COMDTINST 1740.07A
OCT. 21, 1997
the counselor's assessment, associated costs are the individual's responsibility.
b.
Program limitations: The primary function of the EAP is to provide a means of assessing
personal and job-related problems and providing a treatment plan. When appropriate,
short-term problem solving (up to six sessions) is available. Generally, the initial three
sessions are reserved for assessment or identification of a referral source. Additional
sessions, when clinically appropriate, would be classified as short-term problem solving.
The program is not intended for long-term mental health treatment.
c.
Referrals: Employees and family members who are assessed as requiring ongoing
treatment beyond the EAP have a variety of options from which to choose. Active duty
members are highly encouraged to seek extended care beyond the EAP through the existing
military health care system. This may include Military Treatment Facilities (MTF's) or
Non-Federal Medical requests. Family members may be able to seek follow-on care
through a MTF, private health insurance plan or community resources at a reduced cost.
Family members may also be eligible for health care coverage through the CHAMPUS
health benefits plan on a cost sharing basis. A Coast Guard Health Benefits Advisor (HBA)
or Health Education Specialist (HES) should be consulted prior to obtaining care through
CHAMPUS to determine eligibility. Civilian employees and families normally will access
their private health plans for ongoing treatment. Attending counselors will assist the
employee in identifying an appropriate referral source. The Work-Life staff EAP
coordinator may also provide an extensive listing of available resources. This includes but
is not limited to community resources, county and state facilities, military treatment
facilities, and DOD family service centers.
d.
Policy Concerning Confidentiality. The Coast Guard views the EAP as an important tool to
help both employees and commands address daily concerns in the workplace and private
life. In this light, the Coast Guard fully intends for eligible beneficiaries using the EAP to
be able to do so in confidence. Therefore, information provided to EAP counselors and
resulting records will be treated as confidential to the maximum extent possible under the
law. (Information includes that contained in EAP contractor records well as oral statements
made to counselors.) All information, except sindividual identity cannot be determined,
will be fully protected within regulations set forth by the Privacy Act, Freedom of
Information Act (FOIA), applicable rules of evidence, and the policy set forth below. The
extent to which EAP records and information provided by employees may be disclosed is as
follows:
(1)
Public disclosure: Under the Privacy Act and FOIA, EAP records are considered
"agency records" within the possession and control of the Federal Occupational
Health (FOH) Division of the U.S. Public Health Service. As such, EAP records are
afforded the legal protections of the Privacy Act, FOIA, and other applicable federal
statutes. With limited exceptions, EAP records are confidential between the EAP
contractor and the employee. Such records generally are exempt from disclosure to
the public under FOIA, the Privacy Act, and other applicable federal statutes.
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