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.
