Podcast
Questions and Answers
What is the primary purpose of contacting a Peer Support Team member?
What is the primary purpose of contacting a Peer Support Team member?
- To report a personal grievance
- To receive training for stress management
- To complain about workplace policies
- To request counseling services (correct)
What defines a High Stress Incident (HSI) in light of peer support services?
What defines a High Stress Incident (HSI) in light of peer support services?
- An incident deemed serious based on reactions of personnel (correct)
- An incident occurring after hours
- A routine emergency call
- Any incident with a low emotional impact
How are employees informed about the Peer Support Team members?
How are employees informed about the Peer Support Team members?
- Through email notifications only
- By visiting a dedicated website and viewing posters in stations (correct)
- During regular staff meetings
- Via personal calls from team members
Who can initiate a notification about a High Stress Incident?
Who can initiate a notification about a High Stress Incident?
What is the nature of participation in support activities offered by the Peer Support Team?
What is the nature of participation in support activities offered by the Peer Support Team?
What type of incidents does the Peer Support Team primarily address?
What type of incidents does the Peer Support Team primarily address?
What should individuals do to request Peer Support Team services?
What should individuals do to request Peer Support Team services?
What is a common characteristic of incidents that may lead to a High Stress Incident assessment?
What is a common characteristic of incidents that may lead to a High Stress Incident assessment?
What is the purpose of the voluntary use of EAP services suggested by supervisors and union agents?
What is the purpose of the voluntary use of EAP services suggested by supervisors and union agents?
What does the Employee Assistance Program (EAP) primarily offer?
What does the Employee Assistance Program (EAP) primarily offer?
What is NOT a requirement for employees under mandated EAP referrals?
What is NOT a requirement for employees under mandated EAP referrals?
What potential consequence may occur if an employee fails to comply with the EAP treatment plan?
What potential consequence may occur if an employee fails to comply with the EAP treatment plan?
How can employees attend counseling sessions if they are mandated to participate in EAP?
How can employees attend counseling sessions if they are mandated to participate in EAP?
What is the department's belief regarding stressors affecting employees?
What is the department's belief regarding stressors affecting employees?
What can be expected from the mandated referral to EAP regarding employee rights?
What can be expected from the mandated referral to EAP regarding employee rights?
Which of the following statements about EAP services is incorrect?
Which of the following statements about EAP services is incorrect?
What is the primary purpose of the Employee Assistance Program (EAP)?
What is the primary purpose of the Employee Assistance Program (EAP)?
Who is eligible to access the EAP services?
Who is eligible to access the EAP services?
Which of the following services is NOT provided by the EAP?
Which of the following services is NOT provided by the EAP?
How is the confidentiality of EAP services maintained?
How is the confidentiality of EAP services maintained?
What is a potential benefit of using the EAP?
What is a potential benefit of using the EAP?
Which method is NOT mentioned for accessing EAP counseling services?
Which method is NOT mentioned for accessing EAP counseling services?
What types of issues can EAP services assist with?
What types of issues can EAP services assist with?
What is the contact number for the EAP to reach a counselor?
What is the contact number for the EAP to reach a counselor?
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Study Notes
Employee Assistance Program (EAP)
- EAP is offered through 42Cares and New Directions, providing free, confidential support for personal, family, and workplace issues.
- Accessible to all Kansas City, Missouri Fire Department employees and their immediate family members.
- Contact number for counseling: 1.877.281.3804.
Importance of EAP
- Aims to enhance individual emotional and physical fitness, contributing to workplace safety and service quality.
- Services include counseling, assessments, referrals, and support for various issues including substance use, family difficulties, job stress, and legal problems.
- Individual use of EAP services is strictly confidential, with records maintained independently and in compliance with state/federal laws.
Guidelines for Use
- Department supervisors can recommend EAP services for members showing signs of personal or emotional distress affecting job performance.
- Utilization of EAP will not jeopardize job security, reputation, or promotional opportunities.
Mandatory Referrals
- Employees may be mandated to use EAP as an alternative to disciplinary action for policy violations or work performance issues.
- Required actions under mandated referral include participating in EAP, completing necessary forms, improving performance, and complying with treatment.
- Employees can use sick leave or vacation for EAP sessions, which may need to be scheduled on off-duty days.
- Non-compliance with EAP treatment plans may result in disciplinary action, including termination.
Rights of Employees
- Employees have the right to know the specifics of the policy violation leading to the referral.
- Right to representation by a Local 42 Business Agent or Local 3808 representative.
Peer Support Team (PST)
- Contact number for peer support: 913.523.4090.
- Peer Support Team provides services for employees experiencing high levels of stress.
- Employees can request PST services by visiting firestrong.org and accessing the Peer Team Resource tab for member contacts.
High Stress Incident (HSI) Management
- HSIs are serious incidents affecting public safety personnel, influencing their well-being and family.
- Upon an HSI, a PSP coordinator may assess those impacted, with potential additional support offered.
- Participation in support activities is voluntary, and employees may decline without reprisal.
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