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Sound management practices benefit all staff and
improve overall productivity and morale—company features that
ultimately result in increased profitability and success. These strategies
require little or no modification to foster success for people in
recovery. By adopting the following workplace practices, employers
can help ensure that individuals in recovery experience a smooth transition
into their workplace.
Maintain a drug-free workplace program
Employers who maintain comprehensive drug-free
workplace programs that include employee assistance are well equipped
to respond to a host of personal and health issues that may interfere
with an employee’s job performance.
Offer flexible working hours
Flexible hours allow individuals to attend treatment-related meetings,
support groups and counseling sessions.
Create a mentoring network for new employees
Senior employees showing newcomers “the ropes” helps
alleviate the anxieties that typically accompany starting a new job.
Recruit worksite recovery sponsors
When possible, employers should recruit experienced employees to
partner with new employees in recovery to help them stay on track.
More seasoned employees who may have experienced similar problems
can be a valuable source of support for newcomers who will inevitably
face comparable on-the-job experiences.
Offer life skills training for employees and supervisors
Such training may include time and stress management and communication
skills and often has a significant positive impact on all employees’
job performance.
Offer health insurance to all employees, when possible
Health insurance can significantly minimize anxiety when an employee
or a member of his or her family gets sick. Making this insurance
available soon after an individual is hired—not six months or
a year later—is ideal. Employers should also confirm whether
treatment for alcohol and other drug problems is covered under available
plans. Such practices often contribute to an employee’s ability
and desire to keep a job.
Plan work-related social events sensitively and carefully
Employers should keep in mind that some employees do not drink alcohol.
To ensure that all employees feel comfortable, non-alcoholic drinks
should always be visibly available during company-sponsored social
events.
Respect confidentiality
Employers may not necessarily know who among their workforce is in
recovery. If the information is known, employers must recognize and
appreciate the delicate balance of wanting to help and an employee’s
need and desire for privacy.
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