We can help you make your workplace recovery friendly.

Shown below is a typical approach to making your workplace recovery friendly. We can help you each step of the way.

  • Orient executive team
  • Assemble task force
  • Assign Exec Sponsor
  • Identify State initiatives
Month 1
  • Review existing policies
  • Review existing practices
  • Assess insurance
  • Assess SUD ability of EAP
Month 1
  • Source appropriate training
  • Source treatment options
  • Update policies
  • Prepare communications
Month 2
  • Communicate
  • Train supervisors
  • Offer employee training
  • Update exec team
Month 3-6


Your executive team must be on board for the initiative to be successful. During this phase, we will meet with the executives to discuss the goals for the initiative and success measures. The company should assign an Executive Sponsor.

The company should also assemble and onboard a Recovery Friendly Workplace Task Force. We can help identify the important characteristics of participants and provide orientation.

We will communicate any relevant State initiatives that can be leveraged.


We will help you assess the cost to your company of Substance Use Disorder. We’ll work with your task force to review existing policies, particularly your existing drug policy. We will help identify to what extent the drug policy should be updated.

Beyond policies, we will help the task force review practices and even language that is commonly used, to determine the extent to which practices and behaviors should be modernized.

We’ll help assess the degree to which your health plan adheres to evidence-based treatment, pays for medicine assisted treatment, and limits opioids. We’ll help review the ability of your EAP to handle SUD issues.


This phase includes updating your policies and practices as identified during Assess. Also, the employee communication material is prepared.

We will help source the training courses. There are several commercial or free training courses available as part of your effort to become recovery friendly. You may also want to develop a course specific to your organization and your policies.

This phase also includes identifying specific treatment options available to your employees and establishing connections with the providers. Treatment could be residential, outpatient, or even telephone based.


Here is where the policies, practices and resources are launched. Communications are sent to supervisors, then all employees. Supervisors are trained on how to communicate the initiative and how to handle incidents. Training is offered to employees.

The task force meets biweekly to review progress and discuss any adjustments that should be made. Monthly updates are provided to the executive team. We can help run these meetings.

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