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POL 5.405 Employee Assistance Program

Kirtland Community College depends on the physical and psychological health of its employees for its welfare and success. When employee personal problems begin to affect job performance, attendance, work site safety, and/or organizational productivity, then such personal problems become a concern of the college. Specifically, Kirtland Community College recognizes that personal problems of a psychological, family, marital, medical, alcohol/drug abuse, job maladjustment, financial or legal nature can disrupt an individual employee’s personal life and cause difficulties that can impact the employee’s ability to do his/her job.

The college acknowledges that an employee will frequently delay or resist getting help for such personal problems because of the fear attached to securing professional assistance. Recognizing this fact, the college has developed an employee assistance program (EAP). Kirtland Community College’s EAP provides an employee with the opportunity to secure confidential help for his/her personal problem(s) before unsatisfactory job performance renders him/her unemployable. The program is available to all full-time and regular part-time employees and their families.

Approved April 13, 1995


  1. Information regarding the employee assistance program may be obtained from the director of human resources or the director of counseling services.
  2. Employees who enter into the employee assistance program are responsible for performing work duties.
  3. Referral or voluntary entry into the EAP shall not preclude disciplinary action. Discipline will be consistent with college board action and due process
  4. When an employee is referred to the EAP due to unsatisfactory work performance, information received from the director of counseling regarding the employee’s EAP treatment shall be maintained in the business office in a file separate from the employee’s personnel file.
  5. Employees whose work performance is satisfactory and who voluntarily enter the EAP shall not have any information regarding treatment forwarded to the business office unless the employee so requests it.
  6. The employee may decline to undertake treatment if they so desire.