To create a workplace culture that supports recovery, there must be robust policies on the topic. In order to be designated as a Recovery-Friendly Workplace in Nevada, your business must have formal written Drug-Free Workplace policies that address, offer or provide:
- Evidence of any Employee Assistance Program (EAP) or other treatment services.
- Must provide evidence of how the organization communicates with employees about the availability of the EAP and related treatment and health and wellness services and options.
- Promotion of engagement in recovery when an employee tests positive for substances through a random drug test and when criminal charges potentially impact work.
- Support for employee health, wellness and/or work-life balance.
- Dangers and consequences of working under the influence (if tested).
- An appeals process for an employee that has tested positive.
- If/when alcohol is ever permitted at the work site.
- If yes, must provide criteria.
- Alcohol use at workplace parties and events.
- A message of hope in recovery.
- Businesses must provide evidence in policies and practice that the business believes that recovery is possible.
- Quality of mental health and substance use treatment or a compassionate action-plan for employees who get a DUI and need support.
- Do policies promote an effective conversation and honesty?
- Tobacco use.
- Guidelines about using prescription medication (including medical marijuana).
- Communication and programs related to an accepting climate with anti-stigma and anti-discrimination culture.
- Evidence that the business health care benefits adequately treat mental illness and substance use issues with the same urgency as other medical conditions.
- New employee training on Drug-Free Workplace policies.
- Annual training for all employees on Drug-Free Workplace policies.
- Guidelines about how management supports employees who require hospitalization and disability leave, including planning for returning to work.
- Training for supervisors that addresses:
- Signs and symptoms of substance use and mental health issues.
- Impact of substance misuse in the workplace.
- The relationship between mental illness and substance use.
- Intervention strategies for working with employees.
- Identification of performance problems that may indicate worker distress and possible need for referral and evaluation
- Any other related supervisor training and its contents.
- Safeguards to protect the confidentiality of legally protected employee health information.
- Consequences of violating the policy and procedures for determining whether an employee has violated the policy.
- Assurances of "exit with dignity" if it becomes necessary for an employee to leave his/her employment.
- Evidence that information related to the business' Drug-Free Workplace policies is easily accessible either through a website, pamphlets or other means of documentation.
- Evidence that the business asks employees for their opinion about the culture conducive to recovery and mental health.
- Are anonymous surveys completed to obtain this information?
- Evidence that the organization's leadership and other staff who are in recovery promote and share their personal stories of the successes of the program.