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. c." OF SAN BERNARDWO - REQU.,T FOR COUNCtii<WON
From:
Mayor's Offi ce
REC'O.- ADMIN. OFF !>ubject:
19B5 MAR 25 '.1111: 40
Employee Assistance Program for
City Employees
Dept:
Date: Ma rch 26, 1986
Synopsis of Previous Council action:
On February 5, 1985, Council adopted Resolution 85-50, which authorized the
execution of an agreement with "The Counseling Team" for providing an Employee
Assistance Program for sworn Police Officers.
Recommended motion:
Adopt Resolution which would provide Employee Assistance Program for all
City employees.
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Signature
Contact person:
Richard 8ennecke
Phone: 5204
FUNDING REQUIREMENTS:
Amount: $27,360
Ward: N/A
Will be placed in Personnel's
Source: 8udget for FlY 1986-87
Finance: I J ~ C' / A
Supporting data attached: Yes
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Council Notes:
7 5-0262
Agenda Item NO.~ ~
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CI. OF SAN BERNARD* - REQUrer FOR COUNCIL ACeoN
STAFF REPORT
In December, 1985, the Personnel Office sent out a request for proposals
for an Employee Assistance Program. In January, 1986, proposals were
reviewed by a team consisting of Gerry Newcombe, Paul Bonanno, Manuel
Moreno, Ray Schweitzer, Ron Solheim and Richard Bennecke. Seven proposals
were reviewed and three were selected for oral presentations. Oral
presentations were made on February 10, 1986 and the review team selected
"The Counsel i ng Team".
The purpose for brinqinq forth this proposal is based on the principle
that good, productive employees are a city's most valuable asset. Employee
Assistance Programs increase employee productivity and decrease costs
associated with excessive absenteeism, accident, insurance claims and
employee turnover (see attached research).
The City's Workers Compensation claims will total approximately half a
million dollars this year. An average claim runs between fifty and sixty
thousand dollars. If an Employee Assistance Program were in effect, and saved
one individual from an accident, the cost savings to the City would pay
for the E.A.P. program.
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RESEARCH RELAIED_~BMPLOYEE ASSISTANCB_PROGRAMS
1.
Reduction of ~ployee Absenteeism
Kennecott Copper Company reported a 49.5% improve-
ment in absenteeism among employees who partici-
pated in its program. 1
General Motors Corporation, Oldsmobile Division,
reported a 48% decrease in lost personnel hours and
a 54% decrease in leaves of absence among employees
who participated. 2
2.
Decrease in Sickness and Accident Claims
General Motors of Canada, Limited, reported a 46%
decrease in the number of sickness and accident
claims and a 48% decrease in the amount paid in
sickness and accident benefits for employee program
participants. 3
Recently released results from a large-scale study
indicate people tend to reduce their use of medical
services after therapy. 4
3.
Job Productivity and Satisfa&ti2n
Among the 201 participants in the University of
Missouri Employee Assistance program, 83% initially
reported work-related problems. Of these no job
problems after using the program. 5
The records of 402 Illinois Bell Telephone Company
employees were compared over a five-year period.
Before coming to the Employee Assistance, only 22%
were rated as "good" in job efficiency. Five years
later, the percentage rose to 58%.6
-------~unpublished research on "Insight", the Employee
Assistance Program of Kennecott Copper Corporation, 1977.
2R. Alexander and T. Campbell, "One Organization's
Approach" Michigan State Univeristy's School of Labor and
Industrial Relations, 1973.
3C. R. Lunn. Unpublished research on General Motors
Canadian Alcoholism Recovery Program, 1976.
4Emily Mumford Analyzed 7 Million Blue Cross/Bule
Shield Claims In Mental Health Reports, Vol. 8, No. 22,
October 24, 1984.
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Conrail estimated a new savings of $672,961 as a
result of its Employee Assistance Program.
The Firestone Rubber Company saved approximately
$1.7 million annually in just absenteeism, acci-
dent, sickness and medical surgery costs as a
resul t of the program. 8
ALCOHOLISM - MAJOR PROBLEMS FOR EMPLOYERS
It has been said that an alcoholism rate of 5% of a work
force can cut productivity 25%.
Troubled employees cost employers billions of dollars each
year.
1.
$19 to $20 billion is lost annually due to exces-
sive absenteeism, hospitalization and early death
among executives.9
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Alcoholism and drug abuse cost business, government
and education more than $24 billion every year. 10
Workers who misuse alcohol and drugs have twice as
many on-the-job accidents as non-users. They are
twenty-five percent less effective due to absentee-
ism, tardiness and lower productivity. 11
Persons in emotional stress are significantly
higher users of both inpatient and outpatient
medical facilities as compared with the health plan
average. 12
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5 Provost for Health Affairs report. University of
Missouri. 211 Columbia Professional Building, Columbia,
Missouri 65201.
6 R. R. Hicker, F. E. Asma and R.L. Eggert, "A
Company Sponsored Alcohol Rehabilitation program", Journal of
OccuPQ1ional Medi~in~ October. 1972.
7 John T. Gorman, Consolidated Rail Corporation.
~Q~_QQyn~liD9-SeIYl~e Report QD Activity, 1978.
8 Edward Johnson, Firestone Rubber Company Testimony
in Ohio on Senate Bill 90.
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THE PROBLEM OF ALCOHOLISM
The City of San Bernardino, like every other institution, has
its share of employee problems. Take the one example of
alcoholism. If research statistics are applied to the
employee population of the City of San Bernardino, the
following results are obtained:
2.
There are approximately 1300 people working for
City of San Bernardino.
About 68% of Americans drink alcoholic beverages.
Applied to the employees who drink. 13
Ten percent of adults who drink are likely to
experience alcohol problems.14 This would mean
approximately 88 employees in the City of San
Bernardino.
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It is estimated that the costs of employee alcohol
problems to business and industry amou~t to 25% of
the annual payroll for these persons.
Let us assume the average salary of the City of San
Bernardino employees is $20,000 per year. The
annual loss to alcoholism then costs the City of
San Bernardino $440,000.
9 Meryle H. Gellman, "How to Detect Signs of Employee
Stress and Improve the Situation - in Order to Bolster
profits", The Exe~utiY~_=_~QQ_Ang~, August, 1981.
10 N.B.C. white Paper - Fl~a.sl.Jre For Dryg.s.; :rbe Great
American High, Easton, Connecticut: The Center For Life-time
Learning, 1982. Presented on NBC television, April 20, 1982.
11 James T. Wrich, Guidelines For Developing an
Employee Assistan~~_P~9Iam, American Management Association
Member Briefing, 1982.
12W. Follette and N. Cummings, "psychiatric Services
and Medical Utilization in a prepaid Health Setting"", Medi-
cal Car~, 1967, pages 25-35.
13 American Management Association Al~QhQlics and
Business. New York AMACON, 1976, page 18.
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B. ~~~L_"f2IDi.lY-PIQbl~m~. Dep~ssion_9ug_QtheI_i~Qbl~
people also have other problems - problems with their
families, jobs, personal stress, depression, etc. In the
employee population of America's business and industry, there
is another 5% who suffer from stress, depression, marital
problems and similar emotional difficulties, but have no sign
of alcohol use. These emotional problems also cost the City
of San Bernardino in lost efficiency and higher medical
utilization. For example, a man or woman going through a
divorce or separation can be experiencing emotional trauma.
It drains the person of energy needed to concentrate on the
job and perform efficiently. It also impacts physical well
being. Five percent of the City of San Bernardino's 1300
employees is 65 employees. The salary amounts to $1,300,000
annually <assuming an average of $20,000).
Twenty-five percent of that $20,000 is lost because of the
personal problems impacting employees' lives, or $325,000
annually. 16
C. QYtRALL_lMiACT-QF-&MPLQ1~ES' PROBLEMS AT ~E CITY QF-SAN B~RNARDINO
When the cost of alcoholism is added to the costs arising
from other types of problems, $440,000 plus $325,000 the
total amount lost to the City of San Bernardino is $765,000
annually. If this seems drastic, it is not. In fact, it is
conservatively understated. The $765,000 does not show up a
a line item in the budget, but it is easy to locate. The
City of San Bernardino, for example, spends large sums each
year on unnecessary and questionable absenteeism - hiring
temporary help, replacement, etc. It also spends substantial
sums on health benefits and claims. These costs have risen
markedly in most businesses over the past few years. The
Metropolitan Life Insurance Company estimates that 25 - 40%
of hospital admissions are alcohol related. 17
But the diagnosis specify heart disease, hypertension and
similar disorders - diagnosis which camouflage the basic
problem underlying them, the problem of alcoholism. Kaiser
permanente in a Northern California study found that 60% of
its medical visits were due to emotional problems for which
no organic basis could be found.I8
An Employee Assistance program for the City of San Bernardino
should be available to every employee and family member. The
problem need not be alcohol or drug abuse. Employees may use
the program for stress reduction, for improving communication
with a partner or spouse. The Employee Assistance program is
for everyone, not just for persons labled as "trouble."
NOTE: Research statistics provided by Psychological Health
Consultants as part of a submitted proposal.
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14U.S. Department of Health and Human Services, 1981.
15captain James Baxter, nThe Dollars and Sense of
Employee Assistance Programs,n Alcohol, March/April, 1981,
page 29.
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17W. R. Cunnick, Jr., M.D., Metropolitan Life Insur-
ance Company, cited in THE ALMAtAH. April. 1982.
18nMenta1 Health and Cost Containment,. Mercer
Bull et.iJu...Ms!y 198jh
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RESOLUTION NO.
2 RESOLUTION OF THE CITY OF SAN BERNARDINO AUTHORIZING AND
DIRECTING THE EXECUTION OF AN AGREEMENT WITH "THE COUNSELING
3 TEAM" FOR PROVIDING AN EMPLOYEE ASSISTANCE PROGRAM FOR CITY
EMPLOYEES.
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BE IT RESOLVED BY THE MAYOR AND COMMON COUNCIL OF THE CITY
5 OF SAN BERNARDINO AS FOLLOWS:
6 SECTION 1. The Mayor of the City of San Bernardino is
7 hereby authorized and directed to execute for and on behalf of
8 said City an Agreement with "The Counseling Team" for providing
9 employee assistance program services to City employees. A copy
10 of said Agreement which incorporate2 '~he Counseling Team's
]1 proposal, is attached hereto as Exhibit "An and incorporated
12 herein by reference as though fully set forth at length. A copy
13 of the City's request for proposal, and the Counseling Team's
14 proposal is on file in the City Personnel Department.
15 I HEREBY CERTIFY that the foregoing resolution was duly
16 adopted by the Mayor and Common Council of the City of San
17 Bernardino at a
meeting thereof, held on
, 1986, by the
18 the
day of
19 following vote, to wit:
20 AYES:
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22 NAYS:
23 ABSENT:
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City Clerk
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Approved as to form:
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i City Attorney
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, 1986.
Mayor of the City of San Bernardino
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A G R E E MEN T
(Counseling services)
THIS AGREF.MENT is made and entered into this
day of
, 1986, between the CITY OF SAN BERNARDINO, a
;, municipal corporation, (hereinafter called "City") 300 North "D"
6 street, San Bernardino California, and THE COUNSELING TEAM,
7 (hereinafter called "Consultant") 696 North "D" Street, Suite 2,
8 san Bernard ino, Cal i fornia.
9 The parties agree as follows:
10 1. Scope of Work. Consultant hereby agrees to perform the
11 following services:
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A. Conduct a preliminary evaluation and provide
13 counseling services upon request of any City employees and
14 members of their family residing with the employee. "Members of
1;> the family" shall include
16 daughter, mother, father,
17 and nieces if residing in
18 the employee.
spouse, son, daughter, step son, step
mother-in-law, father-in-law, nephews
the same household and dependent upon
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B. Provide follow-up of said employees and/or their
20 family members under treatment.
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C. Provide consultations with supervisors regarding
22 problem employees and/or any aspect of the Employee Assistance
23 Program.
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D. Provide supervisory training relative to Employee
25 Assistance Program referral procedures.
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F.. Conduct education seminars and briefings for all
27 levels of management concerning services provided by the Employee
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ASSistance Program.
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F. Assist management in development of policies and
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proceduers for Employee Asslstance Program.
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G. Assist management in introducing the Employee
4 Assistance Program to aforementioned employees.
5 2. Independent Contractor status. Consultant or any of its
6 employees are acting as an independent contractor, and not an
7 employee of City. In the performance of consulting services
8 pursuant to the provisions of this agreement, Consultant shall not
9 be supervised, directed, or under the control or authority of any
10 City offficer or employee, except and to the extent as may be
11 expressly or implicitly required by the terms and provisions of
12 this agreement. Any direction or control so required under this
13 agreement shall be limited to broad objectives or goals of the
14 project or program to be accomplished and not to the details and
15 procedures to accomplish such objectives or goals. Changes or
16 modifications of said objectives and goals may be made by written
17 recommendations of either party subject to the concurrence of the
18 other party in writing.
19 3. Fees and Charges. The cost billed monthly to the City
20 for services provided under this agreement will be at an hourly
21 rate of $40 per hour. Such charges shall not exceed $2,280 per
22 month. Upon execution of this agreement, pre-treatment and
23 counseling services shall be made available at no cost to City
24 employees and their families. If Consultant needs to refer any
25 individuals covered under this agreement to another professional
26 individual or agency, the cost incurred for such other professional
27 service shall be solely the responsibility of the individual
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mployee; City shall have no liability therefor.
Every effort
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I will be made to refer employees to free services or agencies
2 providing services covered by available insurance, or those
3 agencies which operate on an ability-to-pay basis.
4 4. Term. This agreement shall commence on July 1, 1986, and
5 terminate July 1, 198B.
6 5. Termination. City may terminate this agreement by giving
7 60 days' written notice to Consultant.
8 6. Reports by Consultant. Consultant shall submit to City
9 monthly reports coincident with its bill for services. Such
10 report shall:
11 A. Accurately describe in general terms services provided
12 during the contract period, but with no individually identifiable
13 information, referable to any individual client. Such report
14 shall be provided only for audit purposes.
15 B. Make reference to this agreement or otherwise
16 identify the report(s) in such a manner as the City may reasonably
17 require.
18 C. Provide feedback annually to the City for the purpose
19 of evaluating the effectiveness of the Employee Assistance
20 Program.
21 7. Confidentiality to be Assured. Consultant shall maintain
22 the confidentiality of all e~ployees referred for or
23 voluntarily seeking counseling services. The parties recognize
24 that the cornerstone of every successful Employee Assistance
25 Program is the pledge of confidentiality; without confidentiality
2G there is no credihility. Employees will not reveal their
27 personal problems if there are no clear legal guidelines about
28 confidentiality. Consultant shall assure that all personal
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1 information imparted by a counselee to a counselor will be
2 respected and safeguarded. Such information may be used only in a
3 professional manner for the purpose of helping in rehabilitating
4 the worker. Consultant's records shall be kept secure in
5 accordance with the code of ethics of the profession, Federal
6 regulations and state laws. Consultant shall maintain in good
7 order an alarm system to protect its records. Consultant will not
8 reveal to any person or entity, except pursuant to a valid
9 subpoena, the names or identities of employees or family members
10 who come to the program voluntarily or who, having been referred,
11 agree to accept counselling services, except to confirm on a one-
12 time basis only that an employee kept an appointment made for him
13 or her by a supervisor or other City official.
14 8. Non-Assignable. This agreement is one for professional
15 services and is not assignable by Consultant without the prior
16 written consent of City.
17 9. Consultant to Hold Harmless. Consultant shall hold City,
18 its elective and appointive boards, commissions, officers, agents
19 and employees harmless from any liability for damage or claims for
20 damage for personal injury, including death, as well as from
2] claims for property damage which may arise from Consultant's
22 operations under this agreement, whether such operations be by
23 Consultant or by anyone or more persons employed by or acting as
24 agent for Consultant. Consultant shall defend City and its
25 elective and appointive boards, commissions, officers, agents and
26 employess from any suits or actions at law or in equity for
27 damages caused, or alleged to have been caused by reason of any of
28 the aforesaid operations.
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1 10. Insurance. Consultant shall provide to City evidence of
2 insurance covering Consultant and City as an additional insured as
3 to any potential liability to Consultant and City. The evidence
4 to be provided shall be a Certificate of Insurance describing the
5 coverage provided and naming City as an additional insured. The
6 insurance shall consist of the following:
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A. Workers' Compensation. Consultant shall provide
8 proof of workers' compensation insurance coverage for all of its
9 employees employed pursuant to this agreement. Evidence of such
10 insurance shall be furnished to City's Risk Management Division
11 prior to commencement of this agreement.
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B. Professional Liability Insurance. Professional
13 liability insurance covering the professional services provided by
14 Consultant, including coverage for professional errors and
15 omissions, in a single limit of not less than $1,000,000.00 per
16 person.
17 11. Bilingual Interpreter. Consultant shall provide a
18 English/Spanish bilingual interpreter as needed, with an
19 English/Spanish bilingual counselor being preferred.
20 12. Changes. Should City require changes in the scope of
21 the services of Consultant to be performed hereunder, such
22 changes, including any corresponding increase or decrease in the
23 amount of Consultant's compensation which shall be mutually agreed
24 upon by City and Consultant, shall be incorporated in this
25 agreement only by written amendments hereto.
26 13. Consultant's Proposal. A copy of Consultant's proposal
27 is marked Exhibit "1", attached hereto and incorporated by
28 reference as though fully set forth herein. If any conflict
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1 arises between this agreement and the proposal, the provisions of
2 this agreement shall govern.
3 IN WITNESS WHEREOF, the parties have executed this agreement
4 on the day and year first above written.
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ATTEST:
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City Clerk
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CITY OF SAN BERNARDINO
By
Mayor
THE COUNSELING TEAM
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M.F.C.C.
Team
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Approved as to form:
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City At.torney
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.E COUNSELING.
690 NORTH "0" STREET
SUITE 2
'AN SIRNARDINO. CALIFORNIA 92401
714/884-0133
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January 2, 1986
Mary Jane Perlick
Director of Personnel
300 North "0" Street
San Bernardino. California 92418-0138
Dear Ms. Perlick:
It is \.:ith pleasure that The Counseling Team is sending to you a
proposal for an Employee Assistance Program to be provided for the
City of San Bernardino. We presently provide these services to
cities throughout the county and would like to offer the same ser-
vices to the City of San Bernardino.
The Counseling 'reanl'S Employee Assistance Program is not only a
valuable benefit winch helps employees, but it also proves to be
a valuable tool for city supervisors. All of us, at one tinle or
anothel, have some "orsonal difficulties affecting our job l-.erform-
ance. Some problems can be solved by the individual and SODle with
the help of family or friends, and yet others may require aid from
professionals who are experienced in helping people. This is when
The Counseling Team's Employee Assistance Program can be of service
to the City of San Bernardino.
If you have any questions regarding the enclosed proposal or other
aspects of The Counseling Team's Employee Assistance Program, please
call us at your earliest convenience.
Sincerely,
GlI1.U<14 ~&;t<-L..
NA~~ K. ~OHL. Ph.D Cand1date
Enclosure
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INTRODUCTION
The Counseling Team was established four years ago to provide
Employee Assistance Programs to governmentil] agencies within
San Bernardino County. Our Employee Assistance Program is de-
signed to help employees and their immediate family members
find direction in solving personal and emotional problems.
The counseling Team's Employee Assistance Program can help
people in areas such as depression, marriage and family, alco-
hol and drug abuse, weight control, financial difficulties and
to deal with tension and work related problems. The longer a
problem exists the harder it is to deal with it. Often a prob-
lem can be put into proper perspective and handled, if help is
sought by the employee as soon as possible.
Good employees are a city's most valuable asset. Loosing them
and training replacements incures enormous costs. The Counseling
Team's Employee Assistance Program will increase employee pro-
ductivity and decrease the usage of sick leave, by helping
employees resolve those problems which lower their efficiency.
The Employee Assistance Program will provide professional
counseling services, which will help solve the employees' pro-
blems before they become so serious as to affect their work
performance, family stability and health.
The counseling Team also believes that training supervisors to
deal with difficult employee situations is paramount. It can
also free the supervisors from difficult employee situations,
allowing them to focus on other important jssues.
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The City of San Bernardino will find that The Counseling Team's
Employee Assistance Program will improve management relations
with their employees and will create a better life for the em-
ployee at home and in the work place.
The Counseling Team's Employee Assistanc~' l'ro~lram can be used
two ways:
A. A supervisor may recommend the program to troubled
employees based upon declining job performance.
B. Employees or their immediate family members can call
voluntarily for counseling appointments which are
strictly confidential.
BACKGROUND
The counseling Team provides Employee Assistance Programs to the
following governmental agencies:
A. The City of Ontario
B. The City of Rialto
C. The City of Colton
D. The City of Fontana
E. The San Bernardino County Sheriff's Department
F. The City of Redlands Police Department
G. The City of San Bernardino Police Department
H. The San Bernardino City Unified School District.
Clearly, our experience with these governmental agencies shows
that we have a good understanding of the problems facing city
employees, which will be a benefit, when sf'rvicing the City of
San Bernardino.
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PROFESSIONAL STAFF
A. Nancy K. Bohl: A.A. degree in Sociology/B.A. degree
in Socioloyy/M.A. degree in Counseling/Ph.D Candidate
in Clinical Psychology/Marriage, Family and Child
Counselor / f'sychotherapist No. MN 19924.
B. Gary Bastdjian: B.A. degree in Therapeutic Recreation/
M.A. degree in Counseling/Marriage, Family and Child
Counselor/psychotherapist Intern No. IR 007181.
C. Gordon \'lriqhj-: B.A. degree in Psychology/M. S. degree
in Marriage, Family and Child Counseling/Ph.D Candidate
in Clinical Psychology/Marriage, Family and Child
Counselor/Psychotherapist Intern No. IR 005234.
D. Darlene Hilkey: B.A. degree in Psychology/M.S. degree
in Marriage, Family and Child Counseling/Ph.D Candidate
in Clinical Psychology/Marriage, Family and Child
Counselor/Psychotherapist No. MY 015345.
E. Wayne McAfee: A.A. degree in Liberal Arts/B.A. in E~man
Social Services/M.A. degree in Counseling/Ph.D stude~t
in Counseling Psychology.
F. William Salvatore: A.A. degree in Psychology/B.A. in
Psychology/M.A. in Psychology/Marriage, Family and Child
Counselor/Psychotherapist No. MJ 19135.
G. Bonnie Matthews-Blum: B.A. degree in Psychology/M.F.
in Marriag., ~umily and Child Counseling/Ph.D stude~~
in Clinical Psychology/Marriage, Family and Child
Counselor/lsychotherapist No. MA 18456.
H. Lynda Black: Receptionist/Secretary
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The'Counseling Team also belongs to the following professional
organizations:
A. The EmploYE'" Assistance Society of North America
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B. The American Psychological Association
The National Board of Certified Counselors
Californj~ i'~~ce Officers Association
International Association of Chiefs of Police
Californja Association of Marriage, Family Therapists
California Association of Mental Health Counselors
California Rehabilitation Counseling Association
COUNSELING FACILITIES
The Counseling Team's offices are centrally located on the corner
of 7th and "0" streets in the downtown area 01 the City of
San Bernardino, The offices are in close proximity to City Hall
and to the San Bernardino Police Department. There is plenty
of free parking available at all times and there are ramps pro-
vided for the handicapped. There is a nicely decorated recep-
tion area and four private offices available, to conduct the
counseling services. The Counseling Team alse offers a front
entrance and a n;~r ~"it to maintain the privc::y and confident-
iality of our clients.
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~!~LOYEE ASSISTANCE PROGRAM
li1,',{"'-loCES TO BE DELIVERED
A. The CCiUl,,;e] jug 'ream shall provide Emplo}jee Assistance
Progr"m"'lvil'''~; including, but not lim~ted to,
counseling "I,d referral of city employees and their
immediate: I,::lily members living at the ~ome as out-
lined in 1.:-: j dbit s A and B, which are appended to be
made a part of this proposal.
B. The Counseling Team shall provide inservice training
for the city's management team and supervisory team
relating to the program. They will receive short
trainin" sessions on how the program works, and how
he or she can relate to the program and support it.
It is im?ortant to build the relationship between
managers and supervisors so that they can work to-
gether as a part of a cooperative team. Training
them together supports this team work.
C. The COU' ;el ing Team shall provide Employee Assistance
progran ~nscrvice training to all city employees re-
lating " t:he program. We believe that this is a very
importaLtc aspect of The Counseling Team's Employee
AssistaLGe Program. Training about the utilization
of our E,"I"luyee Assistance Program is very important.
This gives the employee an opportunity to find out who
we are and \vl1at the program involves.
D. The COl,oICli lIlj Team shall maintain the confidentiality
of all ,p1, ''>'''('S referred for counseling or services.
The cor ,te:tone of every successful Employee Assistance
prograr LS the pledge of confidentiality_ Without it
there L llU c:redibil i ty. Employees will not reveal
their personal problems if there are no clear legal
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guidelines about confidentiality. Confidentiality means
that all personal information aparted will be respected
and safeguarded. It may be used only in a responsible
manner for the purpose of helping in rehabilitating the
worker. Our records are kept secure in accordance with
our professional code of ethics, Federal Regulations
and state laws. We also have an alarm system installed
which protects our records. The Counseling Team will
not reveal the names or identities of employees or
family mellLlJ8rs who come to the program voluntarily.
E. The Counse:Jing Team shall provide 24 hour per day ser-
vices as r,,,eded by the city employees. The Counseling
Team's stafi will be available to provide counseling
f'.crvices in an convenient and timely manner. To make
an appoinhlent, a city employee or family member may
appear in person or phone the office between the hours
of 9:00 A.M. and 6:00 P.M., Monday through Friday.
The employee or the family member will then come to
the office at the prescribed time, where a counseling
Ecssion will take place. Additional appointment times
~ill be made as needed or desired at that time. The
Counseling Team's staff conducts counseling sessions
from the hours of 8:00 A.M. to 9:00 P.M., Monday
through Friday, which provides hours flexible to the
city employees' schedules. When an emergency takes
place, The cuunseling Team provides a 24 hour answer-
ing,service and the staff is equipped with pagers.
F. :he Counseling Team shall provide unlimited counseling
"",rvices to city employees and their immediate family
; ,'mbers :J j ving at the home. This is one of the unique
"spects of 'lue Counseling Team I s Employee Assistance
i>rogram. \'it~ do not believe in limiting the amount an
individual ,,,,,y use the service, because every situation
is treated differently.
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G. At not time, will any individual working for The
Counseling Team file insurance claims for counseling
services provided to any city employee or their im-
mediate family members living at the home. If an
employee falls under the umbrella of The Counseling
Team's EmlJloyee Assistance Program, there will be no
charge to the employee or their immediate family mem-
bers living at the home, for using the service.
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H. The CoullseU 119 'I'eam will provide publicity for the
program, which will include printing and distribution
of a brochure explaining the program. This brochure
is appended to this proposal. Also, the printing and
placement of posters and the printing of wallet cards.
The Counseling Team believes that publicity efforts
are very important in promoting the Employee Assistance
Program. This not only provides awareness among the
employees, but it is a way of maintaining activity of
the Employee Assistance Program through visability.
I. ~raining is one of The Counseling Team's employee
assistance components. Training or education, which
is preventive in nature, is a viable function of an
Employee Assistance Program. This training can focus
on work related issues or non work related issues.
Education through training could encompass workshops
or managerial leadership, managing stress, resolving
conflicts or building self concepts. The intent of
such training is philosophically preventive. The
educatioll"I function is to provide information to em-
,Jloyees, which will help them with personal issues.
The nature of this help might be providing general in-
formation on an issue, pointing to a possible problem,
clarifyill'j a problem or informing employees that the
employee as"istance staff can help with a certain issue.
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The serendi.pi tous affect of such educational efforts
can be publicity for the Employee Assistance proqram.
J. The Counseling Team will ensure the availability of a
principle cuunselor as a contact source to respond to
questions from the city's personnel department staff
. relating t(! the services. This principle counselor
will be Nancy K. Bohl.
K. The Counseling Team is an Equal Opportunity Employer
and complies with the requirements relatinq to any
type of descrimination.
REFERENCES
Three written referl'nces regarding The Counselinq Team's Employee
Assistance Program are appended to this proposal.
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PROGRAM OPERATIONS COST
The following prices are for the 2 year period of 3-1-86 throuqh
3-1-88. The price is firm, not subject to escalation.
A. Training provided to city managers,
supervisors .~nd to all employees of
the City of San Bernardino.
No Cost
B. All services aforementioned in this
proposal for 1300 city employees and
their family members living at home.
$27,360.00 per year
C. All services aforementioned in this
proposal for 400/part-time/temporary
employees.
No Cost
Total
$27,360.00 per year
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Upon the signing of a letter of agreement between the City of
San Bernardino and 'I'he Counseling Team, The Counseling Team will
maintain itemized records on a "fee for service" basis at the
reduced rate of $40.00 per hour. The Counseling Team further
agrees to place a Ca~ on the fees to be paid by the City of
San Bernardino. ThL allLount will not exceed $2,280.00 per month.
GENERAL PROVISIONS
The Counseling 'I'eam klS carefully examined the specifications,
and all provisions relating to the items to be furnished or the
work to be done attached herewith and made a part of this pro-
posal, and understand the meaning, intent and requirements of
and agree to the same.
The Counseling Team will enter into a written contract and fur~
nish the item(s) or complete the work in the time specified, and
in strict conformity with the City of San Bernardino specifica-
tions thereof, for the prices quoted.
The Counseling Team agrees to be governed by the general pro-
visions set forth in the Request for Proposal by the City of
San Bernardino, pages 6 through 9.
"Pursuant to the Request for Proposals, conditions on the fol-
lowing pages, and sUbject to all provisions of the Charter and
Ordinances of the City of San Bernardino, the undersigned here-
by proposes to furnisll to the City of San Bernardino, complete
at the prices stated herein, the items or services hereinafter
mentioned; and the "".Ieoxsigned further warrants that this bid
is genuine and not ",ilam or collusive, or made in the interest
or on behalf of any person, firm or corporation not therein named;
that the bidder has not directly or indirectly induced or soli-
cited any other bidder to put in a sham bid, or any other person,
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firm or corporation to refrain from bidding, and that the bidder
has not in any manner sought by collusion to secure to himselfl
herself any advantage over other bidders."
BY:
for the City of Sal;Bernardino
NKB/ldb
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The
Team
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Exhibit A
EMPLOYEE ASSISTANCE PROGRAM
Purpose:
From time to time employees may face personal difficulties for
which they may require assistance. The Employee Assistance Pro-
gram offers a resource to employees and their family members for
initial counseling ou,d referral, if necessary, to appropriate
communi ty agencies itnj other professionals.
Policy Amplification:
The Eml-loyee Assi.sL.lllCe Program offers initial counseling and
referral for employees and their family members who may have
difficulty in any u.t the following areas:
a. Tension
b. Alcohul
c. Drugs
d. Marital
e. financial
f. Stress
g. Family
h. Depression
i. Weight Control
j. Interpersonal Relations
Employees are assured of complete confidentiality with regard to
the program. No one will be informed regarding any employee's
request for assitance.
Procedures:
Referral
1. Employees who suspect they, or their family members, have
personal or jOb-related problems are encouraged to seek
help on their own. If uncertain about defining the prob-
lem or about what kinds of community resources are avail-
able, the employee may call and speak confidentially to
the counselor.
2. Employees vlho wish to make an appointment for an initial
counseling session may call the office between 9:00 A.M.
and 6:00 P.M., Monday through Friday.
3. Personnel ufficers, supervisory personnel or medical
officers may refer employees to the counselor for an
initial session. Such personnel are to refer only and
not bedomc i lwol ved in the employee I s personal problems
or progress. Referrals may be based only upon the failure
of an empluj'F'e to meet job performance standards or other
terms and conditions specified by Personnel policy.
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Exhibit A
Employee Assist. Program
Page 2
Counseling and Referral
1. Employees may meet with the counselor during regular
working hours providing they have the permission of their
superiors. A counselor is available at a set time; there-
fore, reasonable accommodation should be made by the
superior.
2. If employees wish to meet with the counselor after hisl
her scheduled time, such appointments shall be secured
in advance.
3. All meetings and counseling sessions shall be kept con-
fidential by the counselor.
4. The counselor shall offer initial counseling, information,
the name of community resources, and encourage the employee
to take advcilltage of the resources if necessary. Helshe
shall an>~,!(,r any questions the employee may have regarding
these facilities.
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Exhibit B
ALCOHOL DEPENDENCY REFERRALS
Purpose:
To assist employees \illo are troubled by alcohol dependency find
appropriate and professional guidance before such problems render
them unemployable and to reduce the high social and financial
costs of health problems, absenteeism, and poor work performance
associated with alcohol dependency.
Policy Amplification:
It is a recognized fact that alcoholism is a disease for which
there is treatment and rehabilitation.
Alcoholism is defined as a disease in which a person's consump-
tion of any alcoholic beverage definitely and repeatedly interferes
with the individual's health and/or jOb performance.
Persons who suspect that they may have an alcoholism problem even
in its early stages, are encouraged to seek diagnosis and follow
through with treatment that may be prescribed by qualified pro-
fessionals in order to arrest the disease as early as possible.
Procedures:
1. Employees who suspect they they, or their family members
may have personal or job related problems caused by
alcohol dependency are encouraged to seek help on their
own. If uncertain about what community resources are
available or other forms of assistance may be provided,
the employee should call the counselor and speak with
him/her confidentially.
2. If the emI,l uyee wishes to make an appointment with the
counselor tor a confidential discussion of the matter,
he may do so.
3. Personnel officers, supervisory personnel or medical
personnel may refer the employees to the counselor for
initial counseling. Since personnel officers and
supervisory personnel do not have the medical quali-
fications to diagnose alcoholism, such referrals may
be based only upon the failure of an employee to meet
job perforwance standards or other terms and conditions
specifieJ in the Personnel policy.
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Exhibit B
Alcohol Dependency Referrals
Page 2
Counseling and Refcr.r'al:
1. Employees may meet with the counselor during regular
working hours providing they have the permission of
their superiors. A counselor is available at a set
time; therefore, reasonable accommodation should be
made by the superior.
2. If the employees wish to meet with the counselor after
his/her scheduled time, such appointments shall be se-
cured in advance.
3. All meetings and counseling sessions shall be kept
confidential by the counselor.
4. The counselor shall offer initial counseling, information,
the names of community resources, and encourage the em-
ployee to LdKe advantage of the resourCeS if necessary.
He/she shall answer any questions the employee may have
regarding the facilities.
5. The decision to request diagnoses and treatment from
community resources is the personal responsibility of
the employee.
6. Employees who participate in treatment are expected to
meet existing jOb performance standards and work rules.
7. Nothing in Lllis policy is to be interpreted as consti-
tuting a waiver of management's rights to maintain
discipline or take disciplinary measures within the
framework of the Personnel rules in the case of mis-
conduct whidl may result from alcoholism.
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sit bern3.rdino city unifie.chool distric4!t
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F.. NEAL ROBEn:!':.', Ed,D.. Supf'rinl"lldl'llt
:;EPII WOODFr):lD. DirP<'lol' \~f Etllplf'YI'" H,.ln:i(,;:s
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January 6, 1986
TO WHOM IT HAY CONCERN:
In April, 1985, the San Bernardino City Unified School District implemented
an Employee Assistance Program. All District employees and members of
their Immediate families are eligible to participate in the program. The
counseling services are provided by the Counseling Team of San Bernardino.
The Counseling Team was selected after reviewing many proposals and Inter-
viewing several providers of Employee Assistance Programs. The final
selection was based upon their ability to develop a rapport with District
employees, philosophy of using referrals as a last resort, commitment to
confidentiality, scope of services, and cost. The Counseling Team has
~ lived up to those expectations and more.
In addition to counseling services, The Counseling Team has presented a
number of training programs for supervisors and managers. These pro~rams
have been well received and have given supervisors the self-confidence to
deal with a number of delicate situations Involving troubled employees.'
Each case was handled In a very professional manner by the staff of The
Counseling Team.
Based upon our experience, it Is easy to recommend The Counseling Team to
provide an Employee Assistance Program for other employers.
Sincerely,
:~J?t~j
470sEP~ f! WOODFORf -
Director of Employee Relations
JJW: Is
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J':~~iPLOYEE RRLATIONfJ (Wr;'L:~'~ ~ 777 "1"" STREE.'T ~ ;31\i" U~:i: :",r~r.::ll\!O, I~ALIFORNIA 92410
TEl$PHONF:: (714', :J81.1l2,]
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Department: Personnel
January 6, 1986
Phone No.:
370-5062
TO WHOM IT MAY CONCERN:
The City of Colton obtained the services of THE COUNSELING
TEAM in 1983 and we have been extremely pleased with the level
of services they have provided our employees, their spouses and
children.
In addition to [:I.., '3ervices provided under the Employee Assistance
Program, the fi.Lill Ims presented numerous one-day workshops to
our umployees d'1<J IIl.magement staff. These workshops have
consisted of sessions on sick leave, communicating effectively,
employee awarene,,;;, working with the public, self-image for
women, managing iJtcess, and from time-to-time they have conducted
orientations foe all new employees to make them aware of the
services of fer,~<i UII('b c the EAP.
In 1983, sick ]."dV.o used by employees decreased by 22% for a
cost saving" of dpp.cQximately $29,320. We firmly believe that
much credit goes I:u 'l'he Counseling Team who assisted employees
with various proble.Rs as well as supervisors with appropriate
training.
One instance of IlOW well the program has worked has resulted
in t,m years of ped'I"eL attendance (1984 and 1985) by an employee
who had consislenLi.y abused the sick leave privilege during 15
yeariJ of employruell':,
Our employees feel that this is one of the best benefits provided
them by the City. We have also noticed a great improvement in
productivity, at I:I~ndance and supervisory training.
I highly recommend The Counseling Team to any agency interested
in obtaining ttwse types of services for their employees. If
I can elaborat,~ f,pl:her, please do not hesitate to call me.
v8f4lf ">n.... ,.I...,.....)
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PEGGY MADSEN
Director of PerHunnol
CITY OF COLTON CIVIC CENTEIl . 650 N. LA CADENA DRIVE . COLTON, CALIFORNIA 92324
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City of Ria/to
California
OFFICE OF PERSONNEL
(714) 820-2540
January 7, 1986
To Whom It May Concern:
The City of aialto has offered an Employee Assistance Program, through
The Counseling Team, since March of 1984.
The services provided are confidential and avai~able to all City
employees. The program continues to be supported by the labor groups
as well as management staff.
The Counseling Team has proven to be very flexible in scheduling
appointments for employer-made referrals.
The fact that the program does not limit the number of sessions to its
participants makes it easier to seek assistance. The average insurance
policy provides coverage for counseling services but is. very restrictive
in the amount covered and the number of sessions allowed. Through the
Employee Assistance Program an employee is confident of receiving
services that will not be "cut off" by an insurance policy thereby
becoming a financial burden.
The Counseling Team continues to fulfill the needs of our City in
providing its services to our employees and our managers;
Sincerely,
I?:
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,pj) l.,f',t/::L_"~f~-'
Grac e Jlrgenson
Personnel Director
150 SOUTH PALM AVENUE, RIAL TO, CALIFORNIA 92376 . PHONE (714) 875-3410
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() CO\JNTY SHERIFF'
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;;: H{)edimled To Your SolelY" 'i
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January 7. 1986.
To Whom It May Concern:
It gives me great pleasure to endorse the "Counseling
Team" as providers of psychological services.
Ms. Nancy Bohl and her staff are uniquely qualified to
provide a full range of services from entry level
testing to employee assistance. Their humanistic
approach to the trauma which affects employees has
saved incalculable sums in worker's compensation and
retirement funds.
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Please feel free to call on me at any time regarding
the services we have received from the Counseling Team.
JEN:ddl
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I'm' Orfice Box 569, San Bernardino, CA 92403
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Floyd Tidwell
Sheriff