So, you’ve tried everything that you could to get sober without going to rehab… and failed. You aren’t alone. In fact, only 11.2% of those who have a problem with substance abuse actually get the help they need to recover.
It turns out that there are policies in place that can help you get the support you need and keep your job during and after treatment. Learn how you can keep your job after going to a rehabilitation facility.
Federal Policies Protect Employment
There are federal laws and policies that protect you from getting fired from your job for attending a rehabilitation facility.
Certain federal policies prevent discrimination based on a history of substance abuse. A few of these federal policies include the following:
- American with Disabilities Act of 1990
- Rehabilitation Act of 1973
- Family Medical Leave Act of 1993
They can help you keep your job as long as your situation meets the requirements. While you are protected to some extent, you can still be fired for working while under the influence of drugs and alcohol.
The Americans With Disabilities Act of 1990
The Americans with Disabilities Actprotects individuals with a disability from being discriminated against. Chemical dependency and substance abuse disorder are both covered under the ADA as a disability. This means that an employee cannot be fired for seeking treatment.
The ADA does not include those who are actively using illegal drugs as having a disability. If you are using drugs or alcohol to make it through a shift at work, your employer can terminate your employment and take legal action against you.
This law protects your job if your boss finds out that you were at a rehabilitation center while employed under them. Attending rehab is confidential information that they may not act on.
The Rehabilitation Act of 1973 protects employment in the same way. Those with disabilities cannot be fired for needing to go to rehab. Equal employment opportunities also prevent employers from choosing not to hire you based on your substance abuse history.
Family & Medical Leave Act of 1993
Under theFamily and Medical Leave Act, employers cannot refuse your request to seek treatment for a serious health condition. This prevents employers from firing an employee using FMLA to go to rehab for substance abuse or related health problems.
There are certain requirements for those who are seeking to use FMLA for a leave of absence. The employee must:
- Have been steadily employed for at least 12 months
- Have worked for the employer for 1,250 in the last 12 months
- Work at a company with more than 50 employees
If you have met these requirements, you will be eligible to use FMLA to keep your job after returning from rehab.
Keep Your Job After Rehab
With the Americans with Disability Act or the Family and Medical Leave Act, your job will be secure. You can get the help that you need and have a job to come back to when you leave rehabilitation.
Get help today! The Process Recovery Center is waiting for your call.