Frequently Asked Questions

Employees considering utilizing our services frequently ask the following questions about the OEOD.

Simply contact the OEOD and request our assistance to utilize any of our services. We are available to provide telephonic or in-person sessions for employee assistance or management consultations. The OEOD is a free, confidential resource provided as a benefit by the organization; therefore, no limit is placed on the number of sessions provided.

The OEOD offers support and assistance with any type of personal concern. The most common concerns include marital, family, or other relationships, child or eldercare issues, emotional or psychological difficulties, health-related illnesses, substance abuse, gambling difficulties, financial or legal hardships, critical incident trauma, organizational stress, and work-related issues.

Confidentiality is the hallmark of OEOD’s successful services. We adhere to federal confidentiality laws, state policies, and ethical mandates of our profession governing disclosure of information. Confidentiality guidelines are explained to employees at the time of service and a signed release of information is required to share information. The only exception is if employees appear to be a danger to themselves or others. In these rare instances, OEOD is bound to notify proper authorities.

Department of Law and Public Safety employees and their families are eligible to use OEOD services. The OEOD is utilized by personnel at all levels within the organization. Most people find it useful to consult with an objective professional when they are in the midst of a life transition or experiencing stress at home or work.

An employee’s participation in the OEOD is a voluntary choice. However, specific state policies and regulations governing workplace infractions, i.e. a failed performance assessment review, drug-free workplace, violence in the workplace, or an employee disciplinary agreement, mandates an employee be referred to the OEOD for evaluation and assistance with a personal, behavioral, or medical problem. This is an accommodation, not a punitive act, and the employee is encouraged to participate in and follow the recommendations of the OEOD to improve performance.

The Department of Law and Public Safety covers the cost of OEOD services as a benefit to employees and their families. If a referral is recommended to an external resource for further assistance, there may be a cost. We make every effort to assure the referral is appropriate, convenient, and affordable under the employee’s health insurance benefit to keep the cost to a minimal.

Employees’ job security or future promotional opportunities aren’t jeopardized as a result of participating in the OEOD. Utilizing our services can enhance employees’ opportunities if it helps them function better at work.

The OEOD doesn’t intervene with disciplinary procedures or administrative hearings. We are not a “safe harbor” for employees to avoid disciplinary action. Employees are responsible for their actions and for maintaining satisfactory levels of job performance.

All OEOD records are maintained within the program to protect their confidentiality. No documentation is made in employees’ personnel or medical records regarding their participation in the OEOD.

Employees are allowed to meet with OEOD professionals during work hours with their supervisor’s prior approval. Employees concerned about being identified as program participants may choose instead to make appointments before work, during lunch hours, or after work. Some employees choose to use personal, sick, or vacation time.

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