PEAP - Supervisor Guide To Employee Wellness

Police Employee Assistance Program (PEAP)

702-828-3357

PEAP is available to listen and help you find resources 24 hours a day/7 days a week.

 

WHAT IS THE PURPOSE OF THE POLICE EMPLOYEE ASSISTANCE PROGRAM (PEAP)?

  • The Police Employee Assistance Program (PEAP) is a comprehensive program that helps employees resolve personal problems that may adversely impact their work performance, conduct, health, and overall well-being. PEAP addresses problems in the quickest, least restrictive, and most convenient manner while minimizing cost and protecting client confidentiality.

CONVENIENT AND CONFIDENTIAL ACCESS

  • Employees and their family members can contact the program and immediately speak with a peer counselor 24 hours a day, 7 days a week, and 365 days per year. Self-service tools and information can also be found online on our interactive website.
  • Services are confidential, except in the rare circumstances where disclosure is required by law; this is generally when there is a safety concern. Services are voluntary and are offered as a free agency benefit.
  • PEAP helps all LVMPD employees manage life's challenges so they can be healthier, happier, and more productive in all aspects of their lives.

WHAT DOES THE POLICE EMPLOYEE ASSISTANCE PROGRAM OFFER?

  • The Police Employee Assistance Program has a variety of resources available for you and your employees to assist in long term health and wellness which are not limited to:
  • Management consultation, assessments, counseling, and referrals for services to employees with personal and/or work-related concerns, such as stress, financial issues, legal issues, family problems, office conflicts, and alcohol and substance abuse.
  • PEAP provides workplace presentations in stress management, compassion fatigue, suicide prevention, post shooting trauma, Officer Involved Shootings, Critical Incident Stress Management (CISM), communication skills and grief classes offered to LVMPD employees and their family members.
  • PEAP provides resources for our employees and their family members who serve in the military by providing a mentorship and partnership program to ease the stress incurred to all affected by military deployments.
  • If your employee(s) have been involved in a critical or stressful incident while working, PEAP employees can provide a critical incident debriefing for your team.
  • PEAP utilizes trained professionals to provide trauma/resiliency training for your squads.
  • PEAP oversees the Police Chaplain Program which may provide comfort, advice and spiritual support when your employees are affected by a variety of life issues whether they are work related or not. Chaplains are assigned to each area command and bureau. Chaplains can be contacted through PBX or by calling the PEAP office. Any Police Chaplain can be contacted regardless of their area of assignment.

BEHAVIORAL HEALTH CARE OPTIONS (BHO)

Counseling is provided through Behavioral Health Care Options (BHO). All LVMPD employees are entitled to 3 free visits with a counselor through Behavioral Health Options (BHO) every calendar year.

INSTRUCTIONS FOR BHO:   Call 877-464-8151

  • Follow the Prompts for LVMPD Employees
  • Tell the Operator what type of counselor you would like to.
  • Get 2 or 3 names of counselors so you can get to see someone in timely manner
  • Get the "Authorization Number." (the counselor will need this to provide free visits)
  • Call counselor and make an appointment.

But BHO provides more than counseling. They provide access to variety of resources both online and through telephonic professionals for: child care, elder care, financial consultation, legal consultation, resource library, etc. These resources are available for LVMPD employees and their family members.

The website for online information, live connection to a telephonic professional and additional resources is:Bhoptions.com

  • Click the icon "Work-Life Resources"
  • Enter the company code: LVPPACE(for civilian employees)
  • Enter the company Code LVMPD (For commissioned officers)
  • Enter the company Code METRO (For appointed employees)

1.  Voluntary self-contact - Any employee seeking help with any problem may obtain assistance by contacting the PEAP office.

2.  Employee referral - Occasionally, an employee may become aware of a fellow employee's need for assistance. A phone call or email to the PEAP office will result in a tactful approach to the employee in need by one of the peer counselors.

3.  Supervisory referral - When a supervisor becomes aware of unusual or concerning behavior, a stressful on or off duty event, or any reason they feel PEAP may be of assistance to the subordinate, the supervisor may recommend that the employee seek the assistance of the PEAP. The specifics of the subordinate's situation will remain confidential once contact is made with a peer counselor. The use of supervisory referrals to the program must be done in a reasonable and constructive way, and should be made only in the best interest of the employee.

The supervisor, or any concerned person calling into the PEAP office, will not receive any update of the employee should they inquire or request, due to PEAP's confidentiality


How does a supervisor contact PEAP?

  • For an immediate PEAP response during normal business hours contact the PEAP office at 702-828-3357. After hours contact the LVMPD dispatch supervisor at 702-828-7110 to be connected with the on-call PEAP supervisor.
  • If you do not need immediate assistance please leave a message on the PEAP answering machine at the above listed number.
  • Employees can also send email requests for assistance or guidance to PEAP@LVMPD.COM. This email is checked Monday thru Friday.
  • PEAP also directs employees, while at work, to their internal site located at http://metroweb.lvmpd.int/services/employee/peap/Pages/Welcome.aspx or from home at http://www.lvmpd.com/en-us/Pages/PoliceEmployeeAssistanceProgram.aspx to seek additional resources and links.

WHEN SHOULD A SUPERVISOR MAKE AN IMMEDIATE PEAP NOTIFICATION?

  • An LVMPD employee is the victim of a person crime, i.e., robbery, domestic violence, etc.
  • An LVMPD employee has been arrested for a crime.
  • If an employee has been involved in a stressful incident during their work shift and the supervisor feels the employee or the team needs additional resources to process the event.
    • PEAP resources could be a follow up phone call from the PEAP section or could be a critical incident debriefing. The debriefing resource allows your team to confidentially discuss the event and diffuse the stress of the event. PEAP resources can be used for ALL employees that are involved in the event: Officers, PSRs responding to the incident, crime scene analysts who processed the scene, call takers and/or dispatchers who answered the phones or worked the channel of the event, LESTs or other personnel who spoke with witnesses or victims.
    • ALL can be equally affected. PEAP provides tools so all employees can learn to look out for one another and learn to thrive despite the stress of a law enforcement career.

Supervisors should be aware that dispatch notifies the PEAP section immediately on critical incidents such as Officer Involved Shootings (OIS).

When speaking to a PEAP Director or Manager, understand the best course of action may be to contact the employee after work hours and in private. PEAP is a voluntary service for employees. We do not force or intrude into employees' private lives. We offer resources and space to listen in a confidential environment. The decision use PEAP resources is the decision of the employee.

WHEN SHOULD A SUPERVISOR MAKE A CALL OR SEND AN EMAIL TO PEAP FOR ASSISTANCE?

  • An employee has lost an immediate family member to death.
  • An employee or their immediately family member has been diagnosed with a serious illness.
  • An employee has exhibited poor performance which you believe may be due to personal stressors.
  • An employee has shared that they have an immediate family member who is suffering from a debilitating illness or dementia.
  • An employee is having issues with children, parents, or extended family that are potentially affecting the employee's ability to do their job.
  • Anytime your employee has responded to, or witnessed (including via telephone/radio), a crime where the supervisor believes the employee has been affected by the event and needs PEAP assistance to maintain emotional health and wellness.
  • Your employee is experiencing a life stressor where you feel PEAP may be able to provide resources, i.e. marital issues, gambling, alcohol, troubles with job performance etc.
  • An employee was the victim of a crime and has court proceedings they must attend.
  • A supervisor would like assistance in speaking with an employee regarding PEAP.

The members of PEAP are here to assist you, your fellow employees, and LVMPD family members. We can only assist our employees and their families if we know they need our assistance. Please don't wait for someone else to call PEAP. Please don't wait for us to call you. You can call PEAP for yourself, your co-worker, your supervisor and/or subordinate.

CONFIDENTIALITY

PEAP is a confidential resource for employees per NRS Statues 281.805/49.293.  PEAP staff members are REQUIRED to protect the confidentiality of program participants. Information discussed with participants of the program will be considered privileged and confidential with the following exceptions:

  1. The participant is an immediate threat to self or others.

  2. The participant admits to the commission of any crime, abuse and/or neglect, (including illicit drug use).

What should a supervisor do once they contact PEAP reference an employee? 

Often supervisors feel that they are waiting for a return response from PEAP. After a supervisor notifies PEAP of an issue. PEAP will NOT call the supervisor to update them on the status of an employee nor will PEAP break the confidentiality of the employee, to include discussing whether the employee has chosen to take recommendations for assistance that may have been offered by PEAP. This confidentiality can leave a supervisor feeling frustrated. PEAP always recommends that supervisors reach out to their employee and ask them, "How are you doing?" and "Is there anything I can do for you?"

What should a supervisor or peer employee do when another employee has been placed on administrative leave?

Administrative leave (AL) and Relief of Duty (ROD) status is stressful for the employee. These types of leave happen for a variety of reasons, i.e. the result of a critical incident, a Statement of Complaint (SOC) or an Officer Involved Shooting (OIS), etc.


PEAP recommends that you do not exclude your co-worker when they have been placed on leave. Instead, include them in normal activities. Invite your co-workers to lunch, group outings, and text them to check on them. Employees on AL may attend briefings and squad training (if allowed by CIRT after an OIS), however, they cannot be in uniform nor in a patrol vehicle.


For the employee that is on administrative leave it can feel like they are being ostracized and not part of the team. Do what you can to encourage your team to interact and include the team member that is on leave while being mindful NOT TO ask questions pertaining to the incident which has caused the employee to be placed on leave due to respect for the confidentiality of the situation and the admonishment that may have been directed.  It is okay to say, "I understand you may have been admonished, help me stay away from anything that you are not allowed to talk about but I want you to know I am concerned about you, how you are doing….what you need…how you are feeling…..I care about you, etc."  

 

Supervisors should not ask the employee when they will be back to work. The employee, in most cases, does not control the factors which will dictate their return to duty.

 

SUPERVISORY CONNECTION WITH THEIR TEAMS

        • One of the best things a supervisor can do is create a connection with their individual team members and their team as a whole.
        • Supervisory connection is described as taking the time and effort to get to know your employees as individual people, "who they are and what they want to be."
        • A connected supervisor knows which team members have family members (wives, husbands, kids, or are single).
          • Do they have family, do they have support?
          • Where do they want to be career-wise, in five or ten years?
          • What types of training/classes do they want to enhance their work/life skills?
          • What current stressors do that have outside of work?
        • A connected supervisor makes the time each month to meet with employees, individually, as times allows, for a cup of coffee, or a ten minute face to face conversation. This interaction allows the supervisor to "check in" on their employee and gauge their health and wellness.
        • Taking this time to get to know your team members will make the employee feel they are supported and appreciated.
        • A connected supervisors recognize changes in an employee's attitude, behavior and/or work performance allowing them to intervene on small issues before they become larger issues. 
        • The connected supervisor also generates a platform where they can inform their team members of current departmental policy changes, trends in law enforcement or other department events.
        • This supervisory connection becomes a win for all parties involved as the connection fosters an environment where the employee feels supported, developed and informed and the supervisor is able to lead more effectively.
        • Supervisors should consider changes in an employee's appearance, demeanor, work habits, and attendance as potential signs that something is not right. Take the time and ask the question, "Are you ok?" Create the space and the environment where employees can turn to start the process to get help, if it is needed.

 

SUICIDE PREVENTION

Suicide Prevention is a key focus for the LVMPD. Often it takes supervisors and employees noticing slight changes in the behaviors of co-workers, i.e. loss of interest in what used to be joyous things, weight loss/gain, giving away of personal items. If an employee comes to you with concerns about suicide we owe it to one another to get involved. These conversations can be difficult. PEAP has many resources for you, including suicide awareness/prevention classes.

What should I do if my employee has made remarks about suicide during our interaction?

A common myth about suicide is that by talking about suicide one will influence another to act upon it. Instead, a direct approach, although difficult, is best. You should ask the question, "Are you thinking about killing yourself?" or "Are you having thoughts about killing yourself?"   If the answer to either of these questions is yes, please ask if they have a plan or if they are looking for help. IMMEDIATELY CONTACT PEAP 24/7 so we can assist you and get your employee the help they need.

CRISIS INTERVENTION

LVMPD Policy 5/110.00 Health and Safety Procedure Definitions and 5/101.28 Relief of Duty and Temporary Assignment

DEFINITIONS

At Risk MemberThis may include, but is not limited to, a member whose actions, verbalizations, suspected abuse of prescribed or over-the-counter medications, misuse of alcohol, etc., may pose a danger to himself or others.
Intervention CommitteeA committee that will determine if it is in the best interest of the department, the public and the member to return a member to full duty. This committee will consist of the respective Division Commander and Assistant Sheriff in the member's chain of command, the Metro General Counsel, and any other member deemed appropriate by the Intervention Committee.
Medical Review Officer (MRO)A licensed physician, holding either a Doctor of Medicine (M.D.) or Doctor of Osteopathy (D.O.) degree, certified by an approved MRO certification board. The MRO reviews collection information and laboratory reports, interviews members/donors, and interprets test results on reasonable suspicion tests, positive random tests, and other tests deemed appropriate by the department.  The MRO will be provided formal lab reports detailing specific drug concentration levels when they exceed designated cutoffs as positive findings.  Those with drug concentration levels below designated cut-offs will be reported as "None Detected."  Neither positive nor negative reports provided to the MRO will include analytical data which was generated during the analysis.
MemberA commissioned or civilian employee of the department.
Overt ActsAny actual attempt that could result in injury or death to self or others OR verbalization of an intent WITH a plan for action.
Reporting for DutyRegular, call-out, overtime, and/or volunteer.
SupervisorA person having day-to-day responsibilities for supervising subordinates, or who is responsible for commanding a work element.


Section 5

MEMBER CRISIS INTERVENTION AND SUPPORT                      

It is the policy of this department to identify and support the member whose articulable behavior, on- or off-duty, provides evidence that he may be a threat to him/herself or others to ensure safety in the workplace. 

A member may be considered at-risk and unsuitable for duty if his physical or emotional condition and actions might result in, or may have resulted in, danger to self or others. In events in which there have been overt acts to harm oneself or others, this procedure is mandatory.

In the event the behavior is in violation of any department policy, rule, regulation or procedure, this procedure does not preclude the chain of command from initiating an investigation in accordance with LVMPD 5/101.26, Maintenance of Values and Ethics.  The Employee Crisis Intervention Form, supervisor's memorandum and professional assessment reports generated during a member intervention will be used for the administration and application of this procedure only and will be maintained in a confidential file in the Health Detail.


PROCEDURE

Immediate Supervisor will:

  1. Become aware of an incident or situation affecting a member who represents a potential risk of harm to self or others.
  2. Evaluate the information and conduct a preliminary investigation.
  3. If it is determined that a potential risk of harm to self or others exists, place the member on administrative leave in accordance with LVMPD 5/101.28, Relief of Duty and Temporary Assignment, and the box "Active duty status may be detrimental in your current assignment with the department" will be checked. To ensure confidentiality for the member, the words "Member Crisis Intervention" should not appear on this form.  The respective bureau/area commander will be consulted and advised of the circumstances before relieving the member from duty. If the bureau/area commander is unavailable, the watch commander will be consulted. If imminent danger exists to self or others, refer to LVMPD 6/005.00, Handling Persons with Special Needs and/or Considerations.
  4. Contact the Police Employee Assistance Program (PEAP) to ensure the member, the supervisor, and the bureau commander, receives proper support.  The only information that is to be provided to PEAP is that an incident as defined by this procedure has occurred.
  5. Complete a LVMPD 278, Employee Crisis Intervention Form, and additional memo with supporting information (if appropriate) and forward through the chain of command to the bureau/area commander. PEAP will not make the decision on whether the person meets the criteria for this policy. That decision lies with the supervisor, the bureau commander and the Director of Health and Safety. All paperwork regarding this incident are to be completed by the respective bureaus who are making the Crisis Intervention decisions. 

 

Bureau/Area Commander will:

  1. Review the Employee Crisis Intervention Form in consultation with the Director of Risk Management, or designee, and determine if a mandatory risk assessment is warranted before the member is authorized to return to duty.
  2. If an assessment is warranted, notify the member that a mandatory risk assessment must be completed before the member is authorized to return to duty.
    1. Require the member to sign an LVMPD 279, Authorization for Medical Information, authorizing the assessment professional to contact the Director of Risk Management, or designee with the assessment conclusions, intervention program, and supporting documentation and forwards to Health Detail. Refusal to sign the release form will be considered insubordination and handled accordingly (see LVMPD 4/104.04, Obedience and Insubordination).
    2. Advise the member to contact the Director of Risk Management, or designee within two working days.
    3. Advise the division commander of the circumstances and action taken.
    4. All documents will be placed in a thousand miler marked "Confidential" and hand delivered to the Director of Risk Management.  The documentation will not be faxed to anyone.
  1. If an assessment is not warranted, notify the immediate supervisor of the decision and determines what, if any, action is to be taken.

 

Member will:

  1. Sign the LVMPD 279 authorizing a professional assessment, if required.
  2. Contact the Director of Risk Management, or designee, to schedule an appointment with the assessment professional, selected by the member from a department approved list of professionals, to conduct a risk assessment evaluation.
  3. Remain available for assessment and evaluation appointments and comply with the requests of the assessment professionals.

 

Health Detail will:

  1. Schedule an appointment with the selected assessment professional and provide information regarding the incident, including the LVMPD 278, Employee Crisis Intervention Form and LVMPD 279 to assist the doctor with the assessment.
  2. Evaluate the assessment professional's reports and monitor any intervention program requirements. If follow-up is necessary, schedule appointments as required.
  3. Notify the respective division commander upon receipt of the assessment professional's final report if an overt act initiated this crisis intervention.
    1. If no OVERT act was involved, proceed to step 20 of this procedure.
  1. Schedule a meeting with the Intervention Committee, as soon as practical, and notify the Director of Risk Management, or designee, of the date, time and location of the meeting.
  2. Forward copy of the assessment professional's final report and any other pertinent paperwork to the members of the committee in a marked confidential envelope as soon as possible upon receipt of the report.

 

To ensure confidentiality for the member, the words "Member Crisis Intervention" should not appear on this form.  The respective bureau/area commander will be consulted and advised of the circumstances before relieving the member from duty. If the bureau/area commander is unavailable, the watch commander will be consulted.

 

The Bureau Commander will review the Crisis Intervention Form and consult with the Director of Risk Management to determine if a mandatory risk assessment must be completed prior to a member's return to duty. This form is filled out by the Department member and allows for information from the assessment to be released to the Director of Risk Management or designee. 

PEAP is a confidential resource. We base all our assistance on intelligence led information. If we don't know we can't assist. If you need help or you know someone who does please contact us.

702-828-3357

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