GOAL

Make DPH a recovery-friendly and trauma-informed organization.

h DPH creates messaging for outreach and training that explains the role of trauma and its connections to substance use and other risky behaviors.

h DPH assesses the level of treatment and recovery support available in the workplace.

h DPH conducts an assessment on the current standard operating procedure when an employee wants to seek help for substance use disorder.

h DPH conducts an assessment on its current medical leave policy to see if it is inclusive of individuals wanting to seek help for substance use disorders.

h DPH reviews county personnel policies and procedures surrounding short term disability, leave of absence, and job protections to assess whether appropriate support is provided to employees with substance use concerns.

h DPH Substance Use Program staff advocate for the adoption of recovery-friendly workplace policies.

h DPH provides support for internal policy changes needed to become a recovery-friendly employer, like putting clear protocols and procedures in place for employees who want to seek help without disrupting their employment.

h DPH, in cooperation with St. Louis County Department of Personnel, incorporates awareness, education and training on being trauma-informed into staff orientation. This will better prepare St. Louis County staff to work with individuals with substance use disorder or who are in recovery, and more importantly, help provide a perspective shift for all staff to view substance use through a non-stigmatizing and non-judgmental lens.

® Based on research into promising practices across the country, DPH creates model standards for recovery-friendly workplaces.

® DPH prepares model policies for recovery-friendly workplaces.

h DPH medical leave is more inclusive and explicit about leave pertaining to substance use disorder treatment.

® DPH fully adopts and implements the necessary organization-wide changes to meet recovery-friendly workplace standards and policies.

® DPH fully adopts and implements the necessary organization-wide changes to be traumainformed. This strategy is in alignment with the DPH Strategic Plan 2020 – 2025.