🎯 Goal:Develop a return to work plan that outlines the process, expectations, and support for employees returning after substance use disorder treatment, including follow-up testing (if testing is included in the policy)
As Westside Logistics’ new self-referral process took hold, COO Stan Shephard noticed a gap. The policy explained how employees could ask for help, but not what happened when they were ready to come back. In his past roles, he’d seen too many employees complete treatment only to return to confusion, whispers, or no job at all.
Stan and HR Director Cordella Jackson pulled together a small working group with a supervisor, a safety lead, and their EAP representative. Together they built a return-to-work policy around a few simple questions. What does an employee need to succeed? What does the company need to stay safe? And how do we protect privacy along the way?
The result was a written return-to-work agreement created with each employee, not handed to them. It covered a phased schedule, time off for ongoing appointments, regular EAP check-ins, and, for safety-sensitive roles, a clear and fair follow-up testing plan. Supervisors would receive only need-to-know information. The details of treatment would stay private.
Devon, the warehouse lead who had self-referred weeks earlier, was the first to use it. Before his first day back, he sat down with Cordella to build his agreement. At his 30-day check-in, he told her it had made all the difference. “I knew exactly what was expected of me. That let me focus on my recovery.”
Stan’s return-to-work policy turned a moment many employees feared into a fresh start. It was proof that accountability and compassion can work side by side.
- “Help me draft a return-to-work policy for employees returning after substance use disorder treatment, including expectations, support, and follow-up steps”
- “Create a return-to-work agreement template that an HR representative and employee can complete together”
- “What accommodations and ongoing supports help employees in recovery successfully return to work while keeping the workplace safe?”
💡 Pro-tip: Schedule check-ins at 30, 60, and 90 days, and share only need-to-know information with supervisors. Review your plan with legal counsel for ADA and FMLA considerations. If you have DOT-regulated positions, those roles have their own federal return-to-duty requirements.