DOT is mandated for safety-sensitive employees and is expected to follow the DOT’s drug and alcohol test policy. If any of the employees are under the influence of drugs or alcohol at work, they could put themselves, their coworkers, and the public in harm. Resulting, the DOT has zero tolerance for drug/alcohol use. DOT requires mandatory participation in SAP Program for those individuals who failed or refuse drug and alcohol tests.
The DOT SAP Process after Failing in a Drug/Alcohol Test
When a safety-sensitive employee fails a drug or alcohol assessment then the individual is immediately removed from all safety-sensitive duties. The employee will not be able to return to duty without performing these functions until they successfully complete the Return to Duty Process DOT that has been guided by the SAP. SAPs are professionally trained individuals who evaluate employees and even recommend either education or treatment. They evaluate employees to decide observance with the Return to Duty Process. Finally, they provide approval for a return to duty test which allows an employee to return to work.
Advantages of Working with the Partner to Find Your SAP
Employers must provide the list of DOT assessments which is mandated for safety-sensitive employees who failed or refused the test. While employers are legally required to provide the SAP list. Whereas many of the employers do not check regularly to ensure that every SAP on the list is still DOT qualified. This will cause significant issues for the employees or applicants.
SAPs must need to keep their training and credentials up-to-date to maintain their DOT qualifications. If an employee completes their Return to Duty Process DOT with an unqualified SAP then the employee needs to repeat the whole process. This will waste both time and money and delay the ability to return to safety to duty and earn an income again.
The DOT SAP Process
• Take in-person interviews. This is SAP’s responsibility to find out whether there is a substance abuse problem or not and what level of treatment is apt for them. They can also recommend substance abuse education/treatment programs for each individual.
• At the time of the interview, a scheduled time is set for a follow-up evaluation. SAP can recommend a treatment provider.
• The initial assessment report is sent to the employee.
• SAPs has in regular contact with the treatment provider to make sure the treatment plan has been provided.
• Follow-up evaluation is performed to regulate the successful completion of the treatment. The notice of compliance has been sent to the employee after successfully completing the treatment and recommendations for aftercare if needed.
• SAP will observe the employee’s recovery by conducting interviews.
Wrapping Up!
“Affordable Evaluations” is a premier service provider to Houston businesses and other regulating agencies. Their experts have been helping their workers to fix DISA and other work-related violence and help them to return to their careers after many years. They provide a Substance Abuse Program DOT for all agencies. They also offer expedited turnover and delivery of evaluation reports. Explore their website affordable-evaluations.com for all comprehensive details.
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