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Recent Employee Assistance Program questions
I wanted to know if it is illegal company to terminate
I wanted to know if it is illegal for a company to terminate your employment without recommending or requiring that you first go through the EAP that the company provided. For example, stress management at the workplace.
Counselor at Law
My name is ***** *****, and I am attempting to locate EO's
Customer: Hello! My name is ***** *****, and I am attempting to locate EO's or procedural requirements for requesting a Hardship Transfer/Reassignment due to medical necessity. I have researched, and found "Reasonable Accommodations," but nothing specifically related to Hardship Transfers/Reassignments. I am working with my HRMD Labor Relations person at my agency, but no one has ever heard of a Hardship Transfer/Reassignment, so I am helping to do the research. Should I be working with my Union Representative or would this fall under the purview of the Reasonable Accommodation and Undue Hardship Under the Americans with Disabilities Act? Thank you, Ed. JA: Thanks. Can you give me any more details about your issue? Customer: I had spinal surgery in March of this year. It was anticipated that I'd be able to return to work sometime in late June/early July. However, I have had major complications that affect the use of my right arm (limited mobility and strength). As such, I have now been out of work for 9 months. The Neurosurgeon and Physical Therapist are still working to help rectify this issue, but it is unknown from week to week just how much more therapy will be required. As a result, I am still out of work, and cannot drive longer than an hour. This has not only put undue stress on me and my family, but I work for NASA HQ in DC, but I live in Virginia Beach, where I had the surgery, am recovering, and continue all of my medical care. Since NASA Langley Research Center is all of 20-30 miles from my home, and not impede continuity of care JA: OK got it. Last thing — JustAnswer charges a fee (generally around $18) to post your type of question to Job Experts (you only pay if satisfied). There are a couple customers ahead of you. Are you willing to wait a bit? Customer: Yes, I will wait. Please forward this response, as the above had a missing sentence. COMMENT: I had spinal surgery in March of this year. It was anticipated that I'd be able to return to work sometime in late June/early July. However, I have had major complications that affect the use of my right arm (limited mobility and strength). As such, I have now been out of work for 9 months. The Neurosurgeon and Physical Therapist are still working to help rectify this issue, but it is unknown from week to week just how much more therapy will be required. As a result, I am still out of work, and cannot drive longer than an hour. Currently, I am in a Leave Without Pay Status, which has not only put undue stress on me, but my family as well. I work for NASA HQ in DC, but I live in Virginia Beach, where I had the surgery, am recovering, and continue all of my medical care. Since NASA Langley Research Center is all of 20-30 miles from my home, and not impede continuity of care JA: OK. Now I'm going to take you to a page to place a secure deposit with JustAnswer. Don't worry, this chat is saved. After that, we will finish helping you.
I believe my employer knows I have been drinking at work. I
I believe my employer knows I have been drinking at work. I have stopped and have gone to the employee assistance program for help. They have not yet warned me or approached me about this however. It is the busiest time of the year and I am concerned they may keep me on until end of the year and fire me Jan 1. if I do not ever drink again on the job, can they fire me for past transgressions after the fact?
I have a question about a job termination I voluntarily went
I have a question about a job terminationI voluntarily went to treatment for alcoholism and my employer kept me and was going to help me through their employee assistance programI got out of treatment and had a relapse a month later and voluntarily went back to the treatment center and was terminatedTheir EAP program never got in touch with me until I was terminated; am I protected under the employees with disabilities act?
I am a paramedic and have a license in New Mexico and Colorado.
I am a paramedic and have a license in New Mexico and Colorado. Two years ago, I was drinking too much and under a lot of stress. I went to my employee assistance program and entered into AA and counseling in March. In May I showed up to work with alcohol on my breath and was terminated. My supervisor also reported my name to the state which netted an investigation against my license. I had no action taken against me and entered an Impaired practitioner program and have maintained my sobriety, counseling, drug testing, and AA for the last two years per required by New Mexico.My husband and I have relocated to Colorado as of August of last year and when I obtained my Colorado license I reported that I had been investigated and my licensee as in good standing which is true today as well. In my agreement with New Mexico I was required to report to my employer my status with being in the impaired practitioner program which I had with all of the employers in New Mexico. Since I have moved to Colorado, my question is, do I have to also tell my Colorado employer?I have done and am doing all that New Mexico requires and additionally I am no longer practicing down there. I asked the group what that meant since I am no longer employed in New Mexico....my New Mexico license expires in March of 2016 and they stated that I had to continued down there as I have until my license expires....I am not happy about that due to the cost and distance, but my bigger question is do I have to also tell my Colorado employers even though I am in good standing and reported the investigation when I applied to Colorado? I know what I did was wrong and have really been greateful for where I am now in my life.....Thanks
From Arkansas, I have a question about drug screening
Hello from Arkansas, I have a question about drug screening as an employer. I am the co-owner of an automobile dealership, and my partner has received information that one of our managers may be using oxycontin as a recreational drug. We are obviouslyconcerned, and my partner has proposed that we do a "random" drug screening with the manager in question being a part of the random selection. While it's obviously not random, my concern is of the legality of a random test to multiple employees. In our companyhandbook, there is clear and specific mention of illegal substances while on the job, but apparently no mention of random drug screenings. As an employer, would it be ill advised to undertake a random screening, or should we confront the individual and askhim along to submit to a urine test? Thanks for your help, as always.
I wrote a synopsis of what my situation earlier today when
I wrote a synopsis of what my situation earlier today when I was on break. I had to leave before I could get a response as I'd already run over on my break time. My legal problem in Oregon is already being handled by a lawyer I enlisted in Portland. My problem now consists of how I handle the situation as far as the Post Office is concerned. My understanding is that once charged with DUI if the PO finds out about it before I notify them, I can be terminated and my retirement benefits nullifi
I have been accused of drug use at work based on offhand discussions
I have been accused of drug use at work based on offhand discussions with coworkers. I have in fact been clean for months now with documentation from a licensed counselor and numerous urine drug screens, yet my employer mandated that I attend a counseling session with their Employee Assistance Program. The EAP counselor now wants me to attend further counseling through their program which would interfere with my work schedule. Can my employer force me to go through with this further counseling, even though I have demonstrated that I have been clean and do not use any illicit substances on or off duty? My employer wants me to attend a meeting later today and sign an agreement to attend group counseling sessions weekly. Is this legal? Do I have the right to refuse this and still keep my job? Thanks.
I am at the edge of my wits regarding this repetitive verbal abuse, mView more employment law questions
I am at the edge of my wits regarding this repetitive verbal abuse, mistreatment, micromanagement and other activities that repeatedly demean who I am or are discourteous are taking a toll on me.I am a supervisor work for the government and my boss civilian, he bullies me undermines my authority i brief every morning and no matter what i say its not right its horrible i m trying to file a grievance towards him with my other boss have to follow the chain of command he is enlisted but was not very savy so much to discuss i don't know wha t else to do i left work for lunch and i am home just about ready to not go back