Recovery-Friendly Policies & Procedures
What your policies and procedures must include
Your company policies should create both a compassionate, person-centered, non-stigmatizing work environment and maintain a standard that holds an individual responsible for excellent work and positive, ethical, and safe behavior. Finding the right mix in your policies to support recovery is not simple, but is possible.
To create a workplace culture that supports recovery, there must be robust policies on the topic. In order to be designated as a Recovery-Friendly Worksite in Nevada, your business must have formal, written drug-free workplace policies. Example policies might include:
- Evidence of any Employee Assistance Program (EAP) or other treatment services.
- Must provide evidence of how the organization communicates with employees about the availability of the EAP and related treatment and health and wellness services and options.
- Promotion of recovery when an employee tests positive for substances through a random drug test and when criminal charges potentially impact work.
- Support for employee health, wellness, and work-life balance.
- Dangers and consequences of working under the influence (if tested).
- An appeals process for an employee who has tested positive.
- If/when alcohol is ever permitted at the work site.
- If yes, must provide criteria.
- Alcohol use at workplace parties and events.
- A message of hope in recovery.
- Businesses must provide evidence of policies and practices which demonstrate that the business believes that recovery is possible.
- Quality of mental health and substance misuse treatment or a compassionate action-plan for employees who get a DUI and need support.
- Do policies promote an effective conversation and honesty?
- Tobacco use policies.
- Guidelines about using prescription medication (including medical marijuana).
- Communication and programs related to an accepting climate with anti-stigma and anti-discrimination culture.
- Evidence that the business health care benefits treat mental illness and substance abuse issues with the same urgency as other medical conditions.
- New employee training on Drug-Free Workplace policies.
- Annual training for all employees on Drug-Free Workplace policies.
- Guidelines about how management supports employees who require hospitalization and disability leave, including planning for returning to work.
- Training for supervisors that address:
- Signs and symptoms of substance abuse and mental health issues.
- Impact of substance misuse in the workplace.
- The relationship between mental illness and substance use.
- Intervention strategies for working with employees.
- Identification of performance problems that may indicate worker distress and the possible need for referral and evaluation.
- Any other related supervisor training and its contents.
- Safeguards to protect the confidentiality of legally protected employee health information.
- Consequences of violating the policy and procedures for determining whether an employee has violated the policy.
- Assurances of the ability to exit with dignity if it becomes necessary for an employee to leave his/her employment.
- Evidence that information related to the business’s Drug-Free Workplace policies are easily accessible, either through a website, pamphlets or other means of documentation.
- Evidence that the business asks employees for their opinion about the culture conducive to recovery and mental health.
- Are anonymous surveys completed to obtain this information?
- Evidence that the organization’s leadership and any other staff in recovery promote and share their personal stories of the successes of the program.
The policy is the framework that your company will use to set the culture, promote recovery, maintain a safe workplace, and retain excellent employees.