(1) Supervisors should be aware that the proper functioning of any organization is directly related to each employee’s job performance. Whenever an employee’s problems interfere with job performance, the supervisors should consider two important factors. The first is the welfare of the organization, and the second is the welfare of the employee. Dealing with the problem of the employee can be a difficult and frustrating experience for any supervisor. Understanding and applying these guidelines can make the job much simpler and can be a rewarding experience when the employee responds favorably to assistance.

(2) Employee Assistance Programs provide resources to workers to help them deal with factors that have a negative impact on work and life in general. These factors may include:

(3) This program should not be regarded as a permissive mechanism or as a device to avoid problems for which supervisors are accountable. It should be regarded as a program to assist supervisors and employees in coping with problem situations, which have been ignored in the past due to a lack of understanding and a fear of misdirecting troubled employees. [Res. 2022-10-016 § 1, 2022.]