M A P
MEMBERS ASSISTANCE PROGRAM
SOUTHERN CALIFORNIA COUNCIL
MEMBERS ASSISTANCE PROGRAM
Shelia Bordeaux,Chair SCC MAP
Herman Bose, Director District Nine MAP
COMMUNICATION WORKERS OF AMERICA
MEMBER ASSISTANCE PROGRAM - At A Glance
As a result of the passage of the 1988 Drug Free Workplace Act, the companies that CWA have (Collective Bargaining Agreements with, began initiating "Employee Assistance Programs" (EAP).
For many years, CWA has had a Member's Assistance Programs (MAP). MAP is a union based Programs aimed toward providing members with assistance when life's problems cause an adverse affect on job performance and productivity. CWA has a vital interest in maintaining a safe, hostile free, healthy workplace for our members, free from the influence of violence, sexual harassment, discrimination, drugs and alcohol.
We have trained MAP Coordinators/Counselors to understand laws and regulations relative to EAP issues, company and union policies and procedures, changes in the court decisions and how our members are affected (i.e., D.O.T. regulations) by these guidelines.
We provide quality assessments and referrals for,
but not limited to:
Counseling Family Issues
Elder Care Medical Benefits
Community Support Groups
CWA MAP Coordinators will:
-Act as a liaison between the member and the. company
-Link and refer members and/or their family members to community resources and services
-Help eradicate feelings of intimidation
-Protect your contractual rights
If you find yourself in a need and we may be of assistance,
please contact your Local MAP Coordinator.
New Number Coming
Confidentiality is a crucial component of a successful Member Assistance Program. Besides being protected by public law, reasonable guarantees of confidentiality can provide the necessary incentives for the troubled worker to seek help without fear of retaliation or ridicule. The MAP committee should, in their consideration of confidentiality, institute and insist on strict measures, which guard against real or perceived breaks in confidentiality.
Participation in a MAP program often involves the disclosure of personal information. State and federal laws protect the confidentiality of this information in order to encourage individuals to step forward to seek treatment. This information can only be disclosed through the written permission of the MAP participant. There are extreme cases (life and death) where this information can be disclosed to the appropriate authority.
Although union representatives and supervisors have an important role, their access to information is limited to ensure confidentiality.
Union stewards and supervisors need to know:
That an employee will be absent from work
When an employee cane be expected to return to work
Union stewards and supervisors DO NOT NEED TO KNOW:
The type of assistance the member/employee needs
The' details or nature of the person's problem (s)
The workers progress in treatment
Proof of treatment participation/attendance
Treatment facility location
NOTE: Even in the case of a disciplinary referral, a member has no need to release any information about his/her participation in the Members Assistance Program. Participation in the Members Assistance Program is not always an alternative to disciplinary action. The Company may still choose to move forward with disciplinary action.
IT CANNOT BE OVER EMPHASIZED THAT MAINTAINING
IS NECESSARY TO MOTIVATE WORKERS
TO PARTICIPATE IN
THE MEMBER ASSISTANCE PROGRAM.
What is a MAP?
A MAP is a comprehensive workplace assistance program. policies and procedures for internal union handling of personal problems, which affect job performance.
Training orientation and education sessions for union officials or representatives, supervisory personnel and our member's families.
Counseling sites for voluntary and confidential handling of worker and family problems.
Avenues for cooperative labor-management handling of workplace problems.
What MAP Services Are Used For
Coaching and consultation for labor-management representatives.
Confidential problem assessment.
Telephone counseling and crisis Management.
Appointments with skilled union representatives.
Referral to qualified professionals for assistance.
When Do I Use the MAP?
When in your role as a steward, foreman, business agent or employer, you observe a worker with a personal or work site problem.
When negative feedback from others alerts you to a worker that may be having personal or work site problems.
When you know a co-worker is in trouble, and you suggest MAP services.
When management requires MAP services as a constructive alternative to normal disciplinary procedures. Or, when you or your family seeks the confidential services available through the MAP.
1. Members who need professional advice to solve life problems are encouraged to voluntarily use the union MAP's.
2. Union representatives will help identify and assist bargaining unit members with needs help. Union representatives will also encourage workers to voluntarily use the MAP service to help themselves before supervisory confrontation becomes necessary.
3. Supervisors are responsible for confronting employees about their unsatisfactory performance and helping them to improve their work:
a. Supervisors will bring employees' unsatisfactory work to their attention and encourage them to solve the problem on their own or. with the help of the MAP/EAP services. Supervisors will also tell the employees that continued unsatisfactory performance could lead to formal discipline,
b. If performance improves, no further action will be taken.
c. If job performance continues to be unsatisfactory, regardless of whether or not employees have accepted, help regular disciplinary procedures will be followed according to the collective bargaining agreement. At each step of the procedure, supervisors will encourage employees to seek help from the MAP/EAP service.
4. NO SUPERVISORS OR UNION REPRESENTATIVE WILL ATTEMPT TO DIAGNOSE THE CAUSE OF A WORKER'S PROBLEM
5. Union representatives and supervisors pledge to offer support and encouragement to individuals who voluntarily say they are seeking initial assistance.
Substance Abuse Is A Union Issue
Our members are important. When members are suffering from alcoholism or chemical dependency, they're sick and they need help. Getting the right treatment could save lives. We care about safety in the workplace. Everyone may feel sorry for people who are in trouble, and nobody wants to work next to.., or rely on... someone who's impaired. We have a duty to represent all of our members. People who suffer from alcoholism or drug dependency are likely to get into trouble on the job. It's going to be up to us to help them. The more we understand about the nature of their illness, and the faster we can get them effective treatment, the better we can do our jobs. We have a duty to make sure members' privacy rights don't get trampled in the rush to create drug-free workplaces. Although no one condones drug use, or any other illegal activity, the employer does not have the right to pry into employees' "after-work lives." As long as it doesn't affect job performance, members' private lives should be just that... private. We need to protect members' rights to due process and the grievance procedure. If a member's job performance is slipping, he/she should be warned and oven the chance to improve. Progressive disciple and the right of appeal through the grievance procedure are important principles, which supervisors sometimes disregard in cases, of chemical dependency. No one is certain why an individual ends up as an alcoholic or a drug addict. The roots of the illness clay lie in our genes, our psychological make-up, the families in which we were raised, the environment in which we live of some combination of these factors.
This article is an excerpt from the AFL~CIO's "Helping to Overcome Addiction: A Union Representative's Guide far Dealing with Substance Abuse. "
A Drug-free Workplace Program benefits the worker, the employer, the union, and Health Insurance cost.