Employee Assistance Program

The city provides an employee assistance program for employees, their spouses, qualified adults (per CAO Policy 46), and their dependents. This program offers qualified counselors to help people effectively deal with problems or crises that sometimes occur in daily living. These EAP services are free to employees, their spouses, qualified adults, and dependents; and, we encourage employees to take advantage of these services if the need ever arises.

Voluntary use of the EAP is strictly confidential. The city’s EAP service providers are committed to making sure employees’ personal information is NOT shared with their employers.


May be used when changes/problems are noticed in the employee’s workplace performance or behavior, but the changes/problems may not be sufficient to warrant disciplinary action. The employee can self-refer at the suggestion of the LFUCG or without LFUCG’s suggestion or knowledge.

Possible indicators:

  • lack of concentration, forgetful
  • poor eating
  • tiredness
  • poor health
  • isolation from colleagues at work
  • poor judgment (decline from standards)
  • agitation
  • overt anxiety
  • overreactions
  • unhappiness
  • dissatisfaction
  • irritability
  • indecisiveness
  • self-doubt
  • loss of interest and pleasure at work
  • compulsive attention to trivial details
  • brief difficulty with focus, team work, or productivity

What to do? Give the employee an EAP card or advise them of the EAP contact information.

Employees may/may not choose to schedule their own appointment.

Mandatory referral

It may be used when there is a serious policy violation, a question of safety for employees or others, or the employee is at risk for termination due to performance problems.

Possible indicators:

  • Poor judgment
  • lack of concentration
  • indecisiveness or decreased problem solving that is potentially dangerous to self, other employees or residents
  • emotional reactions that render the employee unable to perform work tasks
  • failure to bring behavior under control when directed to do so
  • emotional/behavioral outbursts
  • suicide threats (covert or overt)
  • disorganized, delusional, irrational thought patterns
  • refusal to take responsibility for actions
  • threats against coworkers or management.


What to do? Call HR to request a mandatory referral.

Deciding on level of referral

Consider the adverse effects of the problem on the following.

  1. Productivity (individual or group)
  2. Employee/group morale
  3. Safety

a. Is the employee in a safety-sensitive position?
b. What are the consequences of ongoing mistakes and errors in judgment?
c. Are there concerns about personal safety or the safety of others?

Consider the long-term impact on both the employee and the workgroup when choosing the level of referral.

When to call HR

  1. Request a mandatory referral.
  2. Consult with HR if you are in doubt about the proper level of referral.

For more information or for confidential help, call the city’s EAP provider listed on the city’s Benefits Center website.