Benefits of Becoming a Member
Incorporated into the membership benefits are:
- Comprehensive orientation sessions covering RFW policies, organizational screening, and assessment.
- Access to the RFW Toolkit designed for organizational leaders, HR professionals, and supervisors/managers.
- Permission to utilize our logo, enabling your organization to be recognized as "Recovery Friendly" in hiring materials and HR outreach.
- Quarterly opportunities for RFW members to connect, share best practices, and discuss pressing issues.
- Monthly Lunch and Learn Webinars featuring insights from RFW staff and industry experts on workplace culture.
- Authorized use of the exclusive RFW logo for members.
- Optional display of your organization's logo and link on our website.
- Potential spotlight features on social media platforms, projecting a strong message that your organization embraces a "Recovery Friendly" environment.
- Dedicated, full-time RFW Advisor assigned to your business.
- Ongoing support for the development of workplace initiatives.
- Technical assistance in accessing treatment, peer support services, and training opportunities.
- No cost involved, ensuring accessibility to the full spectrum of membership benefits.
The Process
- Meet with a Recovery Friendly Workplace Advisor to discuss workplace readiness and goals.
- Rhode Island Recovery Friendly Workplace Readiness Application (Coming Soon)
- Substance Use Cost Calculator for Employers
- Mental Health Cost Calculator for Employers
- Provide overdose response training for employees and maintain an up-to-date supply of naloxone sprays. Naloxone supplies should be on-site and available to employees in one location such as first aid kits. (Required)
- Post information for employees with available resources such as the local Recovery Community Center, area mental health clinics or contact numbers like BHLink, employee resource groups (if your company has established one). (Encouraged/Not Required)
- Provide education to employees on: The company’s substance use policies and the steps it is taking to ensure that employees can ask for help for either a substance use or mental health issue. (Encouraged/Not Required)
- How to seek help for mental health/substance use struggle and available benefits (e.g., employee assistance programs, insurance coverage, medical or disability leave, return-to-work policies/plans/agreements, and potential workplace accommodations. (Encouraged/Not Required)
- Select and book a training for staff from the following workshops: Orientation to Employees Substance Use and Mental Health, Becoming a Recovery Ally, Reducing Stigma Associates with SUD and Mental Health, Overdose Response Training with Narcan.
Once these steps are complete, your organization can complete the application for the RFW Governor’s designation and be approved to receive the certificate of Recovery Friendly Workplace! We will reach out to you once we receive your certificate and schedule a time to come out and present it to you.
What happens next? From this point on, the RFW team will work with you on more of a case management approach helping you deepen your work in the area of supporting employees with substance use, trauma, and mental health struggles.
The four areas that we will work to build capacity include:
- Prevention and Risk Reduction
- Training and Education (this includes stigma reduction and training of managers and supervisors)
- Hiring and Employment (Helping you get connected to those in the recovery community looking for employment)
- Treatment and Recovery Support (Helping find treatment for employees seeking help and provide the proper support when they return to work)
Ongoing Workplace Case Management (Post-Certification Support)
Once a business earns its Recovery Friendly Workplace certification, our work doesn’t stop—we shift into a structured case-management partnership designed to keep the culture strong, the workforce supported, and leadership growing. Think of it as the same level of guidance an individual in recovery would receive but applied to the entire workplace. We stay connected, monitor progress, and step in with the right support at the right time.
Ongoing case management includes:
- Regular check-ins and advisory support to help employers maintain the practices they built during certification
- Refresher and reset trainings for new hires, expanding teams, or organizations experiencing turnover
- Continued leadership development for supervisors and managers, reinforcing the communication, accountability, and psychological-safety skills introduced during certification
- Direct assistance when issues surface, including helping employers navigate concerns with employees who may need treatment, support, or referral pathways
- Access to Performance Coaching and Retention Coaching, giving businesses advanced tools to strengthen culture, reduce turnover, and cultivate high-performing teams
In short, post-certification case management keeps employers from “checking the box” and moving on. It ensures the RFW commitment stays alive, active, and aligned with the daily realities of the workplace—so businesses not only maintain certification, but see measurable improvements in morale, retention, and productivity year over year.