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4 <br />8. Monitoring/Follow-up <br /> <br />REACH will monitor and follow-up as long as appropriate all people referred by the <br />REACH program to outside individuals and community resources to assure the problem is resolved <br />and that the person is satisfied with the quality of referrals. In cases of management referrals, <br />REACH will also follow-up regularly with the City on status of job performance. <br /> <br />9. Service Utilization Reports <br /> <br />REACH will provide quarterly confidential reports on service utilization, aggregate client <br />profiles, assessed problems and outcome at case closure. Customer satisfaction reports will be <br />available upon request by the City. <br /> <br />10. Benefits <br /> <br />The City agrees to provide REACH with copies of all the City employee benefit plans and <br />appraise REACH of all changes as they occur. <br /> <br />11. Avoiding Conflict of Interest <br /> <br />REACH agrees to avoid conflict of interest by providing up to three (3) referrals to clients <br />based on competency, geography and the most cost effective modality to deal with the client's <br />problem(s). No referrals will be made to the private practices of REACH counseling staff members <br />or to any private practitioner and/or agency with whom a REACH counselor has an economic <br />relationship. Only the City can make exceptions to this rule. <br /> <br />12. Alcoholism and Chemical Dependency Intervention Services <br /> <br />REACH provides job related alcoholism and chemical dependency intervention services as <br />required. <br /> <br />13. Policy and Procedure <br /> <br />The City agrees to consider implementing a policy and procedure statement on employee <br />assistance when appropriate. REACH will provide technical assistance to the City staff in writing a <br />policy and procedure statement on employee assistance. <br /> <br />14. Training <br /> <br />REACH will provide Management and Supervisory training sessions annually. It is <br />recommended that no more than 25 managers/supervisors attend each session. The purpose of these <br />training sessions is to make managers and supervisors aware of City employee assistance program <br />policy and procedures, of how to identify poor job performance as it relates to personal problems