(1) There is hereby established a recovery-friendly workplace program. The center may contract with one or more public or private entities to perform some or all of the duties outlined in this part 3 but shall maintain oversight of the program. Any such public or private entity shall be required to meet all requirements for certification as a recovery-friendly workplace. (2) At a minimum, the program must: (a) Develop or adopt a process through which employers may apply to become recovery- friendly workplace participants or certified as recovery-friendly as set forth in section 23-20- 303; (b) Develop or adopt an orientation process that includes training materials for new employers that provides a baseline introduction to substance use disorders, treatment, and recovery, including information on the science of addiction, stigma, substance use in the workforce, prevention measures, available local resources, and the ways in which employers can amend and implement recovery-friendly policies and practices to help their employees with substance use disorders; (c) Provide consultation, guidance, technical assistance, training and education, and other support to employers seeking to become participants or certified recovery-friendly workplaces, as well as to current participants and certified recovery-friendly employers and key stakeholders within the workplace, such as human resources directors and union leaders; (d) Conduct outreach to key stakeholders within the state, including employers that are not engaged in the program, labor unions, and recovery support services organizations to provide information regarding the program and program benefits; (e) Dependent on funding, hire or contract with at least one recovery-friendly workplace advisor for every one hundred participants and certified recovery-friendly workplaces; (f) Assign a recovery-friendly workplace advisor to each employer that has submitted a letter of intent who will: (I) Assist employers through the process of becoming a participant or certified recovery- friendly workplace; (II) Provide information to employers regarding the state and federal laws and regulations that impact individuals with substance use disorders, including the federal "Americans with Disabilities Act of 1990", 42 U.S.C. sec. 12101 et seq.; state disability laws; the federal "Family Medical Leave Act", 29 U.S.C. secs. 2601 to 2654; 42 CFR 2; and the federal "Health Insurance Portability and Accountability Act of 1996", 42 U.S.C. sec. 201 et seq., through the provision of written materials, training, or referral to an individual or entity with the requisite knowledge; (III) Provide ongoing assistance to employers by: (A) Working with employers to review the employers' policies and procedures and providing suggestions to make such policies and procedures more recovery-friendly; (B) Referring employers to organizations and individuals with specialized knowledge and expertise that may assist the employer in becoming or maintaining its status as recovery- friendly or in revising its policies or procedures to better assist employees with substance use disorders, addressing stigma and building a recovery-supportive workplace culture, or in providing employees access to additional services and supports; and (C) Encouraging employee involvement in the employer's process of becoming a participant or certified recovery-friendly workplace or in maintaining such status, including through activities such as participating in a recovery-friendly workplace task force, orienting new employees on the employer's recovery-friendly policies, monitoring the implementation process, and providing feedback on the employer's recovery-friendly workplace efforts; and (IV) Assist employers in renewing their status as a participant or certified recovery- friendly workplace through the completion of an annual review as set forth in section 23-20-303 (5); (g) Provide each participating employer with a certificate or other documentation evidencing the employer's status as a participant or as a certified recovery-friendly workplace, which must reflect the name of the employer, the address of each workplace covered by the certificate, the date the certificate was issued, and the date of expiration; (h) Develop a recovery-friendly workplace program website that provides resources and information on substance use in the workplace to employers, employees, and the general public or incorporate such information into the center's existing website; (i) Develop or adopt already existing educational and training resources for employers and employees that must be posted to the program website and must include materials such as guideline documents, flyers, posters, webinars, panel discussions, online interactive modules, and training modules tailored to specific employers or industries and may include interactive classroom-based training; (j) Develop or adopt already existing model recovery-friendly policies and procedures for use by employers; and (k) Compile the information to be submitted to the center pursuant to section 23-20-304 (2)(b).
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