Going back to work is not an unidirectional process. As an employee is bound by the responsibility of a job to be accountable for, so too does an employer. Employers can be held to a greater standard, since there are numerous laws that govern how that employees are treated fairly when seeking treatment, and also to set the standards for the help that an employer has to provide the worker who has returned.
The employees are accountable business coach for the monitoring and integration of an employee who has an addiction and had to be absent to receive treatment for a disease that is clinically proven.
Typically, employers are required to:
– Develop Policies and Procedures for Returning to Work
It could also be referred to as an “fitness-for-work” program. According to law, companies that exceed the size of a certain amount must establish clearly defined plans on how they plan to help an employee ease back into work after being away to receive treatment for addiction. These plans should outline an order-by-step procedure for the reintegration process, including monitoring, retraining, and generally helping an employee get through the difficult transition.
A) Educate Employees on a Return to Work Program
Facilitating a return to work schedule isn’t enough in all areas. Employers are accountable for informing employees on the options readily available regarding assistance at work to ensure that they are aware that help is available to those who need it. The education may include details on the causes and signs of addiction, and what is expected towards recovery and returning to the working world.
B) Enact an Employee Assistance Program
EAPs are commonplace across all large companies and fall under the aegis by the Human Resources Department. EAPs are comprised of certified professionals outsourced to the company and appointed managers. They frequently draw on the experience and expertise of colleagues and peers who have completed the program, or have personal knowledge of the process that the worker who is reintegrating is experiencing.
A regular communication with life coaches near me someone who is returning to work after addiction treatment is the job of the employernot only the employee. A plan that includes deadlines and milestones is required of the business. This helps establish a framework for accountability and assists in monitoring the worker’s progress and can be a protection against indications of recrudescence.
If you’re planning to return to work or looking for a job after treatment, it’s important to know what obligations and accountability are expected when the client is transitioning home and is reintegrated into society.