HR Policies: 6.10.7
Faculty and Staff Assistance Program
Subject: Encouraging Employee Growth
Number: 6.10.7
Issued: 7/1/82
Revised: 6/30/98
Purpose
Cornell University recognizes the range of human problems of a medical or
emotional nature which may affect a staff member's personal job performance.
These difficulties may arise from marital or family crises, financial problems,
the job, and other personal issues. Alcohol or drug abuse and misuse may
also be involved. The Faculty and Staff Assistance
Program (FSAP) is a counseling and referral service available to aid
staff in dealing with the range of problems which might have an impact upon
their working as well as their personal lives.
Eligibility - Ithaca FSAP
FSAP services are available to all regular full-time and regular part-time
faculty and staff members who are based on the Ithaca campus, and dependents
of those staff. Staff members on university layoff status under Policy
6.12, Separations, are eligible to use FSAP services during the layoff
period.
Eligibility - Geneva FSAP
FSAP services are available to all regular full-time and regular part-time
staff and their dependents. Services are also available to individuals living
within the same household of a covered staff member.
Scope
The Ithaca-based FSAP provides up to six sessions of assessment and counseling
free of charge per person. The Geneva-based FSAP provides up to three
sessions (not necessarily limited to three hours) of assessment and counseling
free of charge through the Family Counseling Service of the Finger Lakes,
Inc.
Staff members can make use of FSAP in two ways: 1) the resolution of a problem within the basic service framework provided by the FSAP counselor or, 2) for more complex concerns, the identification of other professional programs considered useful in assisting the staff member.
Program Elements
- The assessment element of the program helps the staff member to determine the nature of the problem.
- The counseling service assists the staff member in the recognition of problems and offers options which may aid in their resolution.
- The referral function of the program assists the staff member in identifying and offering additional helping resources where further counseling or other relevant services beyond FSAP may be helpful.
- The consultation service provides supervisors with a management resource outside formal university channels.Supervisors may use this resource at their discretion in dealing with staff with actual or potential job-related problems.
- The training service aids supervisors and staff in early identification of problems.
Service Locations
Services through the Ithaca-based FSAP will be provided at the FSAP office
at 840 Hanshaw Rd., Ithaca. To set up an appointment or to get additional
information call 607 216-1410.
Services through the Geneva FSAP will be provided at a choice of five locations in a four-county area. All initial appointments should be made through the main office of the Family Counseling Service of the Finger Lakes, Inc., which is located at 671 South Exchange St, Geneva, New York. Employees may contact the Geneva Human Resources Office (315 787-2203) for the addresses of the five site offices.
Employee Self-Referral
Employees who elect to use the service at their own initiative should contact
FSAP directly. An FSAP counselor will work with the staff member confidentially
to assist in identifying the cause of the problem, resolving the problem,
or when appropriate, securing other treatment or counseling. The FSAP counselor
may refer the staff member to community resources for the treatment of problems
which are beyond the scope of the FSAP. Information given to the counselor
and any diagnosis is completely confidential.
Supervisory Referral
A staff member's supervisor can also become involved in FSAP referral. Supervisors
may detect a change in a staff member's on-the-job behavior which seems
to suggest that the staff member is experiencing difficulty. Patterned absences
and unusual mood swings may be symptomatic of some influences in the staff
member's life which might benefit from the kind of attention available through
FSAP. Since it is clearly not the supervisor's job to attempt to diagnose
any such problems, a reasonable course of action might include a reminder
to the staff member of the availability of FSAP and the accompanying suggestion
of the value of participating in the program.
Condition of Employment Referral
A mandatory supervisory referral to FSAP requires a staff member to participate
in FSAP as a condition of continued employment at Cornell. This type of referral
is made only in extreme cases of deteriorating job performance, where the
individual's continued employment is brought into question.
In addition, a condition-of-employment referral should not be made unless the process of progressive, corrective discipline has been used and has thus far proven unsuccessful, unless the presenting problem is of an emergency nature. All condition-of-employment referrals must be approved in advance by the local hr representative or designee or the Personnel Office at the Geneva Experiment Station, whichever is appropriate. That a mandatory referral has been made (and that fact only) should be noted in the staff member's official personnel file.
Progressive Discipline
The FSAP is a resource for resolving the underlying factors which may result
in some on-the-job problems. Referral to FSAP can be a matter of supervisory
discretion or the result of a self-referral. However, referral to or participation
in the FSAP constitutes neither a formal step in the disciplinary procedure
nor a condition precedent to commencement of disciplinary action.
In the event that a staff member's job performance continues to decline and the staff member is making no apparent effort to address the problem, the supervisor has the full range of progressive discipline available. (Refer to the Policy 6.11.3, Discipline ) Progressive discipline designed to help rehabilitate a staff member may always be considered in addition to an FSAP referral for a staff member with performance difficulties.
Confidentiality
The service is strictly confidential. Records will not be kept in the staff
member's official personnel file except to document a condition of employment
referral. In such case only the fact that a referral has been made will
be entered into the record. There will be no risk of job loss as a result
of participation in this program.
Time Off
The university considers normally scheduled work hours spent conferring
with an FSAP counselor as sick leave or personal leave. However, if a staff
member prefers to use the program anonymously, vacation hours can be used
to cover the absence.
Should a staff member be referred for extended services beyond FSAP counseling, working hours spent away from work may also be handled as sick leave or personal leave.
Contact the local hr representative or designee or Employee Assistance Program office (607) 216-1410 in the Division of Human Resources for more information.