I have been in a managerial position with the same company for 13 + years
From time to time I have been known to "respond unprofessionally" when I have a serious disagreement with the response, question or situation
I recently had an episode, the prior incident was at least 12 months prior.
I have been verbally counseled by peers and supervisors in the past but never formally received any form of "documented" discipline
Over my tenure I have received significant promotions and cross functional transfers with favorable performance in all tasks assigned
Last week I was called into my bosses office with two representatives and required to sign a "memorandum of understanding" (MOU) which included mandatory EAP counseling with signing the consent for the EAP to disclose to my employer my "compliance" with their recommendations.
The MOU is a zero tolerance agreement, and reaches out to any other company policies.
This anchor around my neck follows me into a brand new roll, which I have found myself in as a result of corporate restructuring, The other six people nationally similarly situated prior to this restructuring, have also been reassigned to new positions, the change of assignment is not a result of the my actions, however my actions may be a result of underlying anxiety of a job elimination and unknown future assignment.
I argued in vain over the words documented versus discussed in the MOU (the only documented incident they could site was a mention of the tendency with no consequences in a 1996 performance review) and reluctantly signed the documents and made the call to the EAP provider to set the appointment. I felt I was in a no win situation and my refusal to sign the MOU would be noted in my file and I would still be subject to the consequences outlined in the MOU.
I have made the first appointment with the EAP provider, I have yet to execute the authorization to disclose to my employer, that was a condition of the mandatory EAP
I would prefer to discuss the nature of the disclosure with the EAP provider within the protections of a voluntary self referral, prior to executing a waiver of that protection. My theory is that if I am being refereed to counseling for anger management and I have to worry about what I say during counseling being repeated or construed as being "non cooperative" to the process, the chances of the EAP session being successful are seriously limited
1. Do I need to resolve the context of the MOU based on the fact that the first recorded discipline (of any type) after almost 14 years goes straight to immediate termination on the next event or any other company policy ?
2. I waived the offer of time to think about signing the MOU, was that a mistake ?
3. At this point is it appropriate for me to request time to discuss the nature of the disclosure and possibly include mutually agreed upon limitations to the EAP disclosure with the EAP professional ?
4. Since complying with the EAP is mandatory as a condition to continued employment, if the EAP recommends additional treatment beyond the coverage of the EAP program (additional sessions), external medical examinations, drugs, etc . . . . Should the company be obligated to fund the cost of the additional "recommended" treatment since I am am completely out of control of the process by the structure of how I got here ?
From time to time I have been known to "respond unprofessionally" when I have a serious disagreement with the response, question or situation
I recently had an episode, the prior incident was at least 12 months prior.
I have been verbally counseled by peers and supervisors in the past but never formally received any form of "documented" discipline
Over my tenure I have received significant promotions and cross functional transfers with favorable performance in all tasks assigned
Last week I was called into my bosses office with two representatives and required to sign a "memorandum of understanding" (MOU) which included mandatory EAP counseling with signing the consent for the EAP to disclose to my employer my "compliance" with their recommendations.
The MOU is a zero tolerance agreement, and reaches out to any other company policies.
This anchor around my neck follows me into a brand new roll, which I have found myself in as a result of corporate restructuring, The other six people nationally similarly situated prior to this restructuring, have also been reassigned to new positions, the change of assignment is not a result of the my actions, however my actions may be a result of underlying anxiety of a job elimination and unknown future assignment.
I argued in vain over the words documented versus discussed in the MOU (the only documented incident they could site was a mention of the tendency with no consequences in a 1996 performance review) and reluctantly signed the documents and made the call to the EAP provider to set the appointment. I felt I was in a no win situation and my refusal to sign the MOU would be noted in my file and I would still be subject to the consequences outlined in the MOU.
I have made the first appointment with the EAP provider, I have yet to execute the authorization to disclose to my employer, that was a condition of the mandatory EAP
I would prefer to discuss the nature of the disclosure with the EAP provider within the protections of a voluntary self referral, prior to executing a waiver of that protection. My theory is that if I am being refereed to counseling for anger management and I have to worry about what I say during counseling being repeated or construed as being "non cooperative" to the process, the chances of the EAP session being successful are seriously limited
1. Do I need to resolve the context of the MOU based on the fact that the first recorded discipline (of any type) after almost 14 years goes straight to immediate termination on the next event or any other company policy ?
2. I waived the offer of time to think about signing the MOU, was that a mistake ?
3. At this point is it appropriate for me to request time to discuss the nature of the disclosure and possibly include mutually agreed upon limitations to the EAP disclosure with the EAP professional ?
4. Since complying with the EAP is mandatory as a condition to continued employment, if the EAP recommends additional treatment beyond the coverage of the EAP program (additional sessions), external medical examinations, drugs, etc . . . . Should the company be obligated to fund the cost of the additional "recommended" treatment since I am am completely out of control of the process by the structure of how I got here ?
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