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Return To Work

Return To Work

Return To Work

Unions and their members are essential to the foundation that keeps America true and free. Noticing the labels of manufacturing companies are just as important to a Union member as it is to a fashion designer – with one huge exception… Made in America, means a commitment – a brotherhood that is an unspoken group of workers and first responders that believe in family first, and treat each other as a family when in crisis.

Experience Recovery is committed to helping teamsters, communication workers, longshoremen, flight attendants, pilots, baggage handlers, and the like to successfully meet the standards required to get their job back after a discipline action due to alcohol or drug use. We have created a specific return-to-work program that assists by following the DOT regulations as well as focusing on the needs of EAPs and MAPs.

We are committed to work with supervisors and employees to achieve recovery from substance misuse or behavioral health issues.

Our Detoxification and Residential Program is designed to prepare employees to return to home to complete their treatment and aftercare in a setting which allows them to return to work, thereby preserving their benefits. We understand the frustration of employees returning home with their benefits exhausted and no option for continued care. At Experience Recovery, we are committed to not participating in this unethical and restrictive practice. We are aware there is an exception to every rule and that will be dictated by a collaboration of clinical and family needs as opposed to motivation by reimbursement.

Occupational Wellness Program

Experience Recovery’s Occupational Wellness Program is uniquely designed to focus on assisting impaired workers and professionals in obtaining sobriety, reestablishing wellness, and returning to work. Our program is designed to help workers identify and resolve personal problems that are causing imbalances in their lives and contributing to problems at work.

Educating Employers:

According to the National Council on Alcoholism and Drug Dependence, 70% of the estimated 14.8 million Americans who use illegal drugs are employed. We appreciate that a company’s most valuable asset is its employees and good employees are often irreplaceable. Our vision is to empower those we serve and is built on union principles of solidarity. Difficulties for employees in the workplace can sometimes appear quickly and sometimes slowly.

Substance use among employees can impact the following:

  • Judgement
  • Motor coordination
  • Emotional state
  • Disruptive workplace relationship
  • Safety risks
  • Decreased attention
  • Decreased concentration
  • Absenteeism
  • Decreased productivity
  • Failure to complete tasks.

The Return to Work Program offers employers and unions a variety of solutions to offer employees and their families and support them in their time of need.

One Goal – Return to their employer with the tools to be more effective than ever.

Employee’s and Worker’s Needing Reinstatement:

Addiction wreaks havoc, not just on body and mind, but also on relationships and day-to-day responsibilities. Sooner or later, addiction inevitably leads to difficulty at work. It is our mission to power with you and not against you. Simply, we want to empower and assist you in improving your quality of life.

**** According to Steve Garnham, MEd, LEAP, LAP-C, MAC, president of the EAPA Labor Chapter… “Understanding how to not only work with this population, but assisting them back to their job, is what makes the difference”

According to SAMHSA Federal Laws and Regulations

There is no requirement for most private employers to have a drug-free workplace policy of any kind.

The exceptions to this are federal contractors and grantees, as well as safety-sensitive and security-sensitive industries and positions.

Federal statutes on drug-free workplace policies can be divided into two broad groups, or categories, of legislation.

One category includes laws such as the Drug-free Workplace Act of 1988. These laws are designed explicitly to target workplace substance use. They legally compel certain types of employers to take action against drug use in the workplace, such as by developing a written policy.

To learn more about the Drug-free Workplace Act, visit the Department of Labor’s Drug-free Workplace Advisor.

The other category includes laws designed to protect the basic civil rights of American workers.

These statutes provide special legal protections to certain kinds of employees. They set clear limits on how far an employer can go in investigating and establishing consequences for employee drug use. The most important federal laws and regulations of this type to consider are:

The Americans with Disabilities Act (ADA) of 1990
The Civil Rights Act of 1964
The Family and Medical Leave Act (FMLA) of 1993
The National Labor Relations Act (NRLA) of 1935

For employers considering drug testing, legal counsel is advisable, because lawsuits have been filed against employers for invasion of privacy, wrongful discharge, defamation, and discrimination. The best way to avoid getting drawn into litigation, aside from securing legal counsel, is to make sure that all of your policies are implemented fairly and consistently—in a manner that does not conflict with any federal, state, or local civil rights or workers’ rights laws. For more information on legal best practices, review 10 Steps for Avoiding Legal Problems.

Under the Americans with Disabilities Act, you are protected from termination if you are currently participating in a rehabilitation program and are no longer engaging in the illegal use of drugs. If you are enrolled in a treatment program your employer is prohibited from firing you unless you begin to use drugs or alcohol again.

However, the ADA also permits employers to ensure that the workplace is free from the illegal use of drugs. Your employer has every right to terminate you if you are caught using at work, caught having drugs in your system, or have an accident while under the influence. We urge you to seek treatment prior to the loss of a job, experiencing legal trouble, or damaging relationships. People are often concerned that seeking treatment is going to create problems at work and in reality it is quite the opposite.

Although, if you need help after experiencing one of these loses, you do not need to be ashamed. Our staff is experienced with working directly with employers, legal counsel, and providing quality documentation to communicate your progress.

If you are questioning whether or not you have a problem with drugs or alcohol you can take on of the following self-questionnaires:

https://www.ncadd.org/get-help/take-the-test/am-i-alcoholic-self-test
https://www.ncadd.org/get-help/take-the-test/am-i-drug-addicted

Experience Recovery brings a data-driven, results-oriented approach to our work with each employee—and our mission is simple: Help you get healthy so you can keep working, for themselves and for all the people who depend on you.

Coordination of Care:

At Experience Recovery, we understand that communication and coordination of our client’s care is of upmost importance. Our passionate staff directly works with EAPs, MAPs, labor unions, and Substance Abuse Professionals to provide time-sensitive progress reports and high-quality administrative and clinical documentation. We are dedicated to the aftercare planning process to help ensure that employees can continue to fulfill their obligations and do not fall out of compliance once they return to work.

Levels of Care

Our certified and licensed clinicians work collaboratively with employees, employers, labor unions, SAPs, and EAPS. After completing a comprehensive assessment, our clinicians make a level of care recommendation based on the needs of each client. Experience Recovery offers the following levels of care:

24/7 Medically Observed Drug and Alcohol Detox
Gender Specific Residential Treatment
Partial Hospitalization Programs (PHP)
Intensive Outpatient Treatment (IOP)
Outpatient Treatment (OP)

Insurance Plans cover most treatment and we will guide you to the best possible outcome for success addressing treatment options as well as any financial concerns.

According to EAPA Here are some outcomes from working with EAP’s:

  • Chevron has recognized savings of $50,000 per case from reduced turnover due to EAP use. Chevron also reported “employee performance improved 50% following a supervisor referral to the EAP.”
  • An Abbott Laboratories study reported a 6 to 1 return on dollars spent for the EAP, and noted that the average employee who utilized the EAP spends $10,000 less for inpatient medical costs than nonEAP clients over a three-year period.
  • Virginia Power reported a 23% reduction in medical costs for employees using the EAP.
  • Campbell Soup Company saved 28% in mental health costs using its EAP
  • In a landmark study, the Northwestern National Life Insurance Company noted, “Providing an Employee Assistance Program is one of the top ten actions an organization can take to reduce the potential for workplace violence

For more information on EAP services and referrals to EAPA member providers and member organizations in your area… contact EAPA at 1-703-387-1000 (USA) or via the EAPA website at: www.eap-association.org





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