How Can SRS Help Your Employees Connect with Substance Abuse Professionals in Their Area?
Substance abuse can be a problem in any workplace, but if the issues arise within a safety-sensitive industry, there can be heavier implications. The Department of Transportation (DOT) requires drug and alcohol testing for all safety-sensitive DOT mandated employees. As an employer it is important to know if you are affected by these regulations. Additionally, should one of your safety-sensitive employees fail or refuse a drug or alcohol test, you will either have to provide them with a SAP list or a referral to a service agent.
DOT Modes Regulated by Federal Agencies
DOT-mandated, safety-sensitive employers and employees are required to undergo drug and/or alcohol testing. Those affected by this regulation, according to the Substance Abuse and Mental Health Services Administration (SAMHSA), are businesses and companies that are regulated by the following federal agencies:
- FAA (Federal Aviation Administration)
- FMCSA (Federal Motor Carrier Safety Administration)
- FTA (Federal Transit Administration)
- U.S. Coast Guard
- PHMSA (Pipeline and Hazardous Materials Safety Administration)
- FRA (Federal Railroad Administration)
DOT Mandated Drug and Alcohol Testing as Pertains to the Transportation Industry
The Omnibus Transportation Employee Testing Act, passed in 1991, requires drug and alcohol testing for safety-sensitive transportation employees. This regulation explains how testing should be conducted and the consequences should an employee fail or refuse the DOT drug and/or alcohol test. Operators who have a commercial driver’s license (CDL) and who operate commercial motor vehicles on U.S. public roads are considered to be performing safety-sensitive functions. Therefore, they are subject to DOT drug and alcohol testing.
Every CDL driver must be tested for alcohol and drugs in order to receive and maintain their commercial driver’s license. Additionally, as the employer you may be required to administer a drug and/or alcohol test in the event of some accidents involving DOT mandated employees. Random drug and/or alcohol tests, as well as return-to-duty testing are also required.
Why Would a Transportation Employee Need Substance Abuse Professionals?
There are two scenarios in which a safety-sensitive DOT mandated employee would need to seek help from substance abuse professionals: after he or she failed a DOT mandated drug and/or alcohol test or after he or she refused to take the test. In both cases, the employer is required to refer them to a substance abuse professional (SAP). An employer can either give their employee a SAP list, which lists qualified SAPs in the geographic region, or a referral to a service agent. Oftentimes, these lists prove to be problematic and leave employees calling multiple SAPs and waiting for returned calls. They may also include SAPs who were no longer accredited, may have moved or changed office information, and/or had no availability.
Fortunately, partnering with SAP Referral Services (SRS), a service agent, eliminates all of those issues. SAP Referral Services maintains a current network of properly credentialed substance abuse professionals. These are SAPs that can immediately evaluate employees following a failed or refused test. These steps get your employee back to work and keep your business or company in compliance with federal law. Click here for more information about our nationwide network of DOT-qualified substance abuse professionals.
SAP Referral Services (SRS) is the leading facilitator for mandated substance abuse evaluations. SRS maintains an extensive network of qualified providers in more than 3,000 locations nationwide for testing violations that originate from any of the DOT’s modes including FMCSA, FAA, FRA, FTA, USCG and PHMSA, or a company’s internal drug and alcohol testing policy.