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return-to-duty test and be evaluated and released to duty by a Substance Abuse <br />Professional before returning to work. A Substance Abuse Professional (SAP) is <br />a licensed physician or certified psychologist, social worker, employee assistance <br />professional, or addiction counselor certified by the National Association of <br />Alcoholism and Drug Abuse Counselors Certification Commission or by the <br />International Certification Reciprocity Consortium/Alcohol and Other Drug <br />Abuse. The SAP must also have clinical experience in the diagnosis and <br />treatment of drug and alcohol related diseases. Before scheduling the return to <br />duty test, the SAP must assess the employee and determine if the required <br />treatment has been completed. <br /> <br />6.7 Follow-Up Testing <br /> <br />Safety-sensitive and non-safety-sensitive employees will be required to undergo <br />frequent, unannounced urine and/or breath testing following their return to <br />duty. The follow-up testing will be performed for a period of one to five years <br />with a minimum of six tests to be performed the first year. The frequency and <br />duration of the follow-up tests beyond the minimum will be determined by a <br />qualified Substance Abuse Professional. <br /> <br />7.0 EMPLOYMENT ASSESSMENT <br /> <br />Any safety-sensitive or non-safety-sensitive employee who tests positive for the <br />presence of illegal drugs or alcohol above the minimum thresholds set forth in 49 <br />CFR Part 40, as amended, will be referred for evaluation by a Substance Abuse <br />Professional (SAP). A SAP is a licensed or certified physician, psychologist, <br />social worker, employee assistance professional, or addiction counselor with <br />knowledge of and clinical experience in the diagnosis and treatment of alcohol <br />and drug-related disorders. The SAP will evaluate each employee to de{ermine <br />what assistance, if any, the employee needs in resolving problems associated <br />with prohibited drug use or alcohol misuse. <br /> <br />Assessment by a SAP or participation in the company's Employee AssiStance <br />Program does not shield an employee from disciplinary action or guarantee <br />employment or reinstatement with the transit system. The Cabarrus County <br />Transit Disciplinary Code should be consulted to determine the penalty for <br />performance-based infractions and violation of policy provisions. <br /> <br />If a safety-sensitive or non-safety,sensitive employee is allowed to retUrn-to- <br />duty, he/she must properly follow the rehabilitation program prescribed by the <br />SAP, the employee must have negative return-to-duty drug and alcohol tests, <br />and be subject to unarmounced follow-up testing for a period of one to five years. <br /> <br />10 <br /> <br /> <br />