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CI'O' OF SAN BERNAf'DOO - REQUIQr FOR COUNCIL
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From:
Mayor Evlyn Wilcox
t-layor's Offi ce
February 24, 1987
St!lljeRti I Resol ution of thj! City of San Bernardino
;~t:C"J. - AD:.!"N, off. Authorizing and Directing the Execution
,." ,. ,of an Agreement with the Counsel ing Team
_w.;1 F t:.B 24 PK 3,08for Providing an Employee Assistance
Program for the City Employees
Dept:
Date:
Synopsis of Previous Council Iction:
1. 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.
2. On April 7, 1986, Council reviewed the recommendation for a Comprehensive
Employee Assistance Program for all City Employees. Referred item back to
Council Personnel Committee.
3. Council Personnel Committee directed staff in Oct. 1986 to readvertise
for "requests for proposals" regarding an Employee Assistance Program.
Rec()ll1mended motion:
Adopt resolution.
Conteet perlon: Richa rd J. Bennecke
Phone:
5204
NIA
Supporting date Ittechld:
Yes
Wlrd:
FUNDING REQUIREMENTS:
Amount: $5,040 thru6/30/87 - $30,240 FlY 87/88
~,\ ;,)< H~
Source: (ACCT. NO,) 1/3 RDA, 2/3 City's Workers Compo Fund
~"10.i,..1 (ACCT. J~SC~P~ION~ '
- $' I.j ~ } \". C LJ ~'
.'i'i' i 5 D I (. ~3 } 0 , Flnlnce: NVU-_ r; "".---
~J1,Jt'''Iq1'j.:2D w/v cO,Ho.?1:> yS1l\IV~""" r"
f-t c:7it''?
Council Notes:
.. _V.
, .
CIO OF SAN BERNARDICo - REQUEOr FOR COUNCIL AC'OoN
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 Sol heim and Richard 8ennecke. Seven proposal s were reviewed and three were
selected for oral presentations. Oral presentations were made on February 10,
1986 and the review team selected "The Counseling Team."
The Council, on April 7, 1986, reviewed the recommendation of staff for a
Comprehensive Employee Assistance Program as provided for by "The Counseling
Team;" The proposal was directed back to the Personnel Committee for further
study. Specific recommendations were made in terms of additional requirements
necessary for a comprehensive program.
In October, 1986, Personnel Committee recommended that staff prepare another
REP for an Employee Assistance Program. Proposals were received and reviewed
(See Attachment 'A') by staff and the selected proposal was submitted to the
Council's Personnel Committee for final review. Funding for the program was
reviewed and it was indicated that RDA, Water Department and the City would
participate in the cost of the program.
The purpose for bringing 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 'B').
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 more than pay
for the E.A.P. program.
Attachment 'C'
Attachment '0'
Attachment "E"
- Resolution
- Agreement
- Counseling Team's Proposal
-:>l.~t/-(f7
75-0264
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/IlTAd,>M1d .50
RESEARCH RRr.ATED TO EMPLOYEE ASSIS'l'ARCE PROGRAMS
1. Reduc~ion of Employee Ab.en~eeism
lenneco~~ Copper Company reported a 49.5' improve-
ment in absenteei... among employees who parUci-
pa~ed in i~s program. 1 ,
General Mo~ors Corporation, Oldsmobile Division,
reported a 48' decrease in los~personnel bours and
a 54' decrease in2leaves of abaence among ..ployees
who par~icipa~ed. '
2. Decreast in Sickness and Accid.n~ Claims
General Mo~ors of Canada, Laited, reported a 461
decrease in ~he number of sickne.s and accident
claims and a 4" decrease in ~he amoun~ paid in
sickness and accident benefits for employee program
participants. 3
Recen~ly released results from a large-scale study
indicate people tend to reduce ~heir use of medical
services after therapy. 4
3.
Job Produc~ivity and Sa~isfac~~
Among the 201 participants in the University of
Missouri Employee Assistance Program, 83' ini~ially
reported work-related problems.~f these no job
problems after using the program.
'l'be records of 402 Illinois Bell Telephone Company
employees were compared over a five-year period.
Before coming ~o the Employee Assistance, only 22'
were rated as -good- in job efficiency. rive years
later, the percentage rose to 5".
lunpublished research on -Insight-, the Employee
Assis~ance program of Kennecott Copper Corporation, 1977.
2R. Alexander and T. Campbell, -One Organization's
Approach- Michigan Sta~. Univeris~y's School ,of Labor and
Industrial Relations, 1973.
3C. R. Lunn. Unpublished research on General Motors
Canadian Alcoholism Recovery Program, 1976.
4Bmily Mumford Analyzed 7 Million Blue Cross/Bule
Shield Claims In Mental Heal~h Report., Vol. 8, No. 22,
October 24, 1984.
2-2Y.87
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4. CQat_SUiD98
Conrail estimated a new savings of $672,96~ 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 med\cal surgery costs as a
result of the program.
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 eacb
year.
1.
2.
$19 to $20 billion is lost annually due to exces-
sive absenteeiSm'gbospitalization and early death
among executives.
Alcoholism and drug abuse cost business, governm.nt
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
4. Persons in emotional stress are significantly
higher users of both inpatient and outpatient
medical facilities as compared with tbe health plan
average. 12
3.
5 Provost for Health Affairs report. university of
Missour!. 211 Columbia Professional Building, COlumbia,
Missouri 65201.
6R. R. Hicker, F. E. Asma and R.L. Eggert, -A
Company Sponsored Alcohol Rehabilitation program-, Journal gf
Occupationd Hed.idDL_October. 1972.
7 John T. Gorman, Consolidated Rail Corporation.
Employee_CQuD..li~S~ce Report_on Activity, 1978.
8 Edward Johnson, Pirestone Rubber Company Testimony
in Ohio on Senate Bill 90.
'l.zy.fJ7
.
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, THE PROBLEM OF ALCOaOLISM
The City of San Bernardino, like every other institution, has
its share of e.ployee proble.s. Take the one example of
alcoholism. If research statistics are applied to the
employe. population of the City of San Bernardino, the
following results are obtained:
1. There are approximately 1300 people working for
City of San Bernardino.
2. About 68' of Americans drink alcohol\C beverages.
Applied to the employees who drink.1
, I
3. Ten percent of adults whodrlrk are likely to
experience alcohol problems. This would mean
approximately 88 e.ployees in the City of San
Bernardino.
4. It is estimated that the costs of e.ployee alcohol
problems to business and industry amou~ 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 E~~yti~e_=_Lga_AngalAa, August, 1981.
lON.B.C. White Paper - pleaayre For Druga, ~he Great
American High, Easton, Connecticut: The Center For Life-time
Learning, 1982. Presented on NBC television, April 20,1982.
llJames T. Wrich, Guidelinls For Developin9 an
EmployeeAssiatAD~e_PXQi~Am, American Management Association
Member Briefing, 1982.
l2w. Follette and N. Cummings, -psychiatric Services
and Medical Utilization in a prepaid Health Setting-a, Medi.
cal Car., 1967, pages 25-35.
l3American Management Association ~Qbglic8 and
Busineaa. New York AMACON, 1976, page 18.
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B. ~treSS~-Elmil~IQbl.m.. Depression_ADd_QtheI_f~Qb1~
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. OYERAJ.J. 1!fAtLOLUfLOlEES' PROBLEMS AT :nil_CITY Of-BAN BeRNARDINO
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 EIIlployee 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, -The Dollars and Sense of
Employee Assistance programs,- Alcohol, March/April, 1981,
page 29.
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17M. R. Cunnick, Jr., M.D., Metropolitan Life Insur-
ance Company, cited in THE ALMACAN. J\pril. 1982.
IS-Mental Health and Cost Containment,- Mercer
Bulletin. Kly 1980.
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RESOLUTION NO.
RESOLUTION OF THE CITY OF SAN BERNARDINO AUTHORIZING AND
DIRECTING THE EXECUTION OF AN AGREEMENT WITH THE COUNSELING
TEAM FOR PROVIDING AN EMPLOYEE ASSISTANCE PROGRAM FOR CITY
lMPLOYEES.
BE IT RESOLVED BY THE MAYOR AND COMMON COUNCIL OF THE
CITY OF SAN BERNARDINO AS FOLLOWS:
SECTION 1. The Mayor of the city of San Bernardino is
hereby authorized and directed to execute for and on behalf of
said city an Agreement with The Counseling Team for providing
employee assistance program services to City employees. A
copy of said Agreement which incorporates The Counseling
Team's proposal, is attached hereto as Exhibit "A" and
incorporated herein by reference as though fully set forth at
length.
I HEREBY CERTIFY that the foregoing resolution was duly
adopted by the Mayor and Common Council of the City of San
Bernardino at a
the
day of
meeting thereof, held on
, 1987, by the following
vote, to wit:
AYES:
Council Members
NAYS:
ABSENT:
city Clerk
1/16/87
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2 The foregoing resolution is hereby approved this day
3 of , 1987.
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5 Mayor of the City of San Bernardino
6 Approved as to form:
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8 City Attorney
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AGREEMENT
(Counseling Services)
THIS AGREEMENT is made and entered into this
day
of
, 1987, between the CITY OF SAN BERNARDINO,
a municipal corporation, (hereinafter called "City") 300 North
liD" Street, San Bernardino, California, and THE COUNSELING
TEAM, (hereinafter called "Consultant") 696 North "D" street,
Suite 2, San Bernardino, California.
The parties agree as follows:
1. Scone of Work. Consultant hereby agrees to perform
the following services:
A. Conduct a preliminary evaluation and provide
counseling services upon request to any City employees and
members of their family residing with the employee. "City
employees" shall include employees of the Redevelopment Agency
of the City of San Bernardino and the Water Department of the
City of San Bernardino. "Members of the family" shall include
spouse, son, daughter, stepson, stepdaughter, mother, father,
mother-in-law, father-in-law, nephews and nieces if residing
in the same household and dependent upon the employee.
B. Provide follow-up of said employees and/or their
family members under treatment.
C. Provide consultations with supervisors regarding
problem employeesand/or any aspect of the Employee Assistance
Program.
D. Provide supervisory training relative to
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Employee Assistance Program referral procedures.
E. Conduct education seminars and briefings for all
levels of management concerning services provided by the
Employee Assistance Program.
F. Assist management in development of policies and
procedures for Employee Assistance Program.
G. Assist management in introducing the Employee
Assistance Program to aforementioned employees.
2. Indenendent Contractor status. Under this
agreement, Consultant and any of its employees shall act as an
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independent contractor, and not as an employee of City. In
the performance of consulting services pursuant to the
provisions of this agreement, Consultant shall not be
supervised, directed, or under the control or authority of any
City officer or employee, except and to the extent as may be
expressly or implicitly required by the terms and conditions
of this agreement. Any direction or control so required under
this agreement shall be limited to broad objectives or goals
of the project or program to be accomplished and not to the
details and procedures to accomplish such Objectives or goals.
Changes or modifications of said objectives and goals may be
made by written recommendations of either party subject to the
concurrence of the other party in writing.
3. Comnensation. The total yearly cost to the City for
this program shall not exceed $30,240.00. qity shall pay
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Consultant a sum not to exceed $2,520.00 per month commencing
May 1, 1987. Consultant shall submit an invoice for services
rendered which coincides with its monthly reports as set forth
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in paragraph 7. Payment shall be made by City within twenty
(20) days from the date of each invoice. Upon execution of
this agreement, pre-treatment and counseling services shall be
made available at no cost to City employees and their
families. If Consultant needs to refer any individuals
covered under this agreement to another professional
individual or agency, the cost incurred for such other
professional service shall be solely the responsibility of the
individual employee: City shall have no liability therefor.
Every effort will be made to refer employees to free services
or agencies providing services covered by available insurance,
or those agencies which operate on an ability-to-pay basis.
4. ~. This agreement shall commence on April 1,
1987, and terminate June 30, 1988.
5. ontion to Extend. Upon expiration of the term
hereof, City shall have the option to extend this agreement
for a one year period upon the same terms and conditions.
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6. Termination. city may terminate this agreement
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. without cause by giving sixty (60) days' written notice to
Consultant.
7.
Recorts bv Consultant.
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city monthly reports coincident with its bill for sfrvices.
Such report shall:
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A. Accurately describe in general terms services
provided during the contract period, but with no individually
identifiable information, referable to any individual client.
Such report shall be provided only for audit purposes.
B. Make reference to this agreement or otherwise
identify the report(s) in such a manner as the City may
reasonably require.
C. Provide numerical usage reports quarterly to the
City for the purpose of evaluating the effectiveness of the
Employee Assistance Program.
8. Confidentialitv to be Assured. Consultant shall
maintain the confidentiality of all employees referred for or
voluntarily seeking counseling services. The parties
recognize that the cornerstone of every successful Employee
Assistance Program is the pledge of confidentiality: without
confidentiality there is no credibility. Employees will not
reveal their personal problems if there are no clear legal
guidelines about confidentiality. Consultant shall assure
that all personal information imparted by a counselee to a
counselor will be'respected and safeguarded. Such information
may be used only in a professional manner for the purpose of
helping in rehabilitating the worker. Consultant's records
shall be kept secure in accordance with the code of ethics of
the profession, Federal regulations and state laws. Consultant
shall maintain in good order a fire and burglar alarm system
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to protect its records. Consultant will not reveal to any
person or entity, except pursuant to a valid subpoena, the
names or identities of employees or family members who come to
the program voluntarily or who, having been referred, agree to
accept counseling services, except to confirm on a one-time
basis only that an employee kept an appointment made for him
or her by a supervisor or other City official.
9. Non-Assianable. This agreement is one for
professional services and is not assignable by Consultant
without the prior written consent of City.
10. Consultant to Hold Harmless. Consultant shall hold
city, its elective and appointive boards, commissions,
officers, agents and employees harmless from any liability for
damage or claims for damage for personal injury, including
death, as well as from claims for property damage which may
arise from Consultant's operations under this agreement,
whether such operations be by Consultant or by anyone or more
persons employed by or acting as agent for Consultant.
Consultant shall defend City and its elective and appointive
boards, commissions, officers, agents and employees from any
suits or actions at law or in equity for damages caused, or
alleged to have been caused by reason of any of the aforesaid
operations.
11. Insurance. Consultant shall provide to City
evidence of insurance covering Consultant and city as an
additional insured as to any potential liability to Consultant
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and city. The evidence to be provided shall be a Certificate
of Insurance describing the coverage provided and naming City
as an additional insured. The insurance shall consist of the
following:
A. Workers' Compensation. Consultant shall provide
proof of workers' compensation insurance coverage for all of
its employees pursuant to this agreement. Evidence of such
insurance shall be furnished to city's Risk Management
Division prior to commencement of this agreement.
B. Professional Liability Insurance. Professional
liability insurance covering the professional services
provided by Consultant, including coverage for professional
errors and omissions, in a combined single limit of not less
than $1,000,000.00 per person.
12. Bilinoual Internreter. Consultant shall provide an
English/Spanish bilingual interpreter as needed, with an
English/spanish bilingual counselor being preferred.
13. Chanaes. Should City require changes in the scope
of the services of Consultant to be performed hereunder, such
changes, including any corresponding increase or decrease in
the amount of Consultant's compensation which shall be
mutually agreed upon by City and Consultant, shall be
incorporated in this agreement only by written amendments
hereto.
14. Consultant's pronosal. A copy of Consultant's
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proposal is marked Exhibit "1", attached hereto and
incorporated by reference as though fully set forth herein. If
any conflict arises between this agreement and the proposal,
the provisions of this agreement shall govern.
15. Entire Aareement. This agreement represents the
entire agreement between the parties, and supersedes all
previous agreements and understandings either written or oral.
IN WITNESS WHEREOF, the parties have executed this
agreement on the day and year first above written.
ATTEST:
CITY OF SAN BERNARDINO
By
Mayor
City Clerk
THE COUNSELING TEAM
Nancy K. Bohl, M.A., M.F.C.C.
Director
The Counseling Team
Approved as to form:
~~~~
'6 ty A torney
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THE COUNSELING TEAM'S
EMPLOYEE ASSISTANCE PROGRAM
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INTRODUCTION
The Counseling Team was established four years ago to provide
Employee Assistance Programs to governmental 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 issues.
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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 Teanl's Employee Assistance Program 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.
COUNSELING FACILITIES
The Counseling Team's offices are centrally located on the
corner of 7th and "DOl streets in the downtown are of 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 provided for the handicapped. There is a
nicely decorated reception area and four private offices
available, to conduct the counseling services. The Counseling
Team also offers a front entrance and a rear exit to maintain
the privacy and confidentiality of our clients.
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PROFESSIONAL STAFF
A. JAY ADAMS: Ph.D. in Clinical Psychology/Clinical
Psychologist No. PE 006567/M.A. degree in Criminology/
B.A. degree in English.
B.
GARY BASTAJIAN:
Psychotherapist
Counseling/B.A.
Marriage, Family and Child Counselor/
Intern No. IR 007181/M.A. degree in
degree in Therapeutic Recreation.
C. LYNDA BLACK: Office Manager
D. BONNIE MATTHEWS-BLUM: Ph.D. Student in Clinical Psychology/
Marriage, Family and Child Counselor/psychotherapist No.
MA 18456/M.S. in Marriage, Family and Child Counseling/
B.A. degree in Psychology.
E. NANCY K. BOHL: Ph.D. Candidate in Clinical Psychology/
Marriage, Family and Child Counselor/Psychotherapist No.
MN 19924/M.A. degree in Counseling/B.A. degree in
Sociology/A.A. degree in Sociology.
F. HARRY R. EISNER: Ph.D. in Clinical Psychology/Clinical
Psychologist No. PF 8984/M.S. degree in ,Psychology/
B.A. degree in Psychology/Bilingual Psychologist.
G. DONALD J. FELDMAN, M.D.: Referral and Consulting
Psychiatrist.
H. WAYNE MCAFEE: Ph.D. Candidate in Counseling Psychology/
M.A. degree in Counseling/B.A. degree in Human Social
ServiceS/A.A. degree in Liberal Arts.
I. JEANNE SMITH: Ph.D. Student in Clinical Psychology/
Marriage, Family and Child Counselor/Psychotherapist No.
MX 20376/M.S. degree in Marriage and Family Therapy/B.A.
degree iri Education.
J. GORDON WRIGHT: Ph.D. Student in Clinical PsychOlogy/
Marriage, Family and Child Counselor/Psychotherapist
Intern No. IR 005234/M.S. degree in Marriage, Family and
Child Counseling/B.A. degree in Psychology.
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BACKGROUND
The Counseling Team provides Employee Assistance Program. and/or
Trauma Intervention to the following governmental agencies:
A. The City of San Bernardino Police Department
B. The San Bernardino City Unified School District
C. The San Bernardino County Sheriff's Department
D. The San Bernardino County Fire Agency
E. The City of Ontario
F. The City of Rialto
G. The City of Colton
H. The City of Fontana
I. The City of Corona Police Department
J. The City of Redlands Police Department
K. The City of Redlands Fire Department
L. The Big Bear City Community Services District
M. The City of Loma Linda Fire Department
N. The City of Needles Police Department
O. The City of Adelanto Police Department
P. The City of Apple Valley Fire Department
Q. The City of Ridgecrest Police Department
R. Foothill Fire Department
S. California Highway Patrol
T. The San Bernardino Communications Center
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 servicing the City
of San Bernardino.
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The Counseling
organizations:
Team ar~ers in thJC)ollOWing professional
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A. The Employee Assistance Society of North America
B. The American Psychological Association
C. The National Board of Certified Counselors
D. California State Firemen's Association
E. California Peace Officers' Association
F. San Bernardino Police Officers' Association
G. San Bernardino County Marshals' Association
H. San Bernardino Area Chamber of Commerce
I. National Sheriffs' AssOciation
J. International Association of Chiefs of Police
K. Consortium of Police Professionals
L. Association of Labor-Management Administrators and
Consultants on Alcoholism, Inc.
M. Executive Women International
N. California Association of Marriage, Family Therapists
O. California Association of Mental Health Counselors
P. California Rehabilitation Counseling Association
Q. Inland Empire Dispatchers' Association
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R. The Society for Traumatic Stress Studies
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EMPLOQ ASSISTANCE pQRAM
SERVICES TO 8B DELIVERED
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A. The Counseling Team shall provide Employee Assistance
Program services including, but not limited to,
counseling and referral of city employees and their
immediate family members living at the home as out-
lined in Exhibits 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
training sessions on how the program works, and how
he or she can relate to the program and support it.
It is important 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 Counseling Team shall provide Employee Assistance
Program inservice training to all city employees re-
lating to the program. We believe that this is a very
important aspect of The Counseling Team's Employee
Assistance Program. Training about the utilization
of our Employee Assistance Program is very important.
This gives the employee an opportunity to find out who
we are and what the program involves.
D. The Counseling Team shall maintain the confidentiality
of all employees referred for counseling or services.
The cornerstone of every successful Employee Assistance
Program is the pledge of confidentiality. Without it
there is no credibility. Employees will not reveal
their personal problems if there are no clear legal
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guidelines ab~ confidential~. 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 90de 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 members who come to the proqrAm VOluntarily.
B.
The Counseling Team's staff will be available to pro-
vide counseling services in an convenient and timely
manner. To make an appointment, 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 session will take place. Addi-
tional appointment times will 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 Counseling Team provides
a 24 hour answering service and the staff is equipped
with pagers.
F.
The Counseling Team shall provide unlimited counseling
services to city employees and their immediate family
members living at the home. This is one of the unique
aspects of The Counseling Team's Employee Assistance
Program. We do not believe in limiting the amount an
individual may use the service, because every situation
is treated differently.
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G. At no time, will any individual working for The
Counseling Team file insurance claims for counseling
services provided to any district employee or their
immediate family members living at the home. If an
employee falls under the ~rella of The Counseling
Team's Employee Assistance Program, there will be no
charge to the employee or their immediate family mem-
bers living at the home, for using the service.
H. The Counseling Team 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 throush visability.
I. Training 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, managins stress, reSOlving
conflicts or building self concepts. The intent of
such trainins is philosophically preventive. The
educational function is to provide information to em-
ployees, 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,
clarifying a prOblem or informing employees that the
employee assistance staff can help with a certain issue.
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The serendipitous affect of such educational efforts
can be publicity for the Employees Assistance Program.
J. The Counseling Team will ensure the availability of a
principle counselor as a contact source to respond to
questions from the city's personnel department staff
relating to the services. This principle counselor
will be Nancy K. Bohl, Ph.D. Candidate.
K. The Counseling Team is an Equal Opportunity Employer
and complies with the requirements relating to any
type of descrimination.
L. The Counseling Team will ensure the availability of
counseling services to be provided in SpaniSh.
Dr. Harry Eisner, a Clinical Psychologist, will
provide these services.
M. The Counseling Team will ensure the availability of
a Psychiatrist on a consulting basis. Dr. Donald J.
Feldman, Psychiatrist, is a constant referral for
The Counseling Team and a consultant to the Director
of The Counseling Team.
N. The Director of the Employee Assistance Program pro-
vided to the City of San Bernardino will be Dr. Jay Adams,
Clinical Psychologist.
O. The Counseling Team will ensure that a case review will
take place by a Clinical Psychologist prior to the
fifth (5th) visit of a city employee within one (I)
year period. (5th appointment within 12 months . case
review)
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P. The Counseling Team will ensure that interns used as
counselors will be used minimumly and are supervised
by a licensed Clinical PsychOlogist.
Q. rhe Counseling Team will ensure that major trauma
counseling will be provided to all safety employees,
i.e., fire service personnel and police personnel on a
24 hour basis. All critical incidents will be responded
to immediately if requested by a designated supervisor.
The Counseling Team's employees are reached through the
24 hour answering service and by pagers.
R. The Counseling Team's facilities are locally based in the
City of San Bernardino and all services will be provided
away from the worksite except training or as otherwise re-
quested.
All the above will be provided for the fee stated.
REFERENCES
Five written references regarding The Counseling Team's Employee
Assistance Program and Trauma Intervention Services are appended
to this proposal.
PROGRAM OPERATIONS COST
The following prices are for the 2 year periOd of 3-1-87 through
3-l-89. The price is firm, not subject to escalation.
The delivery date of this proposal is NOVember 21, 1986.
A. Training provided to city managers,
supervisors and to all employees of
the City of San Bernardino.
B. All services aforementioned in this
proposal for l300 city employees and
their family members living at home.
C. All services aforementioned in this
proposal for 400/part-time/temporary
employees.
No Cost
$30,240.00 per year
No Cost
Total
$30,240.00 per year
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Upon the signing of a letter of agreement between the City of
San Bernardino and The 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 capon the fees to be paid by the City of
San Bernardino. The amount will not exceed $2,520.00 per month.
GENERAL PROVISIONS
The Counseling Team has 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.
The following clauses pertaining to a hold harmless agreement
and insurance coverage will be contained in the contract when
The Counseling Team executes with the City of San Bernardino.
a. HOLD HAR~ESS: The Counseling Team shall assume the
defense of, indemnify and hold harmless the City from
all claims, expenses, damages, and liability of every
nature, directly or indirectly ar~s~ng from, or alleged
to have arisen from any operation, act or omission of
the provider or employees.
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b. INSURANCE: The Counseling Team shall be itisured by an
insurance carrie~ acceptable to the City against loss
from public liability ariSing from any operation or
activity of the Provider or employees. Minimum
coverage shall be $3,000,000 COMBINED SINGLE LIMIT
LIABILITY, to include $1,000,000 limit malpractice
insurance. A copy of the policy of insurance shall
be filed with the City and shall name "The City of
San Bernardino" as an additional insured. Said policy
shall specify that the policy may not be terminated,
altered or cancelled without ten (10) days prior
written notice to the City by the insurance company.
c. WORKER'S COMPENSATION: The Counseling Team's employees
shall be covered by workers' compensation insurance in an
amount and form to meet all applicable requirements
of the Labor Code of the State of California and which
specifically covers all persons providing services on
behalf of contractor and all risks to such persons
under this agreement.
The Counseling Team will have personnel for back-up and/or
emergencies to assure prompt scheduling of counseling services.
"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 furnish to the City of San Bernardino, complete
at the prices stated herein, the items or services hereinafter
mentioned; and the undersigned further warrants that this bid
is genuine and not sham 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 San Bernardino
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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 and referral, if necessary, to appropriate
community agencies and other prOfessionals.
Policy Amplification:
The Employee Assistance Program offers initial counseling and
referral for employees and their family members who may have
difficulty in any of the following areas:
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.
a. Tension
b. Alcohol
c. Drugs
d. Marital
e. financial
Procedures:
Referral
I. 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 who 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 officers, supervisory personnel or medical
officers may refer employees to the counselor for an
initial session. Such personnel are to refer only and
not bedome involved in the employee's personal problems
or progress. Referrals may be based only upon the failure
of an employee 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
l. 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 his/
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 advantage of the resources if necessary. He/She
shall answer any questions the employee may have regarding
these facilities.
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Exhibit B
ALCOHOL DEPENDENCY REFERRALS
PurpOse:
To assist employees who 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 employee wishes to make an appointment with the
counselor for a confidential discussion of the matter,
he may do so.
3. Personnel officers, supervisory personnel or madical
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 performance standards or other terms and conditions
specified in the Personnel policy.
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Exhibit B
Alcohol Dependency Referrals
Page 2
Counselinq 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; therefore, reasonable accommodation should be
made by the superior.
2. If the employees wish to meet with the coun~elor 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 take 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 this 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 which may result from alcoholism.
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January 6, 1986
TO WHOM IT MAY 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 programs
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,
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40SEPH f( WOODFORf --
Director of Employee Relations
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" ,', ..,,' ,:""Ii"',:'" . SAN BERNARDINO, CALIFORNIA 112410
'n I ~<I'\ i' l 1"1 1":: \'(14) 3111.1123
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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.
Please feel free to call on me at any time regarding
the services we have received from the Counseling Team.
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J me~Nunn.~nant
rofessional Standards
JEN:ddl
POSI Office Box 569. San Bernardino. CA 92403
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Depeltment: Personnel
January 6, 1986
Phone No.:
370-5062
TO WHOM I'l' MAY CONCERN,
'l'he City of Colton obtained the, services of THE COUNSELING
TEAM inl983 and we have been extremely pleased with the level
of services they have provided our employees, their spouses and
children.
In addition to the services provided under the Employee Assistance
Program, the firm has presented numerous one-day workshops to
our employees and management staff. These workshops have
consisted of sessions on sick leave, communicating effectively,
employee awareness, working with the public, self-image for
women, managing stress, and from time-to-time they have conducted
orientations for all new employees to make them aware of the
services offered under the EAP.
In 1983, sick leave used by employees decreased by 22% for a
cost savings of approximately $29,320. We firmly believe that
much credit goes to 'l'he Counseling 'l'eam who assisted employees
with various problems as well as supervisors with appropriate
training.
One instance of how well the program has worked has resulted
in two years of perfect attendance (1984 and 1985) by an employee
who had consistently abused the sick leave privilege during 15
years of employment.
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, attendance and supervisory training.
I highly recommend 'l'he Counseling Team to any agency interested
in obtaining these types of services for thei~ employees. If
I can elaborate further, please do not hesitate to call me.
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PEGGY MADSEN
Director of Personnel
CITY OF COLTON CIVIC CENTER . 850 N. LA CADENA DRIVE . COLTON. CALIFORNIA 82324
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California
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orrICK OF PIISORIlIL
(714) 820-2540
January 7. 1986
To Whom It May Concern:
The City of Rialto bee offered an Employee ...i.tance Proar... throuah
The CoUll..1iDa T.... dnc. March of 1984.
The .ervic.. provided are confidential and avai,lable to all City
employ.... The proar.. continue. to be .upported by the labor aroup.
a. well &a aaDal..-nt staff.
The CoUll..linl Te.. has proven to b. very flexible in scheduliDa ,
appointment. for employ.r-mad. r.ferra1..
The fact that tha prolr.. doe. not l1m1t the nlllllber of se.dons to ita
participant. make. it .&ai.r to s..k a..i.tance. The av.ra.. inaurance
pOlicy provide. coverale for cOUllse1ins .ervices but is very r..tricti..-
in the IIIIIOUIlt cover.d and the nlllllber of ....ion. allowed. . Tbrolllh the
Employ.. "si.tance Prolr.. an employe. i. confidant of r.c.iv1n1
service. that will not be "cut off" by an insuranc. policy thereby
bec01lliDa . financial burden.
I
The Counae1iDa T... continues to fulfill the n..d. of our City in
providiDa it. ..rvic.s to our employ..s and our aaDaa.r..
Sinc.rely.
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Grac . J~rl8D.on
P.r.ODDel Dir.ctor
150 SOUTH 'ALM AVENUE, "IALTO, CALII"O"NIA tU7I · 'HONE (7U) sn-ulo -z. .z-'1,87
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OF
CITY HA lL
ONTARIO. CALifORNIA 91764
January 14, 1986
TO tHlM IT MAY CXK:ERN:
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ARIA COD! 7 U
This letter is written as a letter of reference on our employee assistance
progrllll providers, '!'be ...........1 iDg ~.
During the approximate two years The Counseling '1'e8m has wor"lted with the
City, they have done an outstanding job in providing assistance to our
..ployees, and resolving potential disciplinary problems. I would highly
reo-lid them to any other organization as an EAP progrllll provider.
If you would like to ask any questions about their services, quality of
treatment, etc., please feel free to contact me personally.
Sincerely,
~~~~~~
Dennis Morris
Personnel Director
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916.1151
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