The service can be provided by a trained employee assistance professional, a medical doctor, or other addictions professionals; the common element is that a SAP must have knowledge of and clinical experience in the diagnosis and treatment of alcohol and drug related disorders. As the importance of SAP services in the administration of a company policy increases, there are more and more qualified SAPs available throughout Canada. They can usually be identified through a company’s Third Party Program Administrator (testing program) or their Employee Assistance provider.

Any Substance Abuse Professional supporting companies complying with U.S. DOT rules must have completed specific training and passed the associated exam in order to be certified for this function. These same standards are not necessary for non-regulated programs, but it is wise to use SAPs who have had equivalent training.

Employers need to understand that SAP services are entirely separate and different from the counselling services provided by an EAP. Normally, the Employee Assistance professional provides confidential assistance with problems that interfere with an employee’s ability to function on the job efficiently and safely through prevention, identification, assessment and referral, and follow-up services. Access to these services is based on self referral or sometimes, a suggested referral in conjunction with a performance management situation. However, accessing the services of the EAP is voluntary on the part of the individual and there is considerable confidentiality around provision of the service.

In the case of SAP, the situation is quite different. Their role is triggered under a company alcohol and drug policy when an employee violates stated rules regarding alcohol or drug use (e.g. use on the job, a positive test result, etc.) and is subject to discipline. Because of human rights obligations to accommodate an individual with a drug or alcohol dependency, the SAP’s role would be to:

• assess whether the individual has a problem,
• make recommendations regarding education and treatment,
• confirm that the recommended program had been or was being followed; and
• recommend a return-to-duty monitoring program which often includes unannounced testing.

Because of the greater obligation to address potential safety risk, increasingly employers are making directed referrals for a SAP assessment in a performance management situation where the employee specifically says they may have a problem with alcohol or other drugs. In this case, and especially in situations where the individual’s work is risk- or safety-sensitive, employers can not ignore the situation. This is an opportunity to trigger an assessment and assistance for their problem. Failure to do so could present a safety risk to the individual and those they work with.

It is recommended that companies make reference to any conditions of continued employment, including the concept of SAP referrals, in their company policy so that employees are aware of the consequences of a violation. In the case of motor carriers regulated by the U.S. Department of Transportation, the regulations require all drivers to be referred to a SAP after engaging in any prohibited conduct under the regulations; employers have no option. In the case of non-regulated companies, this would be one important step in meeting accommodation requirements.

Further information on Substance Abuse Professional services can be found through Integrated Workplace Solutions at:

http://www.i-workplacesolutions.com/about.htm