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FAQs About [IWS] SAP Services


Q. What is a Substance Abuse Professional?

A. "Substance Abuse Professional" (SAP) is a regulated term under Title 49 Part 40 of the United States Code of Federal Regulations, Department of Transportation (DOT). The DOT regulations define a SAP as "gatekeeper" for the return-to-work process mandated by the code. SAPs must meet specific requirements for professional qualifications, addictions experience, training and continuing education.

In Canada, however, the Substance Abuse Professional term is not regulated. Many Canadian counsellors and therapists offer their services as a SAP, however few meet the stringent requirements of the U.S. DOT regulations.

All members of the Integrated Workplace Solutions SAP network meet or exceed the requirements of the U.S. DOT regulations.

Q. What does a SAP do?

A. The SAP plays a critical role in protecting public safety. A SAP provides professional assessment of employees who have tested positive in a drug/alcohol test or have otherwise caused their employer to have reason to refer them for an assessment for a Substance Use Disorder. These employees may or may not be engaged in safety-sensitive duties. SAPs are required to report assessment results to the company’s Designated Employee Representative or Program Administrator. SAPs must refer employees for either education or treatment as indicated by their assessment, track the employee’s progress through education or treatment, report back to the employer on the success of the employee in treatment or education, and make recommendations for relapse prevention.

Q. What are the professional qualifications required to qualify as a SAP?

A. The only professional qualifications recognized as having competence in making Substance Use Disorder assessments are: Medical Doctors, certified or licensed Social Workers, Psychologists, Marriage and Family Therapists, Employee Assistance Professionals, and those having an International Certification in Alcohol and Drug Counselling (ICADC).

In addition, SAPs are required to have clinical experience in addiction assessment and complete a two-day training program that meets the specifications of the U.S. DOT regulations (such as our own e-SAP SAP Training and Certification program). The training familiarizes professionals with their responsibilities to public safety, the elaborate protocols that have been established for ensuring that employees in safety sensitive and other positions are properly assessed, and that SAPs properly understand the unique difficulties and dangers addictions pose in work settings. Following completion of the course, SAPs must pass a rigorous examination before being permitted to provide assessments to safety sensitive employees.

Q. My company is not covered by the U.S. DOT regulations. Why should I care about Substance Abuse Professionals?

A. Using DOT-regulated SAPs provides the following assurances:

  1. The professional assessing your employee is properly credentialed for the task.
  2. The professional assessing your employee has the experience needed to conduct an addictions assessment.
  3. The professional assessing your employee understands the unique difficulties Substance Use Disorders pose in the workplace.
  4. The SAP has the background in your community required to refer your employee for the education or treatment that meets his/her needs.
  5. The SAP understands how to make recommendations for relapse prevention that fit within a work setting.
  6. Under the “checks and balances” system integral to the DOT SAP protocol, SAPs are not permitted to make self-referrals for treatment nor are they permitted to be employees of any drug assessment laboratory. This ensures that their assessment is unbiased by any possibility of gain.

Q. Do you have enough SAPs in Canada to meet my needs across the country?

A. Integrated Workplace Solutions has, by far, the largest network of DOT-level SAPs in Canada. Our SAPs are located in every province and every major city in the country. We have been providing SAP services across Canada to over 2,000 companies for the past ten years. Our parent company, Family Services Employee Assistance Programs (FSEAP), is the only EAP to invest in the significant training costs involved in maintaining a professional network of substance abuse assessment professionals at the high levels demanded under the DOT regulations. Our work in this area is so highly regarded that we have been chosen by many corporations receiving Employee Assistance services from companies other than Family Services, to provide their non-regulated SAP program.

Q. How are SAPs different from the Substance Abuse Experts offered by some EAPs?

A. "Substance Abuse Expert" (SAE) is a title given by some Employee Assistance Program (EAP) providers to their contractors who provide substance abuse assessment services. However, no Canadian university or professional association recognizes or credentials SAEs. And since the SAE title exists only at the will of the specific EAP provider, its meaning, requirements and training are subjective and vary widely between providers. In fact, no body external to the EAP company defines the professional qualifications, training and addictions experience of those who provide such assessments. These individuals are not subject to an external review of their assessments and no external body requires or monitors ongoing education related to substance abuse and addictions.

All members of the [IWS] SAP network are certified Substance Abuse Professionals that meet or exceed the requirements of the U.S. DOT, including minimum professional qualifications, addictions experience, standardized training and continuing education. [IWS] SAPs and their assessments are subject to audit under the U.S. DOT regulations.

Q. My workplace is not regulated. How do I refer an employee for a SAP assessment with your service and what happens once a referral is made?

A. In a non-DOT regulated setting, the SAP provides service as defined by the specific terms of each company’s Alcohol and Drug (A & D) policy. We provide each company with a protocol for referring employees to SAP services that is tailored to the provisions of the A & D policy. The referral process begins with the company’s Program Administrator (PA) informing an employee of their impending referral for a SAP assessment following their contravention of the company’s A & D policy. The PA then faxes two forms to our SAP Administrator:

  1. Substance Abuse Referral Memo (explains the reason for the employee’s referral for a SAP assessment) and
  2. Release of Information Form (permits the SAP to keep the PA informed of the employee’s progress through the SAP process).

The SAP Administrator arranges for the employee to be assessed by the nearest SAP, tracks the employee through the process, and ensures that the PA receives competent and timely professional reports on the employee’s progress. The SAP Administrator is available to the PA for consultation and provides professional oversight for the SAP assessment. The assigned SAP arranges an appointment with the employee and conducts a professional assessment; the assessment utilizes a variety of recognized objective drug/alcohol assessment tools along with a comprehensive face-to-face psychosocial assessment of the employee. This assessment may take several hours.

Based on the results of the assessment, the SAP then refers the employee for education or treatment. For non-DOT regulated companies, education and out-patient treatment costs may be covered by the company’s EAP. For more profound Substance Use Disorders, in-patient treatment may be required. Part of the SAP’s expertise lies in his/her familiarity with treatment options available in the employee’s local community. In-patient treatment options vary greatly in cost and in terms of waiting lists from province to province and from community to community. The SAP monitors the employee’s progress through the assigned treatment or education program and will inform the PA if the employee is found to be non-compliant with any part of the process.

At the end of treatment or education, the SAP will conduct a follow-up assessment of the employee and will then provide the PA with a follow-up report and suggestions for relapse prevention. Further recommendations may be also be included, such as that follow-up testing be instituted (where permitted), that modified work duties be undertaken (for a period of time), and/or that the employee continue to attend support groups.

Q. One of my employees is nearing end of term under a Last Chance Agreement. Would the SAP be able to reassess the employee before I remove the LCA from their file?

A. Yes, certainly. This is a service we currently provide to companies where it is permitted under their alcohol & drug policy.

Q. Can you provide training and education on substance abuse and addictions for my managers and employees?

A. We can. Educational sessions for employees promote awareness of the effects of use and abuse of drugs and alcohol at work.

We have also developed a comprehensive training program for managers and supervisors to teach them skills for recognizing and managing substance abuse at work. This training may be reinforced through our Just-In-Time Consultation helpline service.

See Training Workshops: Challenges@Work for a description of manager training and employee awareness education.