Here are some essential guidelines for recommended Employer planning and actions.
- Get buy-in from leadership and employees alike.
- Talk about it openly.
- Reduce gossip and protect personal dignity.
- Pay attention to your language.
- Treat SUD like what it is – a health condition.
- When you’re hiring, keep an open mind.
- Create wellness programs.
- Be alcohol-conscious.
- Participate in recovery-focused community events.
- Build a working relationship with recovery organizations.
- Be sure to put drug-free workplace policies in place if you don’t already have them.
- Commit to the program and recognize that there may be setbacks during the recovery process.
There are also some legal considerations for Employers interested in the Recovery-Friendly Workplace Program. We encourage you to consult with your legal counsel for guidance in this area.
- Employee privacy and confidentiality
- Compliance with federal, state, and local regulations
- Potential conflicts between state laws v. federal laws
- Medical Marijuana usage
- Employer rights v. Employee rights
- Union relationships
- Industry regulations and standards
- Reasonable Suspicion and drug testing policies
- Termination policies
- Family Medical Leave Act (FMLA) provisions
- Occupational Safety and Health Administration (OSHA)
- Mental Health Parity Act
- Americans with Disabilities Act (ADA provisions
- Health insurance Portability and Accountability Act (HIPAA) privacy provisions
- Workers’ Compensation