How can employees be supported in finding a balance with work and personal life?

Tools, Forms, Checklists, etc.

Resources
Tools, Forms, Checklists, etc.
EAP Kit for Managers and Supervisors	UCI Employee Assistance Program (EAP)
Parenting Resources	Lactation Stations
Info, How To, and FAQ's	Policies, Procedures, Laws, Contacts
How to Implement Alternate and Flexible Work Schedules	UC Policy PPSM-84: Accommodations for Nursing Mothers

ANSWER

Employee Assistance Program (EAP)

• Supervisors should look at the Employee Assistance Program (EAP) as a tool to keep personal issues from spilling over into the workplace or unduly affecting employee behavior and performance.
• Consider an EAP referral when an employee’s performance is unacceptable and there are clear indications that personal factors are involved.  Some signs to watch out for:
  • Personality changes
  • Work behavior changes
  • Negative co-worker relations
  • Physical changes
  • Out of the office/away from desk
  • High accident rate
  • Drinking/drug use, etc.
  • An employee can engage with the EAP through self-referral, informal referral, or formal management referral.

Alternate/Flexible Work Schedules

• Employees have the option for alternate work schedules or flex time.
  • An alternate work schedule may allow for a better balance of work life and home life; however, it must also result in a continuation of high quality service to customers.

Parenting Support

• UC Irvine offers a variety of resources to help employees navigate parenthood, including classes for expecting parents, new parents and parents of young children.
• A lactation station is available for the campus community, where nursing mothers can breastfeed or pump for their child in a quiet, comfortable, secure room.

KEYS TO PREVENTING LIABILITY A decision to refer an employee to EAP should be made in conjunction with HR. It is NOT the supervisor’s job to be a professional counselor or best friend to the employee. Getting involved in the employees’ personal issues can cloud supervisor judgment and make it difficult to treat everyone in a fair, consistent and objective manner. Consult HR for alternate/flexible work schedule implementation Supervisors who receive a lactation accommodation request will work, as needed, with an HR representative or the location’s breastfeeding support program representative to identify available appropriate space and determine a break schedule.