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In order to be employed at Johnson & Johnson, employees must pass a drug screening. Furthermore, while they may not conduct random drug screening on employees, employees may be drug tested at any time if management has any reason to suspect impairment of any type. Drug screening may also be necessary in order to transfer internally.
Dealing with a substance abuse disorder can prove devastating, and Johnson & Johnson can fire an employee suspected of drug abuse while on the clock. However, you can, in some cases, use FMLA leave to pursue substance abuse treatment and maintain your employment at Johnson & Johnson.
Patients with a substance abuse disorder may show a variety of signs and symptoms that indicate their struggles. Patients with a substance disorder may:
Patients with a substance abuse disorder may show a number of symptoms in the workplace, particularly as the addiction progresses.
It often doesn’t take long for a substance abuse disorder to start to impact patients at work. Often, substance abuse can have a significant impact on a Johnson & Johnson employee’s ability to complete usual work tasks. People suffering from substance abuse disorders may:
People with substance abuse problems who show obvious signs of impairment at work may have a hard time keeping up with their usual job responsibilities. Other people with substance abuse disorders may manage to complete their work but use substances regularly when off the clock. Over time, however, those problems may creep more into the workplace.
Employed individuals may have a number of options when it comes to pursuing treatment. While you cannot claim FMLA leave for problems caused directly by substance use, you can pursue FMLA leave when you have a prescription from a doctor directing you to a certified care facility. The Americans with Disabilities Act, or ADA, may also provide protection for individuals who need to pursue treatment for drug or alcohol abuse.
As an individual employed at Johnson & Johnson, you may have several treatment options.
Depending on how much vacation time you have saved up and how much time you will need to spend in a rehabilitation center, you may have the option to use vacation time for your time in rehab. In most cases, you should not have to tell your employer what you are doing with your vacation time, which means you can go to rehab without having to share that information with Johnson & Johnson.
If you need to use FMLA leave, on the other hand, you may have to share information about your addiction and pending treatment with your employer. Your FMLA leave is protected, and cannot be used as a reason to fire you.
Before you pursue time off for rehab, make sure you’re familiar with your rights. Both FMLA and the Americans with Disabilities Act help offer vital protections to people suffering from qualified disabilities, including addiction. You have the right to pursue treatment for drug or alcohol addiction, including up to 12 weeks of unpaid leave under FMLA.
Keep in mind, however, that neither FMLA nor the ADA will protect individuals who are currently using drugs. You can use protected FMLA time to pursue treatment, but you cannot use it to justify or continue an addiction or to protect employment while addicted.
Johnson & Johnson prides itself on offering mental health support to its employees. However, many people still struggle with talking to their employers about drug rehabilitation services. Are you ready to talk to your employer?
Johnson & Johnson offers a robust Employee Assistance Program that helps provide support to a variety of mental health and substance abuse disorders. Talk to the EAP to learn more about the specific resources you may have available.
Not only does Johnson & Johnson’s EAP offer screening tools that can help identify potential alcohol addiction, but you may also receive support that can make it easier for you to get rehabilitation services or to transition back to the workplace after rehab. You may also find that working with the EAP, which has employees that understand your specific rights, can help you protect your right to employment after pursuing addiction treatment.
You may be understandably concerned about maintaining your employment while dealing with drug and alcohol addiction–and in some cases, your employer may have the right to fire you when you disclose your addiction, particularly if that addiction has caused problems at work in the past.
However, as you talk to your manager at Johnson & Johnson about your addiction and need for treatment, be honest. Provide a clear assessment of your plan to pursue treatment. Focus on your illness and your intent to make changes. Often, that will help shift the focus away from addiction and onto your future.
Let your employer know about your plan to go to rehab. Know how long you will be gone and when you will most likely return to work. You may need to have a transition plan in place, or you may need to work with your employer to create that plan. Having a clear plan can make it easier for both you and your employer to manage your journey through rehab.
Dealing with drug and alcohol addiction at work can prove incredibly difficult. Knowing your rights ahead of time can make it easier to protect your employment. Do you work at Johnson & Johnson and need to talk to your employer about rehab? Try these strategies to help increase your odds of keeping your job.
Get help now at Sober Partners. Our staff is dedicated to your treatment and future success.
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