Your SAPlist U Continuing Ed Quiz

A SAP always has the authority to order follow-up testing for both drugs and alcohol, even though the violation was for only one substance. However, for certain employees it is a REQUIREMENT under the modal law. Which ones? (This question has more than one answer).

Helen asks the MRO to arrange for a retest of her split specimen. She explains that she has no money available to pay for the retest, but she will try to pay for it later.

An employee at the collection site refuses to remove his coat. The collection stops. Who determines whether this is a refusal?

An employee’s specimen is dilute. The MRO tells the DER to send the employee to the collection site for another test. The employee says to the DER, “I’m not going.” Who decides whether this is a refusal?

An employer conducts tests for his non-DOT employees. He asks you to do a SAP process for an employee who tested positive on a non-DOT post-accident test. What do you do?

An employee forgot to bring a photo ID with him to the collection site. What happens?

What is the basis for DOT’s testing rules?

Situation:
In the application process, Sue is asked if she has tested positive while working for a previous employer. Sue admits to having a positive test almost two years ago. She said that she completed a SAP process, but that the employer she was working for has since gone out of business. She signed a release form, which was then mailed to the last known address of her previous employer, but the form was returned as undeliverable. Sue has no copies of the SAP reports and she can’t remember who the SAP was.

An employer with 100 employees is subject to DOT testing at a rate of 25%. Which one of the following statements is correct?

Stella tests positive for marijuana. While she has completed your recommendation for outpatient treatment, you are concerned that she might still have THC in her system, and that she would test positive on a return-to-duty test. You call the MRO and ask for the quantitation level on this test. The MRO tells you that he does not have access to that information. And he also tells you that even if he did have this information, he could not give it to you without two releases, one signed by the employee and another one signed by the DER.

One of the following situations would NOT permit a test to be conducted. Which one is it?

As a SAP, you are contracted to provide an assessment for a railroad employee who had a positive random drug test. Your report of compliance includes a plan for four years of follow-up testing. The DER telephones you, and explains that their union agreement allows follow-up testing plan to be no longer than two years.

In the SAP Guidelines, p. 5 says that a SAP conducts a face-to-face evaluation of a client, “utilizing reliable alcohol and drug abuse assessment tools”. DOT has not specified which tools to use. Which of the following does DOT say is an “essential assessment tool to determine the correct course of treatment”?

Which of the following is not included in FMCSA’s definition of “actual knowledge” of alcohol use?

An FMCSA employee tests positive for alcohol while on duty. In your assessment, you discover that the employee has recently started using cocaine. Which of the following options accurately reflect Part 40?

Marvin reports to the MRO that he regularly takes a prescription for back pain, and that he has found a place on the Internet where he gets it much cheaper than from his local pharmacy.

A driver completes treatment at a local treatment center. You report compliance, and he returns to work. In your Follow-Up Evaluation Report, you have recommended an aftercare program, with the same treatment center where the driver had completed treatment. You receive a call from the aftercare provider, telling you that he never even started the aftercare program. What do you do?

You are a Substance Abuse Professional. You are retiring and closing down your practice. What do you do with the files of your DOT clients?

Which of these vehicles is NOT subject to DOT’s drug and alcohol testing rule?

Pre-employment alcohol testing is:

A few years ago you provided SAP services for Peter, an employee of ABC Trucking. The DER calls you today and says that Peter has completed his follow-up testing plan, and all tests were negative. He tells you that they are promoting him to a manager position, and he will no longer be a driver. They are removing Peter from their random testing pool. He wants to know if it’s ok to destroy his SAP reports and test results.

If a DOT driver has a prescription for Suboxone, who is the final authority as to whether the driver can actually drive a Commercial Motor Vehicle?

A DER calls you, and asks for the quantitation level on a marijuana test result for one of his employees.

What do you do when an employee tells you that he will never drive a truck again, and has decided he won’t be continuing in the treatment program that you required? The employer has agreed to take him back, but he will be in a job that doesn’t require him to drive a CMV. He wants to drop out of the SAP process. What do you do?

A driver filed a grievance about being terminated after a positive reasonable suspicion test. The arbitrator was able to get his job back. He is in the middle of a SAP process with you. What happens now?

When is an employer permitted to release information pertaining to an employee’s drug or alcohol testing without the employee’s consent?
(This question has more than one answer).

Cheri is in tears. She explains that after her positive test, she arranged for an independent test at a local laboratory. That test showed no detectable levels of drugs. As the SAP on this case, you recommend outpatient treatment. Cheri argues that your recommendation of outpatient treatment is unreasonable, given the results of her independent negative test. Cheri knows she can’t challenge the test result, but she feels that an 8-hour education program would be more appropriate.