The program supports our participants’ return to safe professional practice. Employers can contribute to this by choosing to hire or retain a participant who is safely being monitored by the Recovery Program.

Before a participant can return to work, the Program first determines if they are safe to do so. The Program considers several factors in its decision (e.g. history and severity of SUD diagnosis, treatment response, compliance with a recovery plan, random drug testing results, etc.).

In some cases, a participant’s Return-to-Work plan may include necessary job accommodations (aka practice restrictions), to ensure safe practice. This will depend on the work environment (e.g. job setting, supervision level, interaction with other professionals, job duties, access to drugs, level of support for the nurse, and ability for worksite monitoring).

As a participant continues to be successful in their recovery, the Program will review and adjust their Return-to-Work Plan until they are able to perform all aspects of their duties without accommodations.

**NOTE:** Under the Americans with Disabilities Act (ADA), persons with a history of a substance use disorder and who are currently in documented recovery have certain protections related to employment (i.e. reasonable accommodations). Employers may consult with their Human Resources department for specific guidance.

By law, Program staff must first have a participant’s written consent to communicate with their employer. An participant may submit to the Intervention Program a Consent to Release Information, which will allow a Clinical Case Manager (CCM) to communicate with their employer about their employee’s enrollment status, ability to return to work, and (if applicable) any worksite monitoring requirements. NOTE: As part of any successful Return-to-Work plan, the participant will need to identify a worksite monitor (typically a direct clinical supervisor).

The role of the worksite monitor (typically a participant’s direct clinical supervisor) is critical to ensure a participant’s success in returning to safe professional practice. The Program and the worksite monitor maintain open communication regarding to the participant’s progress.

Management of a returning, recovering professional is no different than that of any other employee. A worksite monitor will observe an employee’s progress at work and observe for any signs of relapse. The worksite monitor will submit to the Program periodic progress reports (which are similar to regular employee performance reviews).

Employers who wish to learn more about substance use disorder and its prevalence in the healthcare professions may access learning resources at BRN’s website. Additionally, employers may request a presentation by Program staff. Staff will appear at your worksite or provide a presentation at no cost.