Finding a Job After Substance Use

Staying productive and reaching goals is important, both for sobriety and long-term happiness. However, finding a job after an alcohol or a drug problem isn't always easy. Rather than assuming any chances are ruined, be prepared by knowing exactly what to expect.

What can they ask?

According to the Americans with Disabilities Act (ADA), employers are not permitted to ask potential employees about past struggles with substance use, especially if the problem led to looking for a substance use program for help. Employers may, however, ask candidates if there is current use of drugs or alcohol.

Do they test for drugs?

If a candidate has used substances within the past year, the employment options could be temporarily limited. Private employers have the freedom to enforce drug-free workplace policies by screening job applicants and/or current employees for drugs. Before applying for any job, do research to understand the drug and alcohol policies of each potential employer.

For example, does the employer conduct pre-employment screenings? If so, what testing methods are used? Saliva tests only detect recent use, but hair tests reach farther into the past. There is no reason to assume that all drug-free jobs are off-limits to a past user, but it is vital to understand the employer’s testing methods. It may be beneficial to wait a few weeks before submitting an application for employment.

What will the background check reveal?

It may not be advantageous to volunteer information about previous struggles with substance use, but if the employer will find out in some way, it is better for the candidate to be up front with this information. Background checks reveal everything from criminal charges and academic transcripts to social media posts and the opinions of former employers. If there has been an arrest or disciplinary action for a substance-related reason, such as driving under the influence (DUI), it will come up.

Should a candidate be honest?

Rather than simply bracing for this and planning a good explanation, it may be worthwhile to preempt it with full disclosure and honesty. There is never an obligation to volunteer information about drug use, but if an interview or background check reveals previous struggles, a candidate can provide information about the commitment to maintain sobriety, increased self-awareness, and present goals, including finding productive, fulfilling work experiences.

How can this situation be turned into a positive?

For those who attended a program for substance use help, explain how problems were faced head-on after realizing there was a failure in living up to potential. For those who are completely sober, no longer using drugs or alcohol, make sure the potential employer is made aware. Be prepared to deflect their biggest concerns, though. Depending on the potential position and the company’s drug policy, there may be a request for drug testing post-employment.

For example, when sobriety is brand new, it could be better to focus on the current outlook rather than discussing the timeline of events. It doesn't matter if the last drink or dose was yesterday or ten years ago, it’s important to emphasize the dedication to being fully capable of staying sober from here on out, or moderating use so that it's never a problem again. However, employers usually want to hear that it's in the distant past, so if that's true, emphasize it. If the substance use was more recent, de-emphasize the time and emphasize the willingness to self-examine and actions to make significant life changes, which is actually a positive and often rare quality.

Does the past doom the future?

One’s choices and habits aren't predetermined. Upon assuming responsibility for substance use and making an effort to improve life, the future’s direction can be guided, with or without substances. However, there is no way to always determine how people will judge. If substance use is part of the legal or professional record, there may be additional obstacles simply because of the stigma that limits people from seeing one’s whole potential.

Negative opinions about drugs often carry over into negative assumptions about drug users themselves, in part because of the common belief that addiction is a lifelong struggle. This allows people to label substance users as addicts, even if substances haven't been used in a long time. This stigma cannot be controlled, but the example set by decisions and behavior moving forward will create a new image.

Guest Post by: Faith Moore, Saint Jude Retreats

About St Jude Retreats

The St. Jude Team has grown to more than 60 dedicated individuals who have brought new hope and renewed lives to thousands of people struggling with substance use issues. As researchers, educators, and the original creators of the non-disease, non 12-step model, this is the most experienced team and effective team within the industry today.

St. Jude's continues to lead the way for the drug treatment industry as our program is continuously updated with the newest research. Our goal is to provide the most effective program and we build effectiveness into every aspect of our cognitive behavioral education process.

For More information - Please visit www.soberforever.net

Job Search Coaching for Executives

Global Expansion, Inc. (d.b.a. Job Search Coaching) is a Premier Success Fee-Based Job Search and Global Job Search Company helping Executive Level Job Seekers All Around The World find their next job. We have over 7 years of experience helping executive level professionals secure high-paying roles across the globe. We are not recruiters, we are your personal job search strategists.

Unlike traditional recruiting firms, we don’t work for companies. Our clients are individual job seekers, executives like you who are ready to take the next step in their careers. We specialize in Success Fee-Based Job Search Coaching that accelerates your job search and maximizes your results. See Our Full List of Job Search Clients. Need help - Check Out Our Job Search FAQs