Recovery-Ready Workplace Assessment and Implementation Checklist
Name
First Name
Last Name
Email
example@example.com
Address
Street Address
Street Address Line 2
City
State / Province
Postal / Zip Code
Number of Employees
blanks
Phone Number
Please enter a valid phone number.
Format: (000) 000-0000.
1. We have conducted an analysis of the likely impact of substance use in our organization and the likely benefits of adopting RRW policies (e.g., using the NSC Employer SU Cost Calculator)
Yes
Partly
No
NA
2. We have determined how we will implement RRW policies (e.g., through a staged process, with a dedicated implementation team, with support from a state or local recovery-ready or recovery-friendly workplace initiative, etc)
Yes
Partly
No
NA
3. We prioritize linking employees with SUD to services and supports and have clear policies to implement this priority.
Yes
Partly
No
NA
These Policies: A. Are clearly communicated to new and existing employees and understood by them
Yes
Partly
No
NA
B. Provide for reasonable accommodations as needed, including for participation in treatment, recovery support, and mutual aid
Yes
Partly
No
NA
4. We offer employee health insurance that includes comprehensive substance use disorder benefits
Yes
Partly
No
NA
5. We offer EAP(Employee Assistance Program) services and our EAP provider is aware of and aligns its efforts with our substance use policy
Yes
Partly
No
NA
6. We offer a wellness program that provides access to information and resources for employees with SUD or with family members experiencing SUD
Yes
Partly
No
NA
7. We are unable to offer health insurance to our employees, but have established relationships with local partners such as SUD treatment providers and RCO's (Recovery Community Organizations)
Yes
Partly
No
NA
8. We recognize that people in recovery can be an asset and prioritize their hiring by: A. Working with employment service providers, workforce centers, SUD treatment providers,RCO's or other entities to hire people in recovery and to support employees who are in recovery.
Yes
Partly
No
NA
B. Working with an Individual Placement and Support (IPS) or other supported employment providers to hire and support people in recovery or would be interested in exploring this
Yes
Partly
No
NA
9.We can/may be able to support a substance use fair chance hiring policy (Under a substance use fair chance hiring policy prospective employees who test positive for drug or alcohol use or who report having a current SUD can be offered contingent or probationary employment, subject to receiving an assessment and complying with conditions the employer may wish to posit, such as completion of treatment and/or submission to regular toxicology testing.)
Yes
Partly
No
NA
10.We actively train all levels of our organization about substance misuse/SUD, and recovery to ensure substance use literacy and to reduce stigma
Yes
Partly
No
NA
11.We train all organizational levels on the impact of stigma and how to reduce it (This can be done by company/organizational personnel or through an agreement with a qualified organization.)
Yes
Partly
No
NA
12. Our training and awareness activities include presentations by or discussions with people in recovery from SUD (These can be employees in stable recovery, community members, or representatives of recovery community organizations or other entities.)
Yes
Partly
No
NA
13.We take steps to prevent substance use in the workforce by: A.Reviewing work processes and taking steps to reduce injury risk
Yes
Partly
No
NA
B.Working with temporary disability and health insurers to prevent unnecessary use of opioids
Yes
Partly
No
NA
C.Identifying and addressing unnecessary workplace stressors, including poor supervision and toxic cultures
Yes
Partly
No
NA
14.We provide for or facilitate access to peer resources, such as. A. Employees with lived experience of SUD who volunteer to serve as confidential/off-line points of contact for information about substance misuse, SUD, treatment, and recovery support
Yes
Partly
No
NA
B. Employees in recovery from SUD who volunteer to provide mentoring to employees in early recovery.
Yes
Partly
No
NA
C. Dedicated peer recovery support specialists who are employed by the company or are available through an agreement with an RCO(Recovery Community Organization)or similar entity
Yes
Partly
No
NA
D.Employee resource groups (ERGs)/affinity groups centering on substance misuse, SUD and/or recovery
Yes
Partly
No
NA
15. We inform employees of the rights and protections afforded to people in treatment or in recovery from SUD under the Americans with Disabilities Act and other federal and state laws, including in relation to reasonable accommodations and medications for the treatment of OUD(Opioid Use Disorder) or other SUD
Yes
Partly
No
NA
16. We have identified any industry or sector-specific factors that may affect how we are able to implement RRW policies and have or are in the process of developing RRW policies and procedures that take these into account. Examples of such factors include: A. Drug-Free workplace program requirements, if applicable
Yes
Partly
No
NA
B. U.S. DOT and state laws and rules regarding the operation of commercial motor vehicles
Yes
Partly
No
NA
C. Other safety sensitive roles (e.g., in construction, law enforcement, or emergency response)
Yes
Partly
No
NA
D. State laws that establish relevant requirements beyond those in federal law
Yes
Partly
No
NA
17. We communicate to new and existing employees, customers, and the broader public that we are a recovery-ready (or recovery-friendly) employer and explain what this means
Yes
Partly
No
NA
18. We have or are planning a process for periodically reviewing our Recovery Ready Workplace (RRW) implementation process and making adjustments to the policies and processes to improve and sustain efforts over time
Yes
Partly
No
NA
19. If available in the state(s) and community(ies) in which we operate, we participate in. a recovery-ready or recovery- friendly workplace initiative and have been certified as such when certification is offered through state or local initiatives
Yes
Partly
No
NA
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