Phone: 800-779-6125, www.connectionseap.com)
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What Happens After the Assessment?
- Follow your internal written policies for returning to work.
- The original EAP release of information applies only to the EAP assessment. The employee should understand that he/she must sign a new release of information at the agency providing treatment, releasing at a minimum, weekly reports that the employee is meeting the ongoing treatment goals and maintaining a chemical-free lifestyle.
- State laws and employer policies vary regarding when Post-Treatment or During-Treatment drug screens are permissible. Consult with your company attorney before initiating further drug tests to ensure the employee’s drug-free status.
- Employers in most states can conduct drug or alcohol testing of employees after returning to work. Follow company policies and consult with your attorney for your state’s regulations.
- Most Drug and Alcohol Rehabilitation agencies can provide employers with reasonable expectations and behaviors which will promote the employee’s success in maintaining a chemical free lifestyle. These recommendations may include expectations such as:
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- Attendance at a prescribed number of 12 step groups each week
- 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.)
- 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 some behavioral health problems, 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.
Once treatment is initiated, the EAP assessment phase is ended. This is true for both drug and alcohol as well as behavioral health assessments EXCEPT in specific Extended Care EAP agreements, where Connections may contract a case management service beyond standard EAP services.
In the interest of continuity and keeping people from “slipping through the cracks”, we suggest that the employer have a well defined, documented protocol when formal referral assessments result in treatment recommendations.
For the Employee Currently in Treatment
For the Employee Post-Treatment: Helping to Ensure a Chemical Free Lifestyle
Because the disease of addiction is very incapacitating, it is important to provide support to the employee returning to work. Caring and concern must be paired with accountability to truly be helpful.
Sample Employer Communication to Verify Treatment Compliance:
Dear Treatment Staff,
Our employee, ______________________, reports you are providing a treatment or healthcare program. He has committed to releasing his participation information to his employer. Please verify our employee is:
1. Fully participating in the program recommended in the EAP assessment YES____ NO____
2. Meeting treatment goals YES____ NO____
Signature: _________________________ Date: __________