include termination.

This policy, and subsequent related procedures, are not intended to supplant the disciplinary process, which may include termination, or in any way to supplant the employee’s due process procedure as stated in existing policies. The Jenks Public School District maintains the right to institute termination or other disciplinary procedures at any time if warranted by the employee’s performance. The Employee Assistance Program is a service offered to employees; referral to the Employee Assistance Program is not a prerequisite to termination or other disciplinary proceedings.

It will be the responsibility of all management to implement this policy and to follow the procedures which have been designed to assure that no person with any of these problems (marital, legal, alcoholism, and chemical dependency, financial, emotional, or stress related) will have either their present job security or future promotional opportunities jeopardized by a request for assistance. However, continued unsatisfactory job performance and/or attendance will be handled in accordance with existing policies concerning absenteeism and poor work performance.

Program Confidentiality

In order for the Employee Assistance Program to work, employee confidentiality must be maintained at all times. No information regarding the employee’s diagnosis or particular problem will be revealed to others or put into the employee's personnel record. Once the supervisor has formally referred an employee to the Employee Assistance Program, the District coordinator for the Employee Assistance Program is entitled to the following information:

1. Did employee keep Employee Assistance Program Services appointment?

2. Is employee cooperating?

3. Is employee going to require long-term assistance?

4. What are prospects for improvement?

There will be a minimum of record keeping to assure program confidentiality. 

Approved by the Board of Education July 1990

Revised May 2021