Union & Trades Rehab FAQ
Union members and tradespeople have very specific concerns about rehab—especially around jobs, benefits, and reputation. Below are straight answers to the questions we hear most often.
Many union members use FMLA or EAP-approved leave to attend treatment without losing their jobs. Every situation is different, but you may have more protection than you think. We can’t give legal advice, but we can encourage you to speak with your EAP, union rep, or HR, and we can provide the clinical documentation they need.
No, not unless you want us to or it’s required to access specific benefits. We never contact your union, employer, or EAP/MAP without your signed permission. If you do want us to communicate with them, we explain exactly what we’ll share before we make the call.
In many cases, yes. We verify your benefits with your health plan or trust fund and explain what’s covered for detox, residential, and extended care. We’ll also walk you through any deductibles or out-of-pocket costs so there are no surprises.
No. Some people stay shorter; others choose a ~90-day plan because they want the strongest possible foundation. We’ll recommend what we believe will be most effective, and then we’ll work with you and your benefits to create a realistic plan.
In many programs, clients bounce between separate providers. At Sober Partners, your detox, residential, and extended support are coordinated within the same program, with seamless handoffs and continuity wherever possible—so you’re not constantly starting from scratch.
You may still have options. Sometimes getting help proactively can actually protect your long-term career more than ignoring the problem. We can help you think through the situation and provide clinical documentation for your union or employer if appropriate.
Many people attend treatment without it becoming general knowledge. Confidentiality laws protect your medical information. The more carefully you and your support team handle communication, the more control you have over who knows what.
Yes. We regularly work with EAPs and MAPs that serve union members and employees. With your permission, we coordinate with them to support admission, authorization, and sometimes return-to-work planning.
Yes. We encourage appropriate family involvement. Addiction affects everyone around you, and healing those relationships is often a key part of long-term recovery.
Our program is built around the realities of union life and the trades. We have multiple retired union members on staff (Ironworker, Electrician, Longshoreman) who help you navigate benefits, the hall, and return-to-work. We also offer licensed detox and residential care, plus extended support in short-term executive lodging homes near the beach—not crowded sober houses.
The first step is a confidential conversation. You don’t have to commit to anything. We’ll listen, answer questions, and help you understand your options so you can make an informed decision.
No, not if you follow proper procedures. If you use FMLA leave or your union’s EAP/MAP and take approved time off for treatment, federal law protects your job. However, if you simply don’t show up for work without requesting leave, your employer may terminate you for job abandonment. We help you navigate the paperwork and communicate with your union rep or HR to ensure you’re protected.
It depends on how much time you need. If you’re using FMLA or need EAP/MAP authorization, you’ll need to request medical leave—but you don’t have to disclose specific details about your treatment. If you’re doing outpatient treatment and can still work your schedule, you may not need to tell them at all. We can help you figure out the best approach for your situation.
Many union health plans and trust funds cover a significant portion of detox, residential, and PHP/IOP treatment. Your out-of-pocket cost depends on your specific plan’s deductibles and co-insurance. We verify your benefits before admission and give you a clear breakdown—no surprises.
An EAP (Employee Assistance Program) or MAP (Member Assistance Program) is a benefit offered by your union or employer that helps connect you with treatment and may provide initial assessments or short-term counseling. FMLA is a federal law that protects your job while you take up to 12 weeks of unpaid medical leave. They often work together: your EAP/MAP can help facilitate your FMLA request and coordinate with treatment providers.
In many cases, yes—if you have short-term disability (STD) coverage through your union or employer and your treatment is deemed medically necessary by a healthcare provider. STD can provide partial income replacement during your time in treatment. We help you understand if your plan qualifies and provide the necessary documentation.
No. If you use approved leave (FMLA, EAP/MAP, or other union-sanctioned time off), your union membership, seniority, and book standing should remain intact. We’ve never seen a union member lose their standing for seeking legitimate medical treatment. When in doubt, we encourage you to speak with your union rep before admission.
Yes, many union members choose PHP (Partial Hospitalization) or IOP (Intensive Outpatient) programs that allow them to continue working or return to work sooner. These programs offer treatment several days per week but don’t require you to stay overnight. We can help you build a plan that works with your shift schedule.
If you have a question we haven’t covered here, reach out. We’ll answer honestly—even if the answer is, “We don’t know yet, but we’ll help you find out.”
Reviewed and approved by Sanjai Thankachen, MD — Supervising Physician
Dr. Sanjai Thankachen graduated from Adichunchanagiri Institute of Medicine in 2000. He completed his residency in psychiatry in 2008 from Creedmoor Psychiatric Center in New York, where fifty percent of his rotations were at Columbia Presbyterian Hospital. After his residency he worked at Ventura County Medical Centers in an adult out-patient setting and now lives in Orange County, California.