Many employers now recognize when a determination of substance use disorder is required. If you are unfamiliar with the role of a Substance Use Expert (SUE), you can start here: What Is a Substance Use Expert and Why You Need One.

Generally, it’s after a positive test result has been reported. The next step is to determine whether an employee has a substance use disorder. If no SUD is identified, it becomes a disciplinary decision. If a SUD is identified, the employer has a duty to accommodate on the basis of protected grounds under human rights legislation.

What is often less understood is what must happen after that determination to ensure the outcome supports safety, fairness, and due diligence in the return-to-work process.

This is where SUD Case Management comes in, as it:

• refers to the structured management of a case before, during, and after a substance use assessment
• introduces an unbiased third-party expert who is an intermediary and ‘sounding board’ for both the employer and employee
• confirms that all relevant facts are gathered and appropriate experts are involved in the treatment and education processes
• ensures that recommendations are implemented thoughtfully within the organization’s operational, legal, and human rights framework

An assessment provides return-to-work guidance. Case management ensures that guidance is applied consistently and responsibly.

Substance use cases intersect with safety, privacy, policy, liability, and workplace culture. Decisions made at each stage can have lasting implications for both the employee and the employer. A well-managed process protects and supports everyone involved.

Want to find out more about this important process? Book a call.