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Sample Tools

A valuable part of the Recovery Friendly Workplace program is in the on-the-job tools themselves – a policy statement, email, poster, and an employee survey to help implement the program. Research has shown that what employers really need to help them run a Recovery Friendly Workplace are tools – actual internal communications they can use […]

For Employees & Family

Despite the isolating effects of substance use disorder (SUD), employees battling the condition (and their loved ones) are not alone. Download Resources for Employees & Family >>

For Employers

Connecticut has a comprehensive network of organizations devoted to prevention, treatment, and recovery. Many of them can provide training, advice, and other resources to employers. Explore your options in state and local resources, and learn from the national leaders addressing recovery at a larger level. Download Resources for Employers >>

Legal Considerations

Get an idea of the main issues related to being a Recovery Friendly Workplace and be ready for a detailed conversation with an attorney. ADA. FMLA. OSHA. HIPAA. There are many federal and state policies and laws in place that may affect your Recovery Friendly Workplace. Read More >>

Best Practices

Even though Recovery Friendly Workplaces are relatively new, evidence is now being compiled to capture the best practices being used by employers. Many job applicants who could be good employees are overlooked or dismissed because they have a “criminal background” that is related to a substance use disorder. Be alert to their potential and try […]

Connecticut’s 5 Principles

Substance use disorder (SUD) has been studied by state experts, who have arrived at 5 principles that should be understood by every participating employer. Read More >>

Assess Current Practices

Becoming a Recovery Friendly Workplace starts with assessment – a close, careful look at where you stand right now. Substance use disorder (SUD) affects the health and safety of each person on the job. That’s why it needs to be understood in the context of what practices are currently in place Read More >>

Different Paths Forward

Depending on the resources you have in place, an employee with substance use disorder (SUD) may have different choices regarding how to proceed. There is no single road to recovery. Once an employee has acknowledged that a substance use disorder (SUD) exists, it’s important to be flexible and pragmatic as he or she enters recovery. […]

Handling SUD in the workplace

Know the signs of substance use disorder – and learn how to have a conversation with an employee you believe is struggling with it. 80% of Human Resources (HR) decision-makers believe that substance use disorder impacts their employees – yet only 25% feel prepared to respond appropriately (National Safety Council). That means 55% of HR […]