Employees may contact the EAP office Monday through Friday 8am-4:30pm by calling the EAP office at (575) 646-6603 for an appointment. The EAP office is located within the Campus Health Center.
The university recognizes that participation in EAP during the 8:00am to 4:30pm work period will require absence from work. Accordingly an employee’s absence from work because of an EAP appointment will not be charged to the employee’s annual or sick leave. However, employees who wish to keep their participation in EAP anonymous may elect to take either annual or sick leave in accordance with existing university policies. (See the New Mexico State University Policy Manual)
EAP is a free benefit to all NMSU employees. However, EAP does not provide long term treatment. EAP is designed to provide assessment of the problem, short term counseling, appropriate referral for treatment and post-treatment follow-up services. Short term counseling is time limited.
In the event that an employee’s issues require more than six appointments per year, the counselor will discuss the situation with the employee and refer him/her to an appropriate community resource.
EAP services are available to all NMSU faculty and staff. Employee’s children and adolescents are not eligible to receive EAP services. However, when dependents of an employee need care, the EAP counselor can make a referral to appropriate community resources. Employees experiencing relationship issues with his/her marriage or romantic partner, may include partners in the counseling process.
EAP is a short term counseling and referral service. Employee issues that require long term treatment will be referred to appropriate community resources. EAP may provide post-treatment follow-up services as needed.
The State of New Mexico legally recognizes that communication between counselor and client is privileged. All EAP client records are kept strictly confidential and are not noted in any official University record or the employee’s personnel file. Information discussed during the interview with the EAP counselor is not communicated to anyone without the employee’s consent.
There are a few narrow exceptions to confidentiality. If you are in imminent or foreseeable danger to yourself or are a significant danger to someone else, we have the obligation to break confidentiality in order to protect you or others. Your records can be subpoenaed in instances such as your claiming emotional damages in a lawsuit. If you are abusing children or vulnerable adults or inform us concerning someone who is, we then have the legal responsibility to report this to the proper authorities. Such a report could potentially lead to your disclosure of your being a client and require testimony concerning the suspected abuse.
We also reserve the right to consult with your treating physician at the NMSU Employee Assistance Program when professionally appropriate as well as consult with other professional staff affiliated with the EAP program.
If an employee is referred by his/her supervisor because of work performance problems, the EAP counselor will confidentially advise the referring supervisor only about whether the employee has kept an appointment. The employee will be notified that this is taking place.
Information for Supervisors
EAP provides information to assist supervisors in recognizing the signs and symptoms of substance abuse. This information may be obtained by contacting the EAP professional staff.
Calling for an appointment
After a supervisor has determined that an employee may benefit from the services offered by EAP and has discussed a referral with the employee, it is the employee’s responsibility to make decisions about his or her health and well-being which may be affecting job performance.
Should the employee recognize the need for help, then either the supervisor in consultation with the employee or the employee him/herself may then schedule the specific day and time for an appointment.
Referral by memo
Frequently a supervisor will suggest participation in the Employee Assistance Program to an employee and encourage the employee to schedule an appointment with the program’s professional staff. Under such circumstances it is highly desirable that the supervisor send a brief memo to the program’s director either with the employee or prior to his/her arrival. The memo need only state that the employee has been referred for assistance offered by the program and that the referral has been discussed and agreed to by the employee.