American Substance Abuse Profesionals

Yes. ASAP can design a DOT-compliant substance abuse policy for your company or review your present policy and recommend changes.

Yes. ASAP conducts on-site Supervisor Training sessions in accordance with DOT rules and ensures proper documentation of training. An employer of DOT (Department of Transportation) mandated employees must provide DOT compliant Supervisor Training for their supervisors. These sessions train the supervisors in the DOT rules on drug and alcohol testing which apply to their employees including substance abuse education and the procedures that are required by the DOT. The supervisors learn when and how to enter employees into the SAP process.

Yes. ASAP supplies educational materials for employees in accordance with DOT rules.

Employers are also responsible for supplying DOT mandated employees with materials that clearly explain the DOT alcohol and drug testing rules. These materials must describe the employees’ responsibilities as required by the DOT rules. ASAP can also provide on-site education sessions for your employees.

Yes. ASAP provides solutions by assigning a Care Manager to each case when there is a positive test. According to the DOT rules, a positive test on a pre-employment drug test, a post-accident drug and alcohol test, a reasonable suspicion drug and alcohol test, a random drug and alcohol test, or a substance abuse self-referral must initiate a prescribed series of actions. The ASAP Care Manager guides the employer and the employee through the entire DOT mandated process from start to finish.

Yes. The administrative functions required by the DOT are usually performed for the employer by a specially trained manager called a DER (Designated Employer Representative). ASAP can train a DER in the DOT Rules for Drug and Alcohol Testing.

Yes. Besides assigning a Care Manager to act as consultant to the DER, ASAP prepares a customized comprehensive ASAP Administrative Guide for each client company. The ASAP Administrative Guide gives the DER immediate access to pertinent DOT drug and alcohol procedures, information on interface with company policy, referral forms, the SAP process, and information on drug and alcohol abuse detection, confrontation and intervention.

Yes. After the employer’s Medical Review Officer (MRO) verifies a positive test, the DER must see that the employee is removed from safety-sensitive duty. Next, the DER must give the employee a list of local, qualified SAPs (Substance Abuse Professionals). The employee must choose a SAP and meet with the SAP for the Initial SAP Evaluation. ASAP provides the employee with a list of local, qualified SAPs from ASAP’s National SAP Network.

Yes. ASAP documents the employee’s choice of an ASAP SAP by having the employee sign a Referral Memo. The Referral Memo is transmitted to the DER.

Yes. ASAP sets the appointment for the employee and transmits confirmation to the DER.

Yes. The local ASAP SAP will monitor the employee’s compliance to recommendations. The local ASAP SAP also provides referral liaison to treatment and/or education programs. The ASAP Care Manager oversees the entire process to confirm that proper procedures have been followed and that there has been effective compliance monitoring.

Yes. Whenever possible, the local ASAP SAP will make recommendations for treatment that can be fulfilled under provisions of the employee’s medical insurance plan.

Yes. ASAP contacts the employee and schedules the Follow-up Evaluation with the original ASAP SAP.

Yes. The ASAP Care Manager oversees the entire process to ensure DOT compliant evaluating and accurate, timely reporting. At the Follow-up SAP Evaluation, the ASAP SAP conducts a second private face-to-face clinical evaluation and makes a determination as to the employee’s eligibility to be returned to safety-sensitive duty. Once again, a report, on the local SAP’s letterhead, is transmitted directly to the DER. This report may require the completion of education and/or treatment programs if necessary and additional requirements for continuing education and/or treatment after the employee returns to safety sensitive duty. The report also contains the employee’s unannounced Follow-up Test Plan. The Follow-up Test Plan specifies the type, time frame and frequency of Follow-up testing as required by the DOT rules.

Yes. The Return to Duty process is most effective when the Follow-up SAP Evalution is simultaneously reviewed and discussed by all involved parties. Although not required by the DOT, ASAP strongly recommends a Return to Duty Conference Call (by telephone) as a means for effective review and implementation of the Follow-up SAP Evaluation. ASAP plans, coordinates and conducts the Return to Duty Conference Call prior to the employee’s return to safety sensitive duty. ASAP recommends that the Conference Call be attended by the DER, the employee, the ASAP Care Manager, the employee’s supervisor, a union representative (where there is labor representation) and a treatment/education counselor (when possible. The purpose of the conference is to discuss issues relating to the employee’s return to work, clarify the employee’s continuing responsibilities for remaining substance free and reiterate consequences for non-compliance.

Yes. After the Return to Duty Conference Call, the DER arranges for the employee to take a Return to Duty drug and alcohol test, and, if negative, returns the employee to safety-sensitive duty. ASAP next steps in to assist the DER by taking on the job of monitoring the employee’s compliance to all treatment and/or education completion requirements and to all continuing care requirements for up to 5 years. ASAP, when requested, can provide Follow-up Test Plan notification and reporting of results.

Yes. The DOT requires the DER must keep records of the employee’s compliance to continuing care responsibilities, including compliance violations. ASAP helps the DER by monitoring compliance and supplying the DER with written reviews of the employee’s success or failure in continuing care.

Yes. The DER must be able to produce DOT Drug and Alcohol testing records, including records of the SAP Return to Duty process, when requested in writing by the employee, the employee’s future employers, the DOT or the National Transportation Safety Board. ASAP maintains a paper trail record of the SAP Return to Duty process for each employee for five years after the closing of a case. These records are furnished to the DER as they are collected. They continue to be available to the DER over the required record maintenance interval.