If an employee wishes to return to any DOT safety-sensitive role following a DOT alcohol/drug rule violation in the transportation industry, individuals must follow administrative rulings in each respective industry:
OR if an employee wishes to be hired by a different DOT-covered employer, he/she MUST successfully complete the DOT return-to-duty process.
Following the clinical assessment, AOD education and/or treatment recommendations are provided, and referrals are made. During our referral process we consider the severity of need, work schedule, location, and cost of services. Employees are referred to the appropriate treatment facility and level of care that can best address their needs.
TRACKING CASE MANAGEMENT:
Once an employee enters a treatment program, regular communication with the treatment provider will be initiated to confirm that the employee is participating in their program at a desirable level. Providing and passing urinalysis while in treatment may also ensure compliance and accurate progress reports will also be sent to their employer.
This meeting will determine if the employee have complied with the recommendations made in the initial session. Please note, if an employee has failed to comply with the treatment recommendations and program requirements, a return to work recommendation will not be made to employer.
If this occurs, the employee will be required to repeat the entire process and make a second payment in-full for services. If employee have successfully complied with treatment recommendations, a letter will be sent to employee’s Designated Employee Representative (DER) informing them of this. Please note, follow-up drug testing will be recommended and aftercare if applicable to the employer at this point.
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