UMB Digital Archive > School of Social Work > Employee Assistance Archive School of Social Work >

Please use this identifier to cite or link to this item:

Title: International Association of Machinist's District 141 - Employee Assistance Program Peer Coordinator's Manual
EAP_Coordinator_Manual07.12.doc  (251 kB)  Peer Coordinator Manual
Other Titles: 141 eap
Authors: Hutchinson, Bryan R.
Date: 2012-01
Abstract: Mission Statement: The District Lodge 141 Employee Assistance Program (EAP) goal is to motivate troubled employees to seek and accept professional assistance within the constraints of the respective negotiated company benefit plan. The EAP coordinator’s function within the program is to provide education and awareness of the EAP, advocate for, and support the principles and tenets thereof, and direct employees to an appropriate and qualified professional evaluation resource. The coordinator is to function as a team member with management and other union entities whenever possible. The coordinator may also assist employees returning to work after a treatment experience. Coordinator activities are described in this manual. Employee evaluation, diagnosis, and treatment regimen methodologies are not components of the District Lodge 141 EAP Coordinator job description.
Subject Keywords: coordinators
Employee assistance programs
International Association of Machinists and Aerospace Workers
Handbooks, vade-mecums, etc.
Description: The International Association of Machinists and Aerospace Workers (IAMAW) created an Employee Assistance Program (EAP) for it's represented members in 1972. As the program evolved, a manual was developed to outline the parameters and boundaries of the program, delineate roles and responsibilities and to address policies and procedures of the EAP. The IAMAW EAP manual has been revised twice (2005 and 2012) to adapt to the emerging needs of the represented employees of the IAMAW.
Type: Other
Table of Content: Table of Contents Acknowledgements 3 Property of District 141 4 Mission Statement 5 Foreword 6 Introduction 10 Organizational Chart 11 Roles and Responsibilities 12 Chapter I Director and Coordinator 14 Qualifications Job Description - Director 19 Job Description - Chair 21 Job Description - Regional 23 Job Description - Local 24 Chapter II Coordinator Application 25 Becoming a Coordinator 26 Coordinator Appointments 28 Selection Process 29 Chapter III How a Joint EAP Functions 30 Chapter IV Crisis Response 35 Emergencies 36 Suicide 38 Chapter V Post Treatment Issues 40 Methodology 41 Disease Concept 43 Addiction 44 Enabling 45 Co-Dependency 47 Resume of a Co-Dependent 48 Denial 50 Explaining the EAP 52 Conferring with the EAP Rep 54 Third Party Requests for Help 55 Facilities Contacting You 57 Facility/Treatment/Discipline 58 Chapter VI Record Keeping 59 Chapter VII Legal Challenges to the EAP 60 Appendix A - Confidentiality 61 B - Confidentiality Release form 63 C - Drug & Alcohol Testing 64 D - Differences between Carriers 71 E - Union Fiduciary Obligation 72 F - EAP Core Technology 73 G - EAP “Ten Commandments” 75 H - Suggested Reading List 76 I - Coordinator Directive 79 J – Politics and EAP 80
Appears in Collections:Employee Assistance Archive School of Social Work

This item is licensed under a Creative Commons License
Creative Commons

Items in UMB Digital Archive are protected by copyright, with all rights reserved, unless otherwise indicated.


Contact Us | Terms and Conditions of Use | Privacy | Disclaimer

Copyright © 2011-2012 Health Sciences & Human Services Library. All Rights Reserved.