Purpose.

To provide OSHA personnel with awareness and guidance to assist employees in identifying and accessing resources available through the Employee Assistance Program (EAP) to address issues that may affect well-being or job-performance. OSHA employees have access to the EAP through the Federal Occupational Health (FOH), www.FOH4You.com.

The EAP is a free, voluntary, and confidential resource that provides professional counseling, support, and referral services for a wide range of personal and work-related challenges. The EAP helps employees address issues that may affect wellbeing or job performance and offers access to additional online tools and resources. No penalty is imposed for accepting or declining services. The program’s fundamental purpose is to support employees in achieving their full potential, even when personal or workplace challenges arise.

The EAP provides in-person and virtual therapy options through a national network of licensed professionals trained to help with many challenges including stress, anxiety, grief, marital/family relationship concerns, parenting, substance misuse, and more. EAP also offers financial, legal, and community resources for adult and childcare services. The website www.FOH4You.com has resources such as webinars and information on career development, wellness, and self-care.

Scope.

This chapter applies to all OSHA personnel within regional, area, district, and satellite OSHA offices and other OSHA organizational units (e.g. the OSHA Technical Center (OTC) and Office of Training and Education (OTE)) covered by the OSHA SHMS Manual.

Description of Services.

The services provided by EAP can be found at www.FOH4You.com. Employees can sign up at the website. Many of the resources are available without signing up.

The EAP is confidential. If an employee contacts EAP, no one knows but the employee and the EAP counselor (with a few exceptions see Section V.D.).

The EAP also offers consultation to supervisors to assist them in supporting employees who may be experiencing problems.

Responsibilities

1. Responsible OSHA Manager(s).

   1. Maintain current knowledge and awareness of the EAP and the process used for accessing EAP services. FOH EAP Supervisor's Guide and/or Manager Support - Magellan Health
   2. Contact EAP (1-800-222-0346) and request “Manager Support.” EAP will work with the managers and can provide onsite presentations by a local EAP resource on a variety of topics. This introduction can facilitate employee use of EAP resources.
      
      This on-site service cannot be used as counseling sessions for employees due to confidentiality.
   3. Encourage and support employee participation in the EAP when an employee may be experiencing personal problems which cause difficulties in the work setting. Introduction to the local EAP resource can facilitate employee utilization. Managers cannot require employees to use EAP.
   4. Respect and safeguard the confidentiality of any information provided by the employee.
   5. Recognize the potential need for EAP services where employees are involved with investigations wherein traumatic events or injuries are involved. As soon as possible after such an event, advise the affected employee(s) of the availability of EAP services.

2. Employee(s).

   1. Voluntarily seek counseling, referral, and information from the EAP, regardless of current level of job performance, when the employee is experiencing a personal, emotional, or substance misuse problem.
   2. Employees participating in the EAP through self-referral without the supervisor’s knowledge must use appropriate leave for visits to the EAP during work hours. (See “FOH EAP Frequently Asked Questions” on LaborNet for details).

Procedures.

1. Contact the Employee Assistance Program at 1-800-222-0364 or visit www.FOH4You.com.

2. OSHA managers’ concern for an employee’s personal problem is relevant only if the problem causes difficulties in the work setting.

   1. Individuals making referrals under the EAP must not attempt to delve into or diagnose an employee's problem.
   2. Employees must not be coerced or forced to use the program.
   3. Discussions should focus solely on job performance issues.

3. Employees who coordinate visits to EAP with Responsible OSHA Manager(s) will be on official duty while meeting with the EAP.

   1. While employees must inform their supervisor and obtain permission to be away from their job assignment for an appointment, they do not have to disclose the nature of the problem for which they wish to see the counselor.
   2. The Department allows an employee up to one hour of excused absence for each counseling session (not to exceed six sessions).
   3. If the EAP makes a referral to an outside source, absences during duty hours for rehabilitation or treatment must be charged to the appropriate leave category.

4. All discussions within the EAP are private and confidential, unless the employee signs an Authorization to Use and Disclose form that allows information to be shared with a specific person.

   1. Exception to confidentiality: A mental-health clinician is generally required to report if the employee poses an imminent risk of harm to themselves or others, reports current or past abuse of a minor child or dependent adults, or presents a potential risk to national security (though the specific criteria and reporting requirements for each of these situations may vary based on state law).