Drug/Alcohol Considerations – Because the disease of addiction (including alcoholism) is very incapacitating, it is important to provide support to the employee returning to work. Care and concern must be paired with accountability if we are to truly be helpful.
The employer should establish treatment and post-treatment compliance verification. Communication with the rehabilitation provider or chairperson of 12 step or other support groups is crucial. Due to the manipulative nature of addictive disease, this communication should always be independent of the employee in question. It should be conducted and documented by a designated leadership person or the HR department within the management team.
When applicable, check with your company attorney about when you can initiate further (drug tests) to insure the employee’s drug-free status. State laws and your employer policies vary regarding when “post-treatment” or “during treatment” drug screens are permissible.
Employers in most states can conduct drug or alcohol testing of employees after return to work. Again follow your company’s written policy and consult your attorney for the details of your state’s regulations.
Most drug and alcohol rehabilitation agencies and staff can provide employers with reasonable expectations and behaviors which will promote the employee’s success in maintaining a chemical free lifestyle. These recommendations often include expectations such as:
Attendance at a prescribed number of 12 step groups each week
A post-treatment appointment schedule with a rehabilitation treatment counselor
Post-treatment chemical screens (Dialogue with the rehabilitation treatment staff regarding your written policies about the frequency and duration of the schedule of post-treatment chemical screens is strongly advised)