SECTION XII

AFA-CWA EMPLOYEE ASSISTANCE PROGRAM

　

The Association of Flight Attendants-CWA is dedicated to establishing and promoting the professional image of flight attendants. As a representative body of its members, the Association of Flight Attendants-CWA is not only concerned with union operations, but also with the health and welfare of each of its members. Therefore, the Association of Flight Attendants-CWA has established an Employee Assistance Program (EAP).　

The program is not intended to intrude upon an individual's private life, but the Association of Flight Attendants-CWA recognizes that a member's personal problems may adversely affect the individual's job performance. The program is designed to ensure the maintenance of the standards of the Association of Flight Attendants-CWA in its endeavors to provide the public safe and efficient air transportation and to ensure the member's personal well-being.
　

A. AFA-CWA EAP Mission

The Association of Flight Attendants-CWA Employee Assistance Program (AFA-CWA EAP) is a confidential resource available to the members, their families and their partners to assist with personal, as well as work-related concerns. AFA-CWA's EAP provides three distinct but interrelated services including (1) Assessment, support and resource referral, (2) Advancement of professional standards through conflict resolution, and (3) Response to critical and/or traumatic incidents. AFA-CWA's objective in providing these services is to enhance the health, safety and well being of its union family with the highest quality of peer support services available within the EAP industry.
　

B. EAP Objectives

1. To develop a program model which can be easily adapted to the specific needs of each member carrier, which will complement existing carrier EAP programs, and which will increase each individual flight attendant's chance of being helped.

2. To provide assistance in the early identification of problems, the referral to appropriate diagnostic and treatment/rehabilitation resources, and the development of ongoing and support programs.

3. To advance professional standards within the flight attendant profession.

4. To lessen the everyday impact of and accelerate recovery following a critical and/or traumatic incident.

5. To establish and initiate a comprehensive educational program throughout the entire Association of Flight Attendants-CWA membership which will focus on peer responsibility and their role in the early identification, intervention, and treatment of substance abuse as well as other behavioral/medical problems.

6. To generate interest and active cooperation among those airline managements who as yet have not become involved in employee assistance programs.

7. To assure that the insurance carriers for each member airline offer reasonable coverage for the full continuum of treatment services for substance abuse and other behavioral/medical problems.

8. To encourage carriers to provide standard medical leave of absence, accrued sick leave pay, and group insurance benefits for the flight attendant who is required to take time off work for treatment and to insure that job security and promotional opportunity are not jeopardized for requesting and/or accepting treatment for personal problems or substance abuse problems.

9. To assure the confidentiality and members' rights are protected, that there is consistent application of the program throughout the membership, and that no punitive action be taken against a flight attendant as a result of the diagnosis and successful treatment of substance abuse and other behavioral/medical problems.

10. To encourage the active involvement of AFA-CWA EAP in the development, implementation and monitoring of carrier sponsored EAP Policies, Procedures and Activities.

11. To encourage the active financial investment of carriers in AFA-CWA's EAP.

12. . To enhance the overall health and well-being of the Association of Flight Attendants-CWA members, their families and their partners and consequently the safety of the traveling public.
　

C. EAP Design

The Employee Assistance Program shall provide three distinct, but interrelated services including:

Assessment, Support and Resource Referral

The AFA-CWA EAP provides problem identification, emotional support and linkage to resources to assist with a wide array of personal as well as work related concerns.

Advancement of Professional Standards

The AFA-CWA EAP offers problem-solving and conflict resolution strategies in an effort to encourage the settlement of disputes among co-workers without the need for management intervention.

Response to Critical and/or Traumatic Incidents.

The AFA-CWA EAP provides structured intervention and support services in the aftermath of a critical and/or traumatic incident to mitigate stress and accelerate recovery.
　

D. Confidentiality

AFA-CWA EAP will maintain the highest standards of confidentiality to comply with legal and ethical mandates and to maintain the privacy rights of AFA-CWA members. AFA-CWA EAP prohibits the unauthorized disclosure of records or other information. Individuals may request or consent to the release of information to assist with proper case resolution, but only following his/her signature on a properly executed written consent form. Even then, only minimal information to those with an absolute need to know will be disclosed for a limited period of time as designed on the signed releases.
　

E. Responsibilities

1. It shall be the responsibility of the individual member who is experiencing personal problems to take it upon her/himself to seek assistance from the Employee Assistance Program. All communications and information received by the EAP shall be kept confidential consistent with Federal and State laws and ethical mandates.

2. In cases where the individual is not aware of the existence of a personal problem or the effects of her/his personal problems on work performance, fellow crew members, safety and comfort of passengers, or personal well-being, it shall be the responsibility of other Union members to contact the EAP to facilitate an intervention and referral or correction of the problem.

3. Diagnosis and treatment shall be done by authorized professionals in the community and not by Union members.　

4. Once confronted with the personal problem and its consequences, it shall be the individual's responsibility to do what is necessary for rehabilitation and/or resolution.

5. Every flight attendant has the opportunity and the responsibility to exercise reasonable personal efforts (one-to-one) to resolve a problem regarding the professional conduct of another. If resolution is not achieved, assistance should be sought from the EAP rather than requesting action from management.

6. Every flight attendant has the responsibility of reporting a critical incident to an AFA-CWA Officer, safety committee, or EAP committee. Communications among all committees is required to ensure adequate support and response. 　

F. Provisos

1. The acceptance of referral for evaluation, a diagnosis, and/or treatment of a substance abuse problem or behavioral/medical difficulty shall not affect a member's seniority, voting privileges, or entitlement to other Union benefits and protections.

2. Participants in the program are expected to meet existing job performance and established work rules within the framework of existing federal, company, and the Association of Flight Attendants-CWA agreements.

3. Nothing in this EAP policy shall be interpreted as constituting a waiver of a carrier's or the Union's right to maintain discipline or the right to take disciplinary measures, within the framework of the collective bargaining agreement and the Association of Flight Attendants-CWA Constitution and Bylaws, in the case of misconduct resulting from the misuse of alcohol or drugs or a personal problem.

4. Nothing in this EAP policy is intended to go against the Federal Aviation Regulation (FAR 91.99) prohibiting the use of alcohol prior to and during flight attendant duty periods.

5. If the flight attendant refuses to accept evaluation and/or treatment or continually fails to respond to treatment with poor job performance resulting from the personal problem, the resultant action shall be consistent with any other situation which adversely affects job performance.　

G. EAP Committee Standards

1. EAP Committee members shall function in accordance with AFA-CWA International EAP guidelines.

2. The AFA-CWA International EAP office (IEAP) shall guide EAP committees in matters of policy interpretation, in training in EAP techniques, and in improving effectiveness.

3. The EAP Handbook and EAP Resource Manual, including the AFA-CWA EAP Code of Ethics are the written guidelines for committee structure and functioning.

4. All matters brought to the attention of the EAP committee will be handled in the prescribed confidential manner.

5. The EAP committee will coordinate and promote cooperation with other AFA-CWA Committees.

6. EAP committee persons will be available to assist any flight attendant prior to, or following a disciplinary process. (The AFA-CWA International EAP policy discourages an EAP committee member from being present in any grievance hearing.)

7. EAP committees will not take any actions which conflict with the policies of the Association of Flight Attendants-CWA. 　

H. Peggy Price LEC EAP Award

1. An award to be known as the Peggy Price LEC EAP award shall be established in recognition of outstanding team dedication and commitment to the advancement of EAP standards and services within AFA-CWA by an LEC EAP committee.

2. The selection of candidates for and the recipient or recipients of this award shall be made in accordance with the following procedures:　

a. MEC and LEC Presidents may submit nominations for the award directly to the International President.

b. MEC and LEC EAP Chairs may submit nominations through their respective Presidents.

c. All nominations will be reviewed by the International EAP for adherence to EAP eligibility criteria established by the MEC EAP Chairs.

d. The recipient(s) shall be selected by the AFA-CWA International Officers.

e. An engraved plaque shall be presented to the selected EAP LEC Council. Individual committee members will be honored with a certificate. The name(s) of EAP LEC recipient(s) shall be engraved on a master plaque maintained at the International EAP.

f. The award shall be presented annually by the International President at an appropriate and suitable ceremony.