AUDIO – WITH A PROFESSIONAL –
Oct. 19, 2023 – The first key step is to educate yourself and management on all aspects of addiction and recovery. Increasing understanding through training reduces stigma and equips managers to identify signs of addiction, handle sensitive conversations, and make reasonable accommodations to support recovery.
Take time to thoroughly review and update your drug-free workplace policy with a lens of support and rehabilitation over punishment. Outline counseling services and treatment programs available to proactively assist employees struggling with substance abuse disorders.
As Jennifer Morehead, CEO of Flex HR, advises, “Policies should clearly encourage employees to ask for help without fear of retaliation, job loss, or discrimination.” Make sure the policy communicates your company’s commitment to supporting staff members on their recovery journey.
Strongly encourage and facilitate the employee taking time off to seek professional treatment, such as rehab or intensive outpatient programs. Support flexible use of sick days, FMLA leave, or a temporary leave of absence so they can focus fully on recovery. Continuing their salary and benefits during treatment can help lift the financial stress often accompanying addiction.
