BellSouth recognizes that EAP services can be effective only
when employees are assured that personal information (including written records)
will remain confidential. Information shared by employees with an EAP
professional will be treated in a confidential manner and not shared with their
manager or employer, with limited exceptions described below. Likewise,
information that managers give to the EAP during a consultation will remain
confidential.
Certain guidelines determine how confidential information will
be treated. In the initial meeting with each employee or EAP client, the EAP
professional will provide and explain these guidelines, which are described
below:
When a manager refers an employee to the EAP because of job-related
problems, the manager is entitled to know if the employee has kept
appointments scheduled with the EAP professional. Unless expressly authorized
by the employee, EAP professionals will not share with the manager any
information about the nature of the employee’s problem.
Employees may choose to have the EAP release certain information to
specific individuals. Appropriate documents must be used to authorize the
release of such information. A Release of Information form is available from
the EAP professional.
A manager may request an employee who is attending the EAP on company time
to have the EAP professional provide a signed verification form that the
employee may give to the manager. Instructions on the form describe how the
manager is to handle the information it contains. Only the EAP professional
provides the form.
Both the EAP company providing services and BellSouth, as well as the codes
of ethics of the licensed professionals who provide EAP services, require that
any information shared be held in strictest confidence. Limits to
confidentiality will be clearly outlined prior to any session with the EAP
professional. Limited exceptions to confidentiality not described above
include:
- When the employee has given permission to release
information to a specific person.
- When there is sufficient indication that there is a threat
of harm to self or others.
- Suspected cases of unreported child abuse must be reported
in accordance with state law.
- When required to release information by a court of law or
as otherwise required by law.
- If an employee raises the fact of his/her participation in
the EAP during litigation, during any proceeding pursuant to the terms of
the collective bargaining agreement, or during any other proceeding against
a BellSouth entity, the employee’s action waives the confidentiality of
information relevant to that particular case.
The EAP will observe the limits on confidentiality that are required by
law. Furthermore, in situations outlined above, disclosure of information will
be limited to those with a "need to know." Members of the EAP staff may
consult with appropriate company officials to determine those who have a "need
to know."
An employee’s use of EAP services will not jeopardize his/her
job security, promotional opportunities or income.
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