Bakery, Confectionery, Tobacco Workers & Grain Millers

Local 154-G

 

Overview of the E.F.A.P. Program

It is now a well-established fact that untold suffering can be avoided and lives can be saved through an effective workplace.  E.F.A.P. that offers employees confidential access to helping resources. Moreover, it has been shown that the most effective programs are those developed and implemented through the combined efforts and resources of Labour and Management. In any group of people, at any point in time, a significant percentage - as much as 10-15% - are experiencing personal problems serious enough to affect their personal lives. Examples: Substance abuse by the employee or family member Child abuse Financial insecurity Marital or family instability Mental health problems Stress These health, behavioural or personal problems can usually be identified early and referred to professional help promptly through E.F.A.P.  Whatever the cause, when a problem becomes serious enough to negatively impact an employee's work performance, that employee has become a "troubled employee" and prompt, constructive action is required. E.F.A.P. provides confidential assistance at an early stage to employees who voluntarily seek it or accept it at the recommendation of Management, when work performance has been adversely affected.  E.F.A.P. is based on the accepted theory that the work environment can be effectively used to motivate employees troubled by health, behavioural or personal problems to seek or accept assistance.

 

Policy Statement

The Employee and Family Assistance Program ("E.F.A.P.") has been established to assist all employees who have current and emerging personal problems, to help them to access assistance at the earliest possible opportunity before their situation affects their job performance. This program is not intended to interfere with the private life of the employee nor is it meant to compromise the confidentiality of medical records. The E.F.A.P. has been established to assist all employees of Kellogg London Plant and their immediate dependents, as well as retirees for one year following assistance.  Dependents are defined as the employee's spouse (legally married to the employee; or, although not legally married to the employee, has continuously cohabited with the employee for not less than two years having represented as husband and wife or significant other) and dependent children including adopted, foster or step-children who reside in the same household as the employee.

 

Employment Insurance (EI) Compassionate Care Benefits

Compassionate care benefits may be paid up to a maximum of 6 weeks to a person who has to be absent from work to provide care or support to a gravely ill family member at risk of dying within 26 weeks. To receive compassionate care benefits you must submit an EI application online or in person at your Service Canada Centre. The basic benefit rate is 55% of your average insured earnings up to a yearly maximum insurable amount of $42,300. This means you can receive a maximum payment of $447 per week. Your EI payment is a taxable income, meaning federal and provincial or territorial, if it applies, taxes will be deducted. Compassionate Care Benefits