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Substance Use Recovery and Workplace Safety Program
A list of frequently asked questions about this program

How does an employer know if it's eligible to participate in this program?
Employers that are current on BWC obligations and maintain Active or Reinstated coverage are eligible to participate. Employers can check their outstanding balance and policy status online.

Am I required to hire or employ someone in recovery to receive any of these services? 
No. The only service specific to someone in recovery is drug testing. All other services can be used without hiring or employing someone in recovery.   

If an employer's location is within the participating county, can employees who reside outside of the county participate?
Yes, the only requirement is that the employer's policy address must be in one of the participating counties. The residency of their employees is not considered.

Is an employer eligible if its work location is outside of the participating county but it hires employees who reside in the participating county?
No, employer's policy address must be in one of the participating counties.

Is an employer required to receive special training to work with people in recovery, or receive reimbursement for drug testing?
No. All services are à la carte and can be used in any order. No special training is required to use any of the offered services. 

Is an employer's participation in training required to be eligible to receive reimbursement for drug testing?
No, but BWC encourages participation in training to equip managers to lead employees in recovery.

Can I quit this program at any time?
Yes, participation is voluntary.

Am I required to keep employees who fail drug tests?
Employers participating in BWC's Drug-Free Safety Program (DFSP) must adhere to program guidelines regarding termination upon a failed drug test. 

How do I request reimbursement for services?
Employers that have registered and are participating in BWC’s Substance Use Recovery and Workplace Safety Program (SURWSP) should complete the request for reimbursement form and submit to your local ADAMHS board.

May employers use reimbursement for random and reasonable suspicion drug testing for current employees that were not initially hired as an individual in recovery?
Yes. Employers trained to recognize the signs of impairment and/or addiction, may notice problems among their existing staff. Also, some employees choose to self-report substance use, or may fail a drug test. Any prospective or current employee who admits to being in recovery is eligible for the employer to receive reimbursement for pre-employment, random, reasonable suspicion, post-accident, return-to-duty, and confirmatory drug screens.

Will initial application for reimbursement go through the ADAMHS boards?
Yes, the ADAMHS boards are administering the program in compliance with BWC policy. All requests for reimbursement are to be made to the ADAMHS boards.

How will I be reimbursed for expenses and when?
After you received approved services fill out the reimbursement request form, attach your W-9, and send to your local ADAMH Board.

Are there reimbursement caps for these services?
Yes, each service is reimbursed up to a specific dollar amount. You can find a reimbursement chart in the program policy or the program guide.

Are there reimbursement caps for training?
BWC will reimburse for the following training expenses:

  • BWC will reimburse the actual cost up to a maximum of $300 per hour for two hours ($600 maximum) of initial supervisor training, and the actual cost up to a maximum of $300 per hour for two hours of monthly ongoing training ($600 maximum), for up to one year ($7,200 maximum).
  • Annual online refresher training with a knowledge assessment quiz is reimbursable. BWC will reimburse the actual cost up to a maximum of $30 per supervisor with a maximum total of $1,200 per employer.
  • BWC will reimburse the actual cost up to a maximum of $300 for a webinar at least one hour in length as an annual refresher training provided by a qualified professional.


If an employer participates in the BWC Drug-Free Safety Program and takes advantage of this program, can it use the services (for which they are reimbursed through this program) to meet the requirements of the Drug-Free Safety Program?
Yes, employers can satisfy the DFSP employer policies, employee education, and supervisor training requirements through the BWC Substance Use Recovery and Workplace Safety Program services. 

What are my minimum reporting requirements?​​
ADAMHS boards must report, at least quarterly, the following information to BWC.

A. Number of employers contacted to educate about services
B. Number of employers who have agreed to participate
C. Training reimbursement data required for each employer

1. Employer name and policy number
2. Total reimbursement for training
3. Number of managers and supervisors trained
4. Participants' names and job titles
5. Training vendor(s)

D. Drug testing reimbursement data required for each employer

1. Employer name and policy number
2. Total reimbursement for drug testing
3. Number of employees tested
4. Testing results (total passed/total failed) of employees, by reason for the drug test

a. Pre-employment
b. Random
c. Confirmatory
d. Reasonable suspicion
e. Post-accident
f. Return-to-duty

E. Quarterly reporting by each employer to the ADAMHS board of the following information

1. Number of employees in recovery retained to date
2. Number of employees in recovery promoted within the company
3. Number of employees in recovery removed from employment

F. Previously awarded funding remaining available for future disbursement