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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 judgements
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 referral which can be made through the Aurora
Occupational Health Services 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. A staff member may not be referred for assistance, but could incur disciplinary procedures up to and
including termination if s/he:
1. Causes bodily harm or injury to a student, staff member, or patron, or
2. Commits a felony or other crime while under the influence of a chemical or chemicals.
Approved/Adopted: July 13, 2009 Revised: August 29, 2011 |
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