🎯 Goal: Introduce policy to employees and have them sign off on the updated policy
Cordella Jackson, HR Director at Westside Logistics, led the rollout of the company’s new substance use disorder policy with clarity and care. After months of collaboration with CEO Sara, Communications Director Emilia, and Operations Lead Stan, the team replaced the outdated zero-tolerance approach with a science-based, compassionate Framework.
To ensure every employee understood the policy, Cordella launched a structured acknowledgment process. She organized department-wide meetings and drop-in sessions where staff could ask questions and hear directly from leadership. Emilia supported with bilingual messaging, while Stan provided practical examples of how the policy would be applied.
Cordella also introduced a digital portal where employees could review the policy and submit questions anonymously. For those preferring face-to-face engagement, she hosted open-door hours and small group discussions. The goal wasn’t just to collect signatures—it was to build trust and shared understanding.
As employees signed off, Cordella saw genuine engagement. Staff weren’t just complying—they were reflecting, asking, and connecting. The rollout marked a cultural shift, signaling that Westside Logistics was committed to safety, empathy, and accountability.
With every signed acknowledgment, Cordella knew the company was taking a meaningful step toward a healthier, more supportive workplace.
- “Create a policy acknowledgment form that confirms understanding of our recovery-supportive approach, not just compliance”
- “Help me design a rollout schedule that gives all employees adequate time to review and understand the new substance use policy”
- “What key points should HR emphasize when introducing a non-punitive substance use policy to ensure employee buy-in?”
💡 Pro-tip: Make the sign-off process educational, not just administrative. Include a brief quiz or reflection questions to ensure comprehension, and offer multiple formats (video, written, infographic) to accommodate different learning styles. This process should be included in new employee orientations.Â