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Department of Transportation Substance Abuse Professional (DOT/SAP) Services




Our DOT/SAP mission is to provide the professional services necessary to aid in the successful implementation of the Department of Transportation’s mission of: ensuring the safety & security of the traveling public; reduce the demand for illicit drugs; deter the use of illicit drugs & the misuse of alcohol in the transportation industry; and create prevention & treatment opportunities for transportation employers & employees.

We assist DOT regulated employees and employers with the successful completion of the Return-to-Duty and Safety Sensitive Functions processes.




Preferred provider of Department of Transportation SAP Return-to-Duty Services for oilfield, transportation and safety companies that are assisted by:

DISA Global Solutions ComPsych

Hidalgo Health Associates Magellan Health Services







Review contact and service information below:

Click here for Contact Information

Click here for profile on: www.saplist.com

Click here for Information Brochure

Click here for Information Flyer






Federal Administrations covered under the DOT drugs and alcohol testing and Return-to-Duty Process:

(Clicking the name of the administration will bring you to it's web site)


  • Federal Motor Carriers Safety Administration (FMCSA)
    Drivers, mechanics, management drivers, who need a Commercial Drivers License (CDL) and who drive a Commercial Motor Vehicle (CMV). (49 CFR Part 382; Part 391 Subpart E)

  • Federal Aviation Administration (FAA)
    Each person who performs a safety-sensitive function directly or by contract (including by subcontract at any tier.) Those who perform duties as: flight crewmembers; flight attendant; flight instruction; aircraft dispatcher; aircraft maintenance or preventive maintenance; ground security coordinator; aviation screening; air traffic control. (14 CFR Part 121)

  • Federal Railroad Administration (FRA)
    Locomotive engineers, trainmen, conductors, switchmen, locomotive hostlers/helpers, utility employees, signalmen, operators and train dispatchers, subject to “Hours of Service Act and “Co-Worker Report Policy”. (49 CFR Part 19; Part 240)

  • Federal Transit Authority (FTA)
    Those who provide mass transportation service or which performs safety sensitive function for bus, electric bus, van, automobile, rail car, trolley car, trolley bus or vessel. (49 CFR Part 655)

  • United States Coast Guard (USCG)
    Employer, marine employer and crewmember on board a vessel who will navigate, steer, direct, manage or sail a vessel, or control, monitor, or maintain the vessel’s main or auxiliary equipment or systems. (49 CFRPart 16; Part 4)

  • Pipeline and Hazardous Materials Safety Administration (PHMSA)
    Operators maintenance, emergency-response functions who are performing, ready to perform or immediately available to perform covered functions; owners or operators of pipeline facilities, including persons employed by operators, contractors, engaged by operators and persons employed by such contractors. (49 CFR Part 199)



*This information is meant as a quick reference to the various Modals and is not intended as a comprehensive list of employees covered under Federal regulations. For complete information refer to Federal Register Part II, Department of Transportation (DOT) 49 CFR Part 40.



DOT/SAP Services


In the late 1980's, ODAPC was established to advise the Secretary & DOT Agencies on drug enforcement and drug testing issues. As a result of the 1991 Omnibus Transportation Employee Testing Act, ODAPC's role was expanded, and today, employers in aviation, trucking, railroad, transit, pipeline and maritime industries are covered by ODAPC regulations.

The  U.S. Department of Transportation's (DOT) primary safety objective regarding substance abuse is to prevent alcohol and other controlled substance abusers from performing transportation safety sensitive functions.

To assist in the process, the substance abuse professional (SAP) is charged with duties important to the evaluation, referral and treatment of employees identified as being positive for alcohol and/or controlled substances or who have refused to be tested.




Return-To-Duty and Safety Sensitive Functions


Why is a DOT/SAP required?


Any DOT regulated employee who violates these regulations must be immediately removed from safety-sensitive functions, and may not be returned to any safety sensitive functions in the transportation industry until the DOT return-to-duty process is successfully completed.



When can an employee return to safety sensitive duties?


An employee who has violated one or more of the DOT regulations must receive a follow-up evaluation by the original SAP evaluator to be considered for return to duty status.

If the evaluator finds him in compliance with the treatment recommendations and deems him appropriate for consideration for safety sensitive duty, a recommendation may be made to the employer for consideration.

This recommendation only recommends that the employee has been found to be eligible for the employer to preform a Return-to-Duty Drug Test for the purspose of determining readiness for a return to safety sensitive duty. The SAP in no way recommends a return to employment which can only be decided by an employer.



Must employers give SAP referrals to applicants that test positive? 


Yes, the DOT regulations mandate that employers provide a SAP referral to any employee performing duties in a safety sensitive position that test positive or violate the regulations.





The SAP has four primary functions:


  • The SAP must provide a comprehensive face-to-face assessment and clinical evaluation to determine what assistance, if any, the employee needs in resolving problems associated with prohibited drug use or alcohol misuse. Even though there is not a significant alcohol or drug problem or you just failed to show up at the test site. You will still have to complete some type of education.

  • The SAP must recommend a treatment or rehabilitation program as necessary and monitor the individual’s progress through the treatment program.

  • The SAP must determine when the individual has successfully completed the recommended treatment program through a face-to-face follow-up for compliance session and when they are ready to return to safety-sensitive duties.

  • The essential and primary function of the SAP is Public Safety. All clinical work and SAP recommendations for treatment or education are made in the interest of public safety.






Note: An employee who has not successfully complied with the SAP's recommendation may not return to safety-sensitive functions for any DOT employer until the SAP's recommendations have been fully met and the employee is able to provide a negative return-to-duty test.






Click the above DOT icon to go to the Office of Drug & Alcohol Policy & Compliance; The Department of Transportation’s (DOT) rule, 49 CFR Part 40, describes required procedures for conducting workplace drug and alcohol testing for the Federally regulated transportation industry.







DOT/SAP services include:

Note: Substance abuse treatment (outpatient or inpatient) will ONLY be recommended if it is indicated and needed as determined by professional evaluative instruments and guidelines such as the ASAM PPC2 Criteria and DSM 5 severity scales. If treatment is not needed, then Drug/Alcohol Awareness education in the form of classes, counseling sessions and/or 12 step recovery meeting attendence will be more than likely required.

  • Initial Evaluation: In-depth clinical evaluation and treatment recommendations, reported to the employer and/or federal administration.

  • Referral: taking into account, the severity of need, work schedule, location and cost.

  • Tracking: follows employees through treatment, or recommendations to ensure compliance and reports progress to employer.

  • Follow-Up Evaluation: to determine if the employee has complied with the Substance Abuse Professional's recommendations. Follow-up testing and an after care plan may be scheduled at this point.

  • Continuing Treatment / Aftercare Recommendation: when appropriate once the employee has returned to a safety-sensitive position.

  • Follow-Up Testing Plan: provided to the employer.
    Note: As defnied and regulated in 49 CFR Part 40, the Follow-Up Testing Plan is provided to the employer, cannot be released to the employee and is implemented by the employer AFTER the employee is cleared by the SAP and returns to safety sensitive duty.









Now providing (DOT/SAP) Services to employers & employees who are working or seeking employment in the Federally Regulated Transit, USCG Merchant Marine & Marine Services, Trucking, Towing, Aviation, Railway, Safety, Oilfield, Fabrications and Offshore industries.

Click here for Contact Information


Serving all of Acadiana (South Louisiana)
including the following areas and areas surrounding them:

Locations Served:

Serving ALL of Acadiana & South Louisiana. We travel to work with clients in and around most parishes and cities in South Louisiana, including Coastal Louisiana and Industrial Plants along the Mississippi River.

  • Thibodaux, Lockport, Raceland, Houma, Morgan City, Pierre Part, Belle Rose

  • Galliano, Luling, Kenner, Norco, New Orleans, Gretna, Marerro, Baton Rouge, Gonzales, Sorrento

  • Port Fourchon, Grand Isle, St. Martinville, New Iberia, Lafayette


  • Baton Rouge, LA 70808

  • New Orleans, LA 70114

  • Houma, LA 70363

  • Morgan City, 70380

  • Lafayette, LA 70501









    What is the Return-to-Duty Process?

  • DOT’s return-to-duty process is explained here. The process itself can be lengthy and involved if ongoing treatment for substance abuse is indicated. An employee who has been removed from duty because of a violation must successfully complete this process before he/she can be considered for return to duty or be hired by a different DOT-covered employer.

    When is the Return-to-Duty Process necessary?

  • Federal Department of Transportation Alcohol and Drug Testing Rules: Department of Transportation regulations require that any safety-sensitive individual who refuses a test can not provide the specimen in a timely manner, tests positive for drugs, or has a breath alcohol concentration of 0.04 or greater must be immediately removed from duty and referred to a Substance Abuse Professional (SAP).

  • A positive test is a violation. A refusal to be tested is also a violation, as well as number of other things that are prohibited by DOT. For a full explanation of DOT rules and regulations, please visit their website.

  • When an employee has a positive test or refuses to be tested or has one of the other violations, DOT requires the employer to immediately remove that employee from safety-sensitive functions. An employer who allows an employee with a violation to continue performing safety-sensitive functions is subject to fines of up to $10,000 per day.

  • An employee who has a violation has two options.

  • He/she can find another job, outside of the transportation industry.

    or

  • He/she can be considered for returning to safety-sensitive functions in the transportation industry, but only after successfully completing DOT’s return-to-duty process, and then providing a negative result on a return-to-duty drug and/or alcohol testing.

  • The return-to-duty process requires involvement of a qualified and trained Substance Abuse Professional, or a SAP.


The Process at a "Glance":


  • Face-to-face initial clinical evaluation of the employee.

  • SAP sends report to the employer, specifying the SAP's recommendation for treatment and/or education.

  • The SAP monitors the employee’s progress in the recommended program of treatment and/or education.

  • When the SAP feels that the employee has made sufficient progress, the SAP will schedule a follow-up evaluation for the employee.

  • Based on the follow-up evaluation, the SAP will report to the employer that the employee has successfully complied with the SAP's recommendation (or that the employee has not complied.)



    - If the SAP reports that the employee has successfully complied with the recommendation, the employer will decide whether to arrange for a return-to-duty test for the employee. (The employer is not obligated to take the employee back.)

    - If the SAP reports that the employee has not successfully complied with the recommendation, the employer cannot return to the employee to safety-sensitive functions.











Addiction Professionals of Louisiana

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