QUALIFIED DOT SAP SERVICES
If you are a DOT regulated employee and work in a safety sensitive position, in the public transit, trucking, aviation, maritime, railroad or pipeline industries and have violated a DOT drug and alcohol testing regulation, you are required to go through the SAP process. DOT mandated employees must see a DOT qualified Substance Abuse Professional (SAP). This means the SAP is required to have specialized training, credentialing and continuing education. The SAP must also follow specific rules and regulations regarding recommended education and/or treatment facilities.

We provide SAP services for DOT test failures and violations through our team of SAPs. These licensed experts have undergone qualification training and examinations to demonstrate their knowledge of substance use disorders and 49 CFR Part 40. Our specialization lies in SAP evaluations for DOT-regulated transportation industries including FAA, FMCSA, FRA, FTA, PHMSA and USCG. 

If you are a non-regulated employee and are required to go through a Substance Abuse program to get back into compliance with your company's drug and alcohol policy, we can also assist you. The DOT SAP guidelines are often followed by non-DOT employers and consortiums, such as the Defense Information Systems Agency (DISA), and typically will require the same Return-to-Duty (RTD) Process.
SAP OVERVIEW
THE SAP GUIDES THE PROCESS OF THE RETURN TO SAFETY-SENSITIVE WORK
The DOT implies that the role of an SAP is that of a "Gatekeeper" for the DOT return-to-duty process. The SAP represents the major decision point (and in some cases, the only decision point) an employer may have in choosing whether or not to place an employee begin the steering wheel of a school bus, in the cockpit of a plane, at the helm of an oil tanker, at the throttle of a train, in the engineer compartment of a subway car, or at the emergency control valves of a natural gas pipeline.
THE SAP PROTECTS THE PUBLIC'S INTEREST
The traveling public is made up of kids, moms, dads, significant others, spouses, partners, close friends, acquaintances, strangers, coworkers, neighbors and many others. All riding on, literally and figuratively, the decisions made by an SAP. An SAP does not advocate for either the employer or the employee. Their role is to safeguard public safety by impartially assessing the employee and suggesting suitable education/treatment, follow-up testing, and aftercare.
  • The SAP is a neutral party and does not investigate the legitimacy of a failed test. DOT's testing process is extensive and meticulously carried out before declaring a drug/alcohol specimen as positive or negative.
THE SAP EVALUATOR PROVIDES THE EVALUATIONS AND CASE MANAGEMENT
SAP evaluators will recommend education or treatment providers based on the results of the evaluation. However, they are prohibited from personally providing the recommended services. The SAP does collaborate between the employer and the treatment providers to ensure the appropriate plan of action is formulated and then implemented. Attendance at the designated service provider for the recommended education or treatment is required to be able to move to the final evaluation of the SAP process.
ASSESSMENTS ARE VALID FOR SIX (6) MONTHS
It is crucial to initiate the recommended interventions within 6 months of the assessment. Failure to do so may lead to the expiration of the assessment, and additional expenses could be incurred to conduct a new initial evaluation. This is partly because individual situations, needs and progress that may change significantly during a prolonged delay between the evaluation and starting services. It's important to not that this policy does not imply the need for a new initial evaluation if you are in services that are taking a bit longer to complete.
THE EVALUATION PROCESS
INTIAL EVALUATION
  1. The SAP conducts a thorough Initial Evaluation: The SAP will meet with the employee to complete the initial assessment. Typically, this process takes approximately 1.5 hours.
  2. The SAP determines your plan of education/treatment: Following the initial evaluation, the SAP assesses whether the employee requires support for alcohol misuse or substance abuse. Based on the identified needs, the SAP will recommend appropriate education and/or treatment services. At a minimum, the substance abuse professional must recommend drug education. The SAP will furnish the employee with referrals to the provider(s) for the education/treatment they are required to complete.
  3. The SAP Sends the Initial Evaluation Report to your Employer: The SAP is required to furnish a written report to the Designated Employer Representative (DER) at the company.
EMPLOYEE ATTENDS EDUCATION / TREATMENT SERVICES
The employee attends services based on the SAP's referral. The SAP offers case management throughout the employee's education/treatment and monitors the employee's compliance and progress until completion.
  • After education/treatment is completed: Upon completion, the employee is required to submit transcripts, certificates and progress reports from your interventions to the SAP. After receiving and reviewing these documents, the SAP will work with the employee to schedule your follow-up evaluation.
FOLLOW-UP EVALUATION
If the SAP will meet with the employee for a follow-up evaluation to determine if the treatment/education was successful. After this appointment, a report detailing the employee's compliance will be sent to the Designated Employee Representative (DER) at the employer.
  • An employee may present the need for continuing care, and this may be outlined in the final report. This could include specific treatment, aftercare, and/or support group service recommendations (such as 12-Step meetings, working with 12-Step sponsor, participating in self-help groups, attending community lectures/presentations, etc.).
RETURN-TO-DUTY TEST
The employer or future employer will order a return-to-duty test, which must yield negative results. Upon the employee's return to work, they will be subjected to random testing.
RETURN TO WORK & FOLLOW-UP TESTING PLAN
  • The employee is now cleared to return to safety-sensitive duties.
  • The SAP will develop a follow-up drug and alcohol testing plan based on DOT-established criteria, requiring, a minimum of six (6) random tests within the first 12 months upon your return to the safety sensitive position. Depending on your specific circumstances, the testing plan can be for a DOT-established minimum period of 12 months and extend to a maximum duration of 60 months. Please note that the employer is not permitted to disclose the details of the testing plan to you.
  • At this juncture, the employee's involvement with the SAP concludes.
TELEHEALTH/REMOTE SERVICES ARE APPROVED BY DOT
DOT Qualified SAP services can be done remotely when meeting DOT Rule 49 CFR Part 40 Section 40.291(a)(1) when the remote evaluation is conducted in accordance with the following criteria:
​(i) The technology must permit real-time audio and visual interaction between the SAP and the employee; and 
​(ii) The quality of the technology (e.g., speed of the internet connection and clarity of the video display) must be sufficient to allow the SAP to gather all the visual and audible information the SAP would otherwise gather in an in-person face-to-face interaction, while providing security to protect the confidentiality of the communications at the level expected by industry standards for remote substance abuse evaluations.
EXERCISE CAUTION WHEN SELECTING AN ONLINE PROVIDER
At this time, our providers are able to provide SAP services if the employee is physically located in the states of Oklahoma or Vermont.

When seeking services online, exercise caution, especially with providers who do not publicly display their credentials, qualifications, or practice location. It's crucial to ensure that the provider is licensed and qualified in the state where the employee, as the client, is physically located.

Many providers found through internet searches lack the legal authority to conduct assessments outside the states where they are explicitly authorized to practice. To qualify as a Substance Abuse Professional (SAP), individuals should hold one of the following credentials:
  • Licensed Physician (Doctor of Medicine/MD or Osteopathy/DO)
  • Licensed or Certified Psychologist
  • Licensed or Certified Social Worker
  • Licensed or Certified Employee Assistance Professional
  • Licensed or Certified Marriage and Family Therapist
  • Drug and Alcohol Counselor Certified by National Association of Alcohol and Drug Abuse Counselor Certification Commission (NAADAC) as a NCAC-I, NCAC-II or MAC
  • Drug and Alcohol Counselor Certified by International Certification & Reciprocity Consortium (IC&RC) as a ICADC or ICAADC
  • Drug and Alcohol Counselor Certified by National Board of Certified Counselors (NBCC) as MAC

Individuals holding the mentioned credentials obtain them from state-level licensing and certification bodies. The jurisdiction where the SAP is physically located and holds an active license or certification determines specific authority and limitations regarding their practice and the use of telehealth technology.
  • The state/location of the employee (client), if different from the state where the SAP is situated, also holds authority over the SAP's practice across state lines. The SAP is obligated to adhere to the rules and laws established by both states, often requiring the provider to possess a qualifying credential in the state where the client is located. This complexity may be confusing for those unfamiliar with the field, but seeking confirmation of the SAP's credentials, including licensing bodies, license numbers, and verification information, is essential. SAPs are obligated to provide this information upon request to clarify any uncertainties. The SAP should readily be able to answer questions about their ability to practice and provide verification of their credentials. If they demonstrate difficulty in providing this information and resources to verify the information they provide, it is an indicator that they may not understand their own license/certification rules and laws. This should be a cause for concern and may give you pause in choosing them as your provider. After all, you wouldn't want to seek services from an expert who doesn't demonstrate expertise in their own licensure—what other information could they be providing that is incorrect or misleading? The accuracy and transparency of their credentials are crucial indicators of their competence and reliability as a Substance Abuse Professional.
  • It's essential to note that Psychologists practicing under The Psychology Interjurisdictional Compact (PSYPACT) may be included in those that could be operating under compact agreements. You can verify if a psychologist is authorized to work in your state by visiting PSYPACT
  • Social Workers and Marriage and Family Therapists are working on compact agreements, but these are not currently in effect. These professional must be licensed/certified in the state where you are located as a client.
  • Licensed Professional Counselors (LPCs) are not providers that are normally able to obtain SAP qualification except in the instance where they have obtained the NBCC MAC credential which has not been granted in several years by this organization. The Counseling Compact is still being developed, so an LPC that also possess the NBCC MAC credential and SAP Qualification must be licensed in the state where they client is physically located. To verify an LPC's NBCC MAC credential, please visit NBCC

If you need assistance locating a provider in another state, you can visit the website for NAADAC to locate providers in your state.
SAP COST
SAP COST
The fee for SAP services is $450. This is an inclusive cost covering the Initial Evaluation, Case Management throughout the service completion, and the mandatory Follow-up Evaluation before your Return-to-Duty.
  • The SAP Evaluation cannot be billed to insurance.
  • There may be instances where your employer or EAP program may cover the costs of your SAP process your behalf. Any necessary arrangements for this must be made in advance directly by the employer or EAP program.
  • This total amount is payable in full at the time of your initial assessment.
  • The cost does not encompass the education/treatment recommendations prescribed following your evaluation. In certain cases, your health insurance may be utilized as a resource to cover the expenses related to these recommended services, including treatment interventions.
  • The employee receiving the service is responsible for any outstanding balances in the event that an employer fails to pay for part or all of the services, even if the employer had previously agreed to cover the costs.
ARE THERE ADDITIONAL EXPENSES?
While uncommon, there may be instances where additional costs could arise. These may be associated with late cancellations of appointments, no-shows, or substantial interruptions in service that necessitate a reevaluation following a service hiatus. If a third party has arranged to cover the costs of services, any supplementary expenses incurred would be the employee responsibility, as they fall outside the scope of the initial agreement established with the third-party at the commencement of services.
  • It's important to note that additional expenses are not incurred if a person is compliant in their requirements but struggling to complete recommendations they are actively engaged in. This can be a normal part of the recovery process. Any appointments, case management, and assessment of progress while continuously participating in and completing services are included of the initial cost of the SAP assessment and do not incur any additional charges.
  • Non-compliance with the RTD process may required the employee or employer to incur additional costs due to repeat evaluations and additional reports that are outside of those normally required

When appointments are scheduled, we commit to reserving that time exclusively for your use. If a cancellation is unavoidable, we will make efforts to reschedule you for another available time. While we are often flexible regarding cancellations and rescheduling needs, if you are unable to keep your appointment, we do adhere to the following guidelines:
  • Cancellations made with more than 24-hour advance notice will not incur a late cancellation fee.
  • Missed appointments (no-shows) and late cancellations will incur a charge of $100. Any outstanding balance must be settled before being allowed to book a new appointment.
FMCSA CLEARINGHOUSE
CLEARINGHOUSE REGISTRATION FOR FMCSA
If you are commercial driver's license (CDL) or commercial learner's permit (CLP) holder, you must register the the Federal Motor Carriers Safety Administration (FMCSA) Commerical Driver's License Drug and Alcohol Clearinghouse. To register for the clearing house visit:
CLEARINGHOUSE FACT SHEET
USDOT FMCSA has a downloadable 2-page fact sheet about SAP and Clearinghouse information that can be found at this link:
EMPLOYER & EMPLOYEE INSTRUCTIONS
Step-by-step instructions with graphics for registering with the Clearinghouse can be found at this link:
RETURN-TO-DUTY QUICK REFERENCE GUIDE
Download a Return-to-Duty Reference Guide from the FMCSA Clearinghouse using this link:
SAP FAQ'S
As an employee or employer, how do I know if I am subject to DOT testing?
Generally, DOT regulations cover safety-sensitive transportation employers and employees. Each DOT agency (e.d., FRA, FMCSA, FTA, FAA, and PHMSA) and the USCG have specific drug and alcohol testing regulations that outline who is subject to their testing regulations.

Also, you may want to try the "Am I Covered" decision tree. It will assist you in determining whether or not you are covered.
How does 49 cfr part 40 differ from the DOT agency specific regulation?
49 CFR Part 40 (commonly referred to as "Part 40") states:
  • how drug and alcohol testing is conducted,
  • who is authorized to participate in the drug and alcohol testing program, and
  • what employees must do before they may return-to-duty following a drug and/or alcohol violation.

The DOT Agency and the USCG specific regulations state:
  • the agency's prohibitions on drug and alcohol use,
  • who is subject to the regulations,
  • what testing is authorized,
  • when testing is authorized, and
  • the consequences of non-compliance.

The DOT Agencies and the USCG incorporate Part 40 into their regulations and enforce compliance of all their respective regulations.
What if I lose my job if I test positive or refuse a test?
The DOT regulations do not address hiring, termination, or other employment actions. These decisions are solely the employer's, which may be based on company policy and/or any collective bargaining agreements.
What happens to me when I test positive or refuse to test?
When you test positive or refuse a test, you are not permitted to perform safety-sensitive duties for any DOT-regulated employer until you have seen a Substance Abuse Professional (SAP) and successfully completed the return-to-duty process, which includes a Federal return-to-duty drug and/or alcohol test.
Working in a safety-sensitive position before successfully completing the return-to-duty process is a violation of the regulations.
How do I find a Substance Abuse Professional (SAP) who is qualified to act in the us Department of Transportation (DOT) drug and alcohol testing program?
As an employer, you must provide employees with a list of SAP's qualified under §40.281.  The regulation [§40.287] requires the employer to provide the employee with a list of qualified SAPs. Your failure to provide such a list could result in sanctions issued by the DOT Modal Operating Administration with jurisdiction over you.
As an employee, ask your employer for a list of SAP's in your area (even if the employer fired you or did not hire you).  A SAP qualified to act in the DOT drug and alcohol testing program must meet the SAP qualification requirements in §40.281.
If your employer did not provide you with a list of qualified SAP's, below is one way to help you find one:
  • Search the internet using  search terms such as “DOT qualified SAP” or “DOT and SAP”
Please know that neither the DOT nor any of its Agencies has a list of SAP's or any other service agents.
Who pays for the dot drug or alcohol test or SAP recommended treatment/education, the employer or the employee?
The Department's regulations are silent on who is responsible for paying for the testing or SAP recommended treatment/education. Payment may be based an understanding between the employer and employee, including applicants for safety-sensitive positions.
An employer may not, however, refrain from sending a "split specimen" for testing because the employee does not pay for the test in advance.
Is there a list of prohibited drugs for being medically qualified to drive a commercial motor vehicle (CMV)?
Section 391.41(b)(12)(i)&(ii) state:
(12)(i) Does not use any drug or substance identified in 21 CFR 1308.11 Schedule I, an amphetamine, a narcotic, or other habit-forming drug.
(ii) Does not use any non-Schedule I drug or substance that is identified in the other Schedules in 21 part 1308 except when the use is prescribed by a licensed medical practitioner, as defined in § 382.107, who is familiar with the driver's medical history and has advised the driver that the substance will not adversely affect the driver's ability to safely operate a commercial motor vehicle.
Medical Examiners are required to give careful consideration to the effects of medications on a driver’s ability to operate a CMV safely before rendering the driver qualified.or call and ask for a Specialist on (202) 366-4001.
What is and how do I register with the Federal Motor Carrier Safety Administration Drug and Alcohol Clearinghouse?
The Clearinghouse, a web-based system found at https://clearinhouse.fmcsa.dot.gov will provide the Federal Motor Carrier Safety Administration (FMCSA) and employers of commercial motor vehcile (CMV) drivers with the necessary tools to identify drivers who are prohibited from operating CMVs due to DOT drug and alcohol program violations.
What if i have a medical marijuana card?
The DOT cannot recognize and allow the employee’s use of medical marijuana or recreational marijuana. The DOT will not allow any covered employees to use any form of marijuana. Please read the following DOAT notices regarding marijuana:
Do I have to have a referral from a DER before I seek a SAP evaluation?
An employee cannot initiate services without paperwork showing who the Designated Employee Representative (DER) is. The DER is the employer contact person and the person that receives updates and return-to-duty status from the SAP. An employee cannot self-refer and any services engaged in prior to starting the SAP process will not preempt SAP requirements.
What happens when the employee needs to get SAP evaluation and complete the SAP’s recommendations but has left their previous employer and is starting at a new place of employment?
The SAP’s evaluation and treatment recommendations The The SAP's evaluation and treatment recommendations stand. The reports and recommendations will be sent to the new DER as they will have to make sure the covered employee completes the SAP recommendations prior to putting the employee into a safety-sensitive position.
Can i find a SAP on my own?
Yes, you can; however, the SAP must be DOT-qualified.
Can an employee go to any substance abuse counselor for evaluation?
Not all substance abuse counselors meet the qualifications of the Department Transportation as a Qualified SAP. An assessment from a provider not qualified will not count towards any part of the SAP process.
Can I select a different SAP if I disagree with the recommendations of a SAP?
No, DOT regulations strictly prohibit second opinions. The employee must comply with the recommendations of the original SAP.
Will an employee be able to continue to drive a personal vehicle with a DOT testing violation?
A violation will only prohibit an employee from operating a vehicle over 26,001 lbs. or a commercial vehicle with more than 15 passengers and a driver.
How long is a SAP program?
The time required to complete the DOT return-to-duty program is determined by the SAP and is based on the individual need for education and/or treatment.
What if I don’t complete a SAP program?
You will not be eligible to perform safety-sensitive duties for any employer or as an owner-operator until you have complied with the DOT’s Part 40 regulated SAP program.
Will the results follow an employee to other places of employment?
Your drug and alcohol testing history will follow you to your new employer. By law, employers must provide certain records of your DOT drug and alcohol testing history to your new employer.
How many referrals are provided to an employee?
The number of referrals is dependent upon the evaluation and what may be relevant to the employee’s location. It varies greatly depending on geographic location.
Can an employee perform safety-sensitive duties before completing a SAP process?
No, the employee must show compliance with the recommendations and be seen by the SAP for follow-up evaluation. During the follow-up evaluation, the SAP will determine if the employee is eligible to be considered for return to duty.
Who decides when the employee is ready to return to work?
Only the SAP can determine if the employee is eligible to submit to a return-to-duty test. As the employer, it is a personnel decision that you have the discretion to make, subject to collective-bargaining agreements or other legal requirements.
What are the employer’s responsibilities regarding follow-up testing?
The employer is responsible for conducting follow-up testing as prescribed within the SAP’s follow-up testing as prescribed within the SAP’s follow-up report.
A DOT-referred client began their evaluation with a SAP but did not complete the recommendations. They return to the SAP six months later and want to complete their evaluation. Can they complete their evaluation where they left off?
No, a new evaluation will need to be initiated. This will require additional expense by the employee.
No, a new evaluation will need to be initiated through the same SAP. This will require additional expense by the employee
Can an employer have a policy of declining to hire applicants who have a negative dilute test result on a pre-employment drug test?
The DOT rules do not require an employer to hire anyone. That decision is an employer’s. While CFR Part 40 authorizes an employer to obtain one additional test following a dilute negative result (in pre-employment or other testing situations), a negative dilute test result is a valid negative test for DOT’s purposes.
 
Because a negative test result is a negative test for DOT program purposes, the employer is authorized to have the applicant begin performing safety-sensitive functions. If the employer declines to hire the applicant in this situation, the employer’s decision is based solely on its own policy. The employer cannot claim its action is required or authorized by DOT rules.
WHO WE SERVE
  • Consortium/Third Party Administrators (C/TPAs)
  • Employee Assistance Programs (EAPs)
  • Human Resource Departments
  • Insurance Companies
  • Laboratories
  • Labor Unions
  • Legal Counsel
  • Managed Care Organizations (MCOs)
  • Medical Review Officers (MROs)
  • Occupational Health Groups
  • Risk, Safety & Compliance Departments
  • State Licensing Boards
  • Transportation Associations
  • Transportation Auditors
  • Treatment Providers
The Substance Abuse Professional (SAP) is a personal who evaluates employees who have violated a DOT drug and alcohol program and makes recommendations concerning education, treatment, follow-up testing and aftercare.
You can check availability and schedule your telehealth  appointment using this link
We offer same-day and weekend appointments!
Don't see an appointment that fits your needs? Contact us at
(405) 519-7471 to check for more immediate availability. If we do not answer, we are most likely in session, We will be sure to return your call if you leave us a brief message.

We strive to provide convenient options for our clients to ensure accessibility and accommodate their need. We understand the importance of flexibility in scheduling appointments. That is why we offer weekend appointment options for SAP services.

SAP Evaluations

SAP Evaluations/Assessments Oklahoma Statewide