Referral, Evaluation and Treatment. The Township will advise an employee who has engaged in conduct prohibited by this program and other Township policies, of the available resources for evaluation and treatment or alcohol and controlled substances problems, including names, addresses, and telephone numbers of SAPs, counseling centers, and treatment programs. The referral, evaluation and treatment requirements do not apply in any way to an applicant or employee who refuses to submit to a required Post-Offer/Pre-Employment test or who has failed to meet the standard for either the alcohol or controlled substances test. Each employee who engages in prohibited conduct involving alcohol or controlled substances must be evaluated by a SAP who is responsible for determining what assistance, if any, is needed to resolve problems associated with the misuse. Such SAP shall be selected by the employer. (See below under Choice of SAP) The employee is required to be evaluated by a qualified SAP who must be a licensed physician or a licensed or certified psychologist, social worker, EAP, or addition counselor certified by the National Association of Alcoholism and Drug Abuse Counselors Certification Commission, with knowledge of and clinical experience in the diagnosis and treatment disorders related to alcohol and controlled substances. Choice of SAP The SAP will be chosen by the Township and the Township will be responsible for the cost/fees for all evaluations ordered by the Township. If the employee chooses to be re-evaluated they must do so at their own expense. If such re-evaluation challenges the Township’s SAP evaluation, a third evaluation will be conducted and their evaluation shall be final. The cost of the third evaluation shall be shared equally by both the Township and the employee. Treatment shall be performed at a licensed facility, accredited to perform the required treatment, but shall not be associated to the referring SAP’s private practice or organization to which the referring SAP has a financial interest. The Township will retain Employee Care as our SAP. If an employee wishes to choose another SAP, the Township will require written documentation that the National Commission Agency certifies the SAP. The cost/fee for the pre-employment drug screen and random drug testing will be the responsibility of the Township. If a test shows a positive result and an employee is removed from active duty, all future expenses for any testing, treatment, or follow-up will be the responsibility of ...
Referral, Evaluation and Treatment. A covered employee who has a verified positive drug test result or refuses to submit to a drug test shall be advised by the City of the resources available to the covered employee in evaluating and resolving problems associated with prohibited drug use, including the names, addresses, and telephone numbers of substance abuse professionals and counseling and treatment programs.
Referral, Evaluation and Treatment. Through the applicable employee assistance program, covered employees will be provided with an opportunity for treatment. The availability of such treatment, however, does not require the Roscommon Area Public Schools to provide or pay for rehabilitation.
Referral, Evaluation and Treatment. A. Employees who have engaged in conduct prohibited by the DOT Rules and have been identified as such, must be advised by the DPM or MRO of the availability of the County's EAP or contract SAP to serve as a resource for names, addresses, and telephone numbers of other SAPs available to provide counseling and treatment programs.
Referral, Evaluation and Treatment. B.1.7.1 Any employee who tests positive for the presence of illegal drugs or alcohol above the minimum thresholds set forth in 49 CFR Part 40 will be evaluated by a Substance Abuse Professional (SAP). A SAP is a licensed physical psychologist, social worker, employee assistance professional, or addiction counselor with knowledge of and clinical experience in the diagnosis and treatment of alcohol-related disorders. The SAP will evaluate each employee to determine what assistance, if any, the employee needs in resolving problems associated with prohibited substance abuse or misuse. Assessment by a SAP does not shield an employee from disciplinary action or reinstatement with the City. The Mayor or his/her designee should be consulted to determine the penalty for performance-based infractions and violation of policy provisions. If an employee is allowed to return to duty, he/she must properly follow the rehabilitation program prescribed by the SAP, the employee must pass return-to-duty drug and alcohol tests, and be subject to unannounced follow-up tests for a period of one to five years. The cost of any treatment or rehabilitation services will be paid directly by the employee or their insurance provider. Employees will be allowed to take accumulated sick leave and vacation leave to participate in the prescribed rehabilitation program.
Referral, Evaluation and Treatment. (a) If a covered employee has a verified positive drug test result, or has a confirmed alcohol test of 0.04 or greater, or refuses to submit to a drug or alcohol test required by this part, the employer shall advise the employee of the resources available for evaluating and resolving problems associated with prohibited drug use and alcohol misuse, including the names, addresses, and telephone numbers of substance abuse professionals (SAPs) and counseling and treatment programs. §655.63 – §655.70 [Reserved] Subpart H - Administrative Requirements
Referral, Evaluation and Treatment. The FHWA/DOT drug testing rules, following the Omnibus Act of 1991, require drivers be provided with an opportunity for alcohol or drug abuse treatment. The rules, however, do not require that the Employer pay for rehabilitation or hold a job open for a driver. Specifically, the alcohol no drug ruling requires:
Referral, Evaluation and Treatment. 1. An employee who has engaged in school use prohibited by this policy and/or controlled substance use shall be advised by the Authority of the resources available to the employee in evaluating and resolving problems associated with the misuse of alcohol and/or the use of controlled substances, including the names, addresses and telephone numbers of substance abuse professionals and counseling and treatment programs. Said employee shall be evaluated by a substance abuse professional (SAP) who shall determine what assistance, if any, the employee needs in resolving problems associated with alcohol misuse and/or controlled substance use.
Referral, Evaluation and Treatment. I.4.9.1 Each employee who has engaged in conduct prohibited under Section I.4.4 of this policy shall be advised of the resources available to the employee in evaluating and resolving problems associated with the misuse of alcohol and/or use of controlled substances, including the names, addresses, and telephone numbers of substance abuse professionals and counseling and treatment programs.
