Helping a small number of workers who are addicted or abused can have a positive impact on a business, according to some experts, who argue that savings can be achieved by reducing health rights and absenteeism and increasing productivity. Substance abusers do not need to engage in work to have a negative impact on the workplace. See Elephant in the living room. Here are some of the behavioral characteristics that can occur with substance abuse. Such characteristics do not always indicate a substance abuse problem, but may warrant further investigation. Superiors and managers should be trained to detect warning signs like this: hope that your transition will be back to rehabilitated after rehabilitation, and that you can get the support you need from human resources. In extreme cases, you may need to contact a lawyer or consult a lawyer for rights violations related to return to work after rehabilitation. In this case, the National Disability Rights Network can link you to legal support. If you qualify, you may be entitled to a modified work schedule or reduced working time so that you can receive ongoing treatment when you return to work after rehabilitation. Before you talk to an ADA specialist, they can help talk to your human resources manager about conflict resolution. If you feel like you have a judgment from colleagues, dealing with these feelings with your therapist can help them cope. The ADA provides that an employer may prohibit the use of drugs and alcohol in the workplace and require that workers not be under the influence of alcohol or drugs while at work.
Employers can maintain alcohol or drug-addicted workers to the same performance standards as those that apply to other workers. Many addicts are reluctant to seek help because they deny themselves. They reject the idea that they have problems or that their addiction is obvious to others. Some substance abusers are wary of confidentiality guarantees due to treatment resources, including personnel assistance programs (EAPs). Many drug users are sensitive to the stigma of being considered drug addicts or alcoholics and fear reprisals. Returning to work after rehabilitation can be scary. After spending considerable time in a recovery program, you now have to face the stressors of everyday life and juggle the demands that come with work and family. Starting in 2018, the U.S. Department of Labor (DOL) has clear guidelines on what employers should do for someone seeking treatment and finish it later.
According to the U.S. Department of Labor, a substance use disorder can be considered a serious health condition in certain circumstances. If you require hospitalization or ongoing treatment, your work leave is protected by the Family Medical Leave Act (FMLA). Under these conditions, your employer cannot act against you for lack of work. You can also benefit from FMLA if you are caring for a family member who is undergoing treatment. Let`s be honest: if you don`t work for a long time, people will ask where you were. While you don`t have to talk to someone about your convalescent trip, it may be helpful to get the caring encouragement of some trusted colleagues when you return to work.