Individual cases either originate through voluntary referral, or are referred on the basis of a job performance interview with the supervisor and the staff member. In the latter case, the following procedures are recommended:
A. The focus of the first interview should be restricted to the issue of job performance. Opinions or judgments should be avoided.
B. After the job performance has been reviewed with the staff member, then s/he should be informed of the professional services available, including assessment and counseling. These professional services will be rendered on a confidential basis.
C. The staff member may choose to accept or reject the offer of confidential-referral which can be made through the Personnel Office or directly to a qualified professional counseling and diagnostic agency outside of the Corporation for a determination as to whether the problem is related to alcohol/chemical use or abuse.
D. If treatment is necessary, sick days may be used for the time required to be off the job.
E. If the staff member rejects the offer and the job performance problems do not recur after the interview, there is no longer a job-related problem.
F. If the job performance problems reoccur, the supervisor should take appropriate action such as an unrequested leave of absence (School Board Policy 3161).
G. A staff member may not be referred for assistance, but could incur disciplinary procedures up to and including termination if s/he:
causes bodily harm or injury to a student, staff member, or patron, or
commits a felony or other crime while under the influence of a chemical or chemicals.