Implementation Guidelines - Federal Transit Administration - U.S. ...

SUBSTANCE ABUSE PROFESSIONAL (SAP) QUESTIONNAIRE
Do you have one of the following credentials: 1) A licensed physician (Doctor of Medicine or
Doctor of Osteopathy); or, 2) a licensed or certified psychologist, social worker, or employee
assistance professional; or, 3) an addiction counselor certified by the National Association of
Alcoholism and Drug Abuse Counselors Certification Commission or by the International
Certification Reciprocity Consortium/Alcohol & Other Drug Abuse?
Do you have knowledge of, and clinical experience in, the diagnosis and treatment of alcohol
and controlled substance-related disorders?
Do you know that you must meet the SAP qualification training requirement and pass a
national certification test no later than December 31, 2003?
How long a period do you have from the date of your SAP examination to complete your
continuing professional education requirements?
How many hours are needed to complete the continuing education requirement?
What do the regulations say is your most essential function as a SAP?
When is a SAP evaluation required under the DOT Part 40 regulation?
What services must you provide during the SAP evaluation for each employee referred to
you?
Are you precluded from making referrals of employees to your private practice, or to a person
or organization in which you have a financial interest or association?
Can SAP evaluations be conducted by telephone or online?
Are you required to always recommend a program of education and/or treatment to every
employee, during the initial evaluation?
Can employers and employees seek a second SAP evaluation if they disagree with your
findings, recommendations, or conclusions?
As an SAP, are you allowed to consult with the MRO to gather information on the employee
for the SAP evaluation?
As an SAP, are you allowed to get quantitative values for drug or validity test results from the
MRO?
Does the transit operator refer employees to you as part of a second-change policy, or are
employees terminated from employment when they are referred to you?
For employees in a second chance policy, what reports are you required to provide to the
employer?
Upon request, do you provide employees with employer reports?
Do you provide the initial and follow-up evaluation on your own letterhead?
What rehabilitation programs in the area are reasonably available, and to which do you refer
employees for treatment?
Whose responsibility is it to make a “fitness for duty” determination to return the employee to
safety sensitive duties?
DOES THE SUBSTANCE ABUSE PROFESSIONAL DETERMINE THE FREQUENCY AND
DURATION OF FOLLOW-UP TESTING FOR A COVERED EMPLOYEE, AS FOLLOWS:
• What is the minimum number and duration of follow-up drug and/or alcohol tests that
an employee is subject to?
• Can you recommend to the employer to conduct more tests during the first months
and fewer tests in latter months of the year?
• What is the maximum duration of follow-up testing for the employee?
• In addition, does follow-up testing ever include testing for drugs if the employee tested
positive for alcohol, or alcohol if the employee tested positive for drugs, as directed by
the SAP to be performed in accordance with 49 CFR Part 40?
Appendix K. Substance Abuse Management Oversight Questionnaires
K-28
August 2002