Harm reduction organizations that hire employees of any kind face the same issues as other employers. Some of the biggest concerns regarding having any kind of employees at an SSP include:

• Training – As with SSP volunteers, the minimum training that any frontline SSP worker needs includes:
  • Universal Precautions and site safety
  • De-escalation
  • Program policies and procedures
  • Participant privacy and confidentiality

  Basic training for SSP workers should also include:

  • Harm Reduction
  • Outreach
  • Behavior Change Models
  • Cultural Competency for SSP Participants
  • Safer Drug Use
  • Safer Sex Work
  • Trauma

• Supporting – In addition to training, it’s equally important for employers to support employee’s sustainability and growth through continuing education and creating a supportive workplace that encourages employees personal and professional growth.
• Taxation, Identity, and Privacy – Obviously it is essential for employers to have accurate information about employees and pay appropriate taxes. It is equally essential, and the law, that employers follow employee privacy laws and regulations regarding this information.
• Discrimination and Harassment – SSPs, like every employer, are barred from discrimination, creating a hostile workplace, and harassment.
• Protected Leave – All employees are entitled to protected leave including family leave and sick time.
• Compensation and Overtime – SSPs should pay the highest possible wages and benefits they can afford. SSP hourly employees are subject to overtime laws.
• Safety – SSPs are subject to federal Occupational Safety and Health Administration (OSHA) standards with regard to bio-waste handling.
• State and Local Law – States and localities impose other employee laws and regulations; please check with your state’s employee development department and city government for more information.