A 2012 study issued by Columbia University’s National Center on Addiction and Substance Abuse indicates that 16% of Americans older than 12 years of age – some 40 million people – are believed to be addicted to alcohol, nicotine or other drugs. So reports Workforce.com.
Sadly, only roughly 10% of those individuals (not counting smokers) receive any form of treatment for their illness. Substance abuse and addiction can certainly impact the workplace in many ways, including an organization’s bottom line and productivity costs.
The good news is that addicts who do get help or attend rehab can successfully be reintegrated into the workforce, provided that they receive a clean bill of health. Employees who take a leave of absence from their jobs to participate in drug or alcohol rehab have certain rights and responsibilities – as do their employers.
HR professionals can play an important role in helping recovering addicts make a successful reentry to the full-time work environment; and can also do their part in educating staff members to help alleviate the stigma often associated with addiction.
Substance abuse is a covered illness under the Family Leave and Medical Act, and employees who take a leave of absence to attend rehab have a right to return to their jobs for a certain period of time. Such workers are also entitled to confidentiality, and to how much their supervisors can know about their condition.
Employees in recovery have more rights than they used to thanks to a landmark 2013 legal case where the work environment in question was found to help foster the plaintiff’s addiction.