DOT SAP Evaluation Services

Department of Transportation regulations require Safety-Sensitive employees who violate the Drug and Alcohol regulations to complete a SAP Evaluation performed by a DOT-qualified Substance Abuse Professional (SAP). Employees must follow the recommendations of the Substance Abuse Professional in order to qualify to take a Return-to-Duty test.

Tracy is the best SAP our company has ever worked with. She’s quick to respond to our clients and gets them scheduled quickly, which gets them back to work in a timely fashion. Tracy is knowledgeable and professional in every aspect and I refer her without a single hesitation.  She is a leader in her field and a great asset to our network of business professionals. Can’t recommend her enough!!!

- Amanda, Dafeldecker Associates

The SAP Process

  • Employees meet with a DOT-qualified Substance Abuse Professional (SAP) to undergo a thorough assessment, including a discussion about drug and alcohol use, family history, physical and mental health, and the employee’s support structure. Employees may be asked to give the SAP permission to contact medical providers, family members, or others in order to gain a complete understanding of the history and potential misuse or abuse of drugs or alcohol.

  • The SAP will make clinical recommendations based upon the employee’s individual needs after the evaluation has been completed. Recommendations may include inpatient or outpatient alcohol or substance abuse treatment programs, mental health treatment, and educational courses.

  • The employee and SAP meet again to determine the employee’s compliance with the recommendations made. If the employee has completed the recommended program(s), the SAP will notify the employer that the employee is eligible for a Return-to-Duty test. Employees must have verified negative test results before being permitted to perform any safety-sensitive duties.

  • Finally, the SAP will submit a Periodic Follow-Up Testing Plan to the employer. Periodic Follow-Up Tests are observed DOT Drug and Alcohol tests that employees are subject to after having violated the DOT Drug and Alcohol testing regulations. The employee’s specific testing plan requirements will be determined by the SAP.

The SAP Clearinghouse

Having access to a Clearinghouse account can be crucial to completing an SAP Program. The Clearinghouse is a secure database that provides the FMCSA and employers the necessary tools to identify drivers prohibited from operating a commercial moving vehicle based on DOT program violations and ensure that such drivers receive the required evaluation and treatment before operating a CMV on public roads. You must register yourself on the Clearinghouse, and select an SAP if you have a violation. If you do not complete this process as a FMCSA DOT driver and fail a drug/alcohol test you will not be able to complete the return to duty process.

https://clearinghouse.fmcsa.dot.gov/

Information for Employees

The United States Department of Transportation defines a safety-sensitive worker as anyone performing a job that impacts their own safety as well as the safety of the public. As a DOT employee performing safety-sensitive functions in the transportation industry, you are responsible for providing a safe work environment for your co-workers and the traveling public. Creating a safe work environment not only means following established work rules but also following the DOT's rules on drug use and alcohol misuse.

  • After several significant transportation accidents, Congress passed the Omnibus Transportation Employee Testing Act of 1991, because they recognized the safety need for ensuring drug- and alcohol-free transportation employees. The "Act" required DOT Agencies to implement drug testing of safety-sensitive transportation employees in the aviation, trucking (including school bus drivers, and certain limousine and van drivers), railroads, and mass transit industries. In 1994, DOT added alcohol testing requirements to its regulations.

  • The DOT agencies (the Federal Aviation Administration [aviation], the Federal Motor Carrier Safety Administration [trucking], the Federal Railroad Administration [rail], the Federal Transit Administration [mass transit] and the Pipeline and Hazardous Materials Safety Administration [pipeline]) and the United States Coast Guard (USCG) [maritime] each have industry specific regulations which in total cover approximately 6.5 million transportation employees who perform safety-sensitive functions. These regulations spell out who is subject to testing, when and in what circumstances. These regulations can be found on the U.S. DOT website.

    If you are an employer in the aviation, trucking, railroad, mass transit, pipeline or maritime industries, or if you have employees who perform DOT identified safety-sensitive positions, you must implement whichever regulation(s) apply.

    If you are an employee in the aviation, trucking, railroad, mass transit, pipeline or maritime industries, or if you work in a DOT identified safety-sensitive position, you must comply with whichever regulation(s) apply.

    The DOT also has procedures which apply to all transportation employee Federal testing which can be found in another regulation, referred to here as "Part 40." Each of the DOT agencies and the USCG follow Part 40 by including its procedures in their regulations. Part 40 states: what specimens are collected; who performs the drug and alcohol tests; how to conduct those tests; what procedures to use when testing, and the mandatory return to duty requirements of an employee returning to safety-sensitive service following a DOT drug and/or alcohol rule violation.

  • Pre-employment testing

    Occurs prior to hire or transfer into a safety-sensitive function.

    The employer may require pre-employment alcohol testing in addition to pre-employment drug testing. The alcohol test would need to be conducted prior to performing safety-sensitive duties.

    FRA Only - A pre-employment drug test is a one-time requirement for the employee per employer.

    Random testing

    Unannounced on an ongoing basis, spread reasonably throughout the calendar year, using a scientifically valid method in which each covered employee has an equal chance of being selected for testing.

    FMCSA Only - Owner-operators, not leased to a motor carrier, are required to belong to a consortium to satisfy the random testing requirement.

    PHMSA and USCG - Random alcohol testing is not authorized

    FRA Only - Random testing is not authorized for partial compliance railroads (those which 15 or less covered service employees) or contractors working exclusively for partial compliance railroads.

    Post-accident testing

    Occurs following the Modes qualifying accident.

    • FRA - 219.201

    • FMCSA - 49 CFR Part 382.303

    • FAA - 14 CFR Part 120.109(c) & 120.217(b)

    • FTA - 655.44

    • PHMSA - 199.105(b)

    • USCG - 16.240 & 4.03-1

    Reasonable Cause - FRA only

    May occur following an accident/incident that does not qualify for Part 219 Subpart C Post-accident testing described in Part 219.201.

    A railroad or a contractor to a railroad must identify if they will conduct FRA Reasonable Cause testing, or not, when they submit their FRA Part 219 random testing plan to FRA for approval/acceptance and must treat all regulated employees the same, once selected.

    If a railroad or their regulated contractor select to conduct Federal FRA Reasonable Cause testing, then they cannot perform company (non-DOT) testing for any event described in Part 219.403(a) or (b).

    If a railroad selects to conduct company (non-DOT) Reasonable Cause testing, then the railroad or their regulated contractor cannot perform FRA Reasonable Cause testing for any event described in Part 219.403 (a) or (b)

    Partial compliance railroads are not authorized to conduct FRA Reasonable Cause testing.

    Reasonable Cause/Suspicion testing

    Occurs when a company official or supervisor - based on their training - believes the employee shows signs of drug use and/or alcohol misuse.

    Return-to-Duty and Follow-Up testing

    Occurs after an employee has a verified positive drug test, positive alcohol test result or refusal to test. The employee must take a return-to-duty test prior to returning to safety-sensitive functions.

    The employee will be subject to a minimum of 6 unannounced follow-up tests in the first 12 months. Depending on the Substance Abuse Professional's recommendations, follow-up testing may occur for up to 60 months

    The follow-up testing plan “follows the employee” to subsequent employers or through breaks in service.

    FRA Only - Locomotive engineers and conductors will be subject to at least 6 unannounced drug and alcohol tests during the first 12 months.

    Periodic Testing - USCG Only

    Occurs during the original issuance or renewal or upgrade of a Coast Guard issued license or merchant mariner’s documents.

    In addition to DOT testing, your company may have its own testing program.

  • Testing for drugs:

    A urine specimen is collected and sent to a certified laboratory for analysis. Devices that provide instant results are not authorized for DOT testing. Only urine specimens are authorized for DOT drug testing.

    Testing for alcohol:

    Alcohol testing involves analyzing your breath or saliva for initial (screening) tests and breath for confirmation tests. The specimen is collected and analyzed by an approved alcohol testing device.

    FRA Only:

    In addition to urine and breath (as applicable), FRA Part 219 Subpart C qualifying Post-Accident testing will require drawing your blood, which will be tested for alcohol and drugs (as necessary).

  • You will be tested for the following drugs:

    • Marijuana

    • Cocaine

    • Opioids (Codeine, morphine, heroin, hydrocodone, hydromorphone, oxycodone, oxymorphone)

    • Phencyclidine (PCP)

    • Amphetamines, Methamphetamines, and Methylenedioxymethamphetamine (MDMA)

    FRA Only - For FRA Part 219 Subpart C qualifying Post-Accident Testing you will be tested for more than the five drug categories listed above

  • Prescription medicine and OTC drugs are allowed; however, you must meet minimum standards:

    • The medicine is prescribed to you by a licensed physician, such as your personal doctor.

    • The treating/prescribing physician has made a good faith judgment that the use of the substance at the prescribed or authorized dosage level is consistent with the safe performance of your duties.

    • Best Practice: To assist your doctor in prescribing the best possible treatment, consider providing your physician with a detailed description of your job. A title alone may not be sufficient. Many employers give employees a written, detailed description of their job functions to provide their doctors at the time of the exam.

    The substance is used at the dosage prescribed or authorized.

    If you are being treated by more than one physician, you must show that at least one of the treating physicians has been informed of all prescribed and authorized medication and has determined that the use of the medications is consistent with the safe performance of your duties.

    Taking the prescription medication and performing your DOT safety-sensitive functions is not prohibited by agency regulations.

  • Refusals include, but are not limited to:

    • No-show (failure to appear at the test collection site at the designated time)

    • Failure to remain at the testing site until the collection is completed

    • Adulteration (urine specimen containing a substance or a concentration of a substance inconsistent with human urine)

    • Substitution (urine specimen containing creatinine and specific gravity levels inconsistent with human urine)

    • Failure to cooperate with any part of the testing process (For examples of an employee's failure to cooperate, read the Q&A issued in July 2006)

  • A good rule of thumb is "comply, then complain." If you are instructed to submit to a DOT drug and/or alcohol test and you don't agree with the reason or rationale for the test, you should take the test.

    Don't interfere with the testing process or refuse the test. Instead, after the test express your concerns about the testing event to your employer (for example, a detailed letter to your company or by an agreed upon grievance procedure if you are a member of labor organization). You can also express your concern to the Drug and Alcohol Program Manager (DAPM) for the DOT agency that regulates you and your employer.

  • You will have the opportunity to speak directly with a Medical Review Officer (MRO). During your interview you will have an opportunity to provide information and/or medical documentation to explain/support why your specimen was positive, adulterated or substituted. Based on the information you provide, the MRO will "verify" your result by determining whether or not there is a legitimate medical reason for your test result. The MRO will report your result to your employer only after making this determination.

    During the interview the MRO will ask if you would like to verify the laboratory's result by having your split or "B" specimen (your primary specimen is the "A" sample) sent to another laboratory for analysis. You will have 72 hours from the time the MRO verifies your result to request an analysis of your "B" specimen. Who pays for the analysis is between you and your employer, but the MRO cannot reject or hold up your request because of payment issues.

  • Your employer is required to immediately remove you from performing safety-sensitive functions. You will not be permitted to return to DOT regulated safety-sensitive functions until you have:

    • Undergone an evaluation by a Substance Abuse Professional (SAP). Your employer must provide you with a list of SAPs that you can use;

    • Successfully completed any course, counseling or treatment prescribed by the SAP prior to returning to service;

    • Undergone a follow up evaluation by the same SAP to determine your compliance with their recommendations; AND

    • Provided a breath and/or urine specimen that tests negative for drugs and/or alcohol prior to returning to DOT regulated safety-sensitive functions.

    You will also be subject to unannounced "Follow-Up" testing for drugs and/or alcohol for at least 6 times during the first 12 months of active service with the possibility of unannounced testing for up to 60 months (as prescribed by the SAP). The Return-to-Duty and Follow-Up drug tests will be conducted under direct observation.

    • FAA Only: If you hold a certificate issued by the FAA, it may be revoked. If you test positive on two required tests, you may be permanently disqualified from performing the same type of safety-sensitive duties.

    • FRA Only: A refusal to test prohibits you from performing regulated service at any railroad for a minimum of 9 months.

    • USCG Only: Credentialed crewmembers who have a verified positive drug test result or verified refusal to take a drug test will be subject to further action by the Coast Guard.

    Your company policy and/or collective bargaining agreement will determine whether you will be permitted an opportunity for rehabilitation or may be terminated from employment.

  • Misuse of alcohol is:

    • Reporting for or remaining on duty with an alcohol concentration of 0.04 or greater.

    • Using or possessing alcohol while performing safety-sensitive functions,

    • Using alcohol within 4 hours of reporting for or receiving notice to report for duty (whichever is the lesser time period) performing safety-sensitive functions.

    FAA only:

    • Using alcohol within 8 hrs for a flight crewmember (pilot or flight attendant or air traffic controller)

    • Using alcohol following an accident (14 CFR Part 120.19 and 120.37)

    Alcohol misuse is a violation of the regulations and has consequences.

    FRA Only - A positive alcohol test of .040 BAC or greater will affect your locomotive engineer (§ 240.119) or conductor (§ 242.115) certification.

  • All employment decisions belong solely to the employer. DOT regulations do not address employment actions such as hiring, firing or leaves of absence. DOT and USCG regulation may prohibit you from performing your safety-sensitive functions after a positive test result or refusal to submit to testing. You should be aware that a positive, adulterated or substituted DOT drug or alcohol test may trigger consequences based on company policy or employment agreement.

  • Your test results are confidential. An employer or service agent (e.g., a testing laboratory, Medical Review Officer or Substance Abuse Professional) is not permitted to disclose your test result(s) without your written consent. In certain situations, however, your test information may be released without your consent; such as, legal proceedings, grievances, or administrative proceedings brought on by you or on your behalf, which resulted from a positive, adulterated, substituted test result or refusal. When your employer releases your drug and alcohol testing records, the employer must notify you in writing.

  • Yes, your drug and alcohol testing history will follow you to your new employer. Employers are required by law to provide certain records of your DOT drug and alcohol testing history to your new employer, only when you sign a specific written release regarding that information.

    This is to ensure that, when necessary, you complete the return-to-duty process and your follow up testing program.

    In addition, as of January 6, 2020, FMCSA requires employers and service agents to report drug and alcohol violations to the Drug and Alcohol Clearinghouse. It also requires FMCSA-regulated employers to query the Clearinghouse about prospective employees to verify there are no violations before performing safety-sensitive functions, as well as, querying the Clearinghouse on current employees at least once a year.

  • Most every community in the country has resources available to confidentially assist you through the evaluation and treatment of your problem. If you would like to find a treatment facility close to you, check with your local yellow pages, local health department or visit the U.S. Department of Health and Human Services treatment facility locator. This site provides contact information for substance abuse treatment programs by state, city and U.S. Territory.

    Also, many work-place programs are in place to assist employees and family members with substance abuse, mental health and other problems that affect their job performance. While these may vary by industry, here is an overview of programs that may be available to you:

    • Employee Assistance Programs (EAPs): While not required by DOT agency regulations, EAPs may be available to you as a matter of company policy. EAPs are generally provided by employers or unions. EAP programs vary considerably in design and scope. Some focus only on substance abuse problems, while others take a broad brush approach and include your health and family problems. Some programs include prevention, and health and wellness activities. Some are linked to your health benefits. With limited exceptions, these programs offer full privacy and confidentiality.

    • Voluntary Referral Programs: Often sponsored by employers or unions (or the FRA under 49 CFR Part 219 Subpart K), referral programs provide an opportunity to self-report to your employer a substance abuse problem before you violate DOT and/or company rules. This gives you an opportunity for evaluation and treatment and may allow you to keep your job. Check with your employer to see if it offers a voluntary referral program.

    • FMCSA only: Employees who admit to alcohol misuse or controlled substances use are not subject to the referral, evaluation and treatment requirements of this Parts 382 and 40[see 49 CFR Part 382.121].

    • Peer Reporting Programs: These programs which are generally sponsored by employers or unions, encourage you to identify co-workers with substance abuse problems because the safety of everyone depends on it. Using peers to convince troubled friends and co-workers who have a problem to seek help often guarantees the co-worker struggling with substance abuse issues the same benefits as if he had self-reported.

  • NOTE: This page contains links to third party websites. Elite Counseling & Consulting, its organizational units, and its employees are not responsible for the information found through these links. No endorsement of these sites or their content is provided or implied.

    American Automobile Association (AAA): Understanding How Medications May Affect You and Your Driving

    U.S. Department of Health and Human Services: Treatment Facility Locator

    Alcoholics Anonymous

    Narcotics Anonymous

    U.S. Drug Enforcement Administration:

    National Highway Traffic Safety Administration (NHTSA)

    Substance Abuse and Mental Health Administration (SAMHSA): SAMHSA Opioid Overdose Prevention ToolKit

    U.S. Food And Drug Administration: Driving While You Are Taking Medications

Information for Employers

The United States Department of Transportation defines a safety-sensitive worker as anyone performing a job that impacts their own safety as well as the safety of the public.

Employers of safety-sensitive transportation employees play a vital role in ensuring the safety of their employees and the traveling public. Employers are responsible for developing and implementing successful DOT workplace drug and alcohol programs that have as their components clear policies, provisions for education and training, drug and alcohol testing, and when needed, referral for evaluation and treatment.

DOT regulated employers must comply with 49 CFR Part 40 and applicable DOT Agency regulations. Find out if you are covered under the DOT program by going to: Am I Covered? If you are considered a covered employer, you should know about the regulations, guidelines, and supporting publications.

  • Each DOT Agency lists the safety-sensitive duties that must be tested. For a list of all safety-sensitive duties by DOT Agency, go to https://www.transportation.gov/odapc/employees_covered_under_DOT_testing_regulation_49_CFR_Part_40.

  • For DOT drug testing, a urine specimen is collected and sent to a certified laboratory for analysis (http://www.samhsa.gov/workplace/resources/drug-testing/certified-lab-list). Only urine specimens are authorized, and devices that provide instant results are not authorized for DOT testing.

    For DOT alcohol testing, breath or saliva testing devices are approved for initial (screening) tests. A Breath testing device is required for all confirmation tests. The specimen is collected and analyzed by an approved alcohol testing device.

    For a list of approved screening test devices, go to https://www.transportation.gov/odapc/approved-screening-devices-to-measure-alcohol

    For a list of approved breath evidential testing devices, go to https://www.transportation.gov/odapc/approved-evidential-breath-measurement-devices

  • See 49 CFR Sections 40.85 and 40.87 for the list of drugs.

  • Each DOT Agency identifies the types of tests required by their industry, which may be different. The following is a list of most commons types of testing:

    • Pre-employment testing: must occur prior to hire or transfer into a safety-sensitive function.

    • Random testing: must be unannounced, spread reasonably throughout the calendar year, and selected using a scientifically valid method in which each covered employee has an equal chance of being tested.

    • Reasonable Suspicion/Cause testing: requires an observation and determination by a trained supervisor.

    • Return-to-Duty and Follow-Up testing: occurs after an employee's verified positive drug test result or refusal to test and a Substance Abuse Professional (SAP) determined the employee successfully completed his or her education or treatment. The employee must take a return-to-duty test and the employer must have a negative result prior to returning to safety-sensitive functions. The follow-up testing must be conducted in accordance with the SAP’s recommendations, and must include a minimum of 6 follow-up tests in the first 12 months. Depending on the SAP's recommendations, follow-up testing may continue for up to 60 months. An employer cannot add more testing or change the frequency prescribed by the SAP. If you are unsure about the testing schedule, contact the SAP.

    USCG Specific Testing:

    • Periodic: occurs during the issuance or renewal of a license or merchant mariner’s document

    • Serious Marine Incident: occurs following a USCG qualifying incident.

  • According to 49 CFR § 40.191 and 40.261, a refusal includes, but is not limited to:

    • Failure to appear at the test collection site at the designated time or not at all.

    • Failure to remain at the testing site until the collection is completed.

    • Adulteration (a urine specimen containing a substance or a concentration of a substance inconsistent with human urine).

    • Substitution of a urine specimen containing creatinine and specific gravity levels inconsistent with human urine.

    • Failure to cooperate with any part of the testing process.

    For examples of an employee's failure to cooperate, read the Q&A issued in July 2006.

  • Upon notification of a violation, you must immediately remove the employee from performing safety-sensitive duties.

    You must provide the employee with a list of Substance Abuse Professionals (SAP), whether you decide to rehabilitate the employee or terminate employment. Applicants who fail or refuse a drug and/or alcohol test must also receive a SAP list.

    If you choose to rehabilitate your employees, you must follow the return-to-duty requirements outlined in 49 CFR part 40 - Subpart O, which start with an initial evaluation with a SAP.

    FAA Only

    If your employee holds a medic www.faa.gov/go/drugabatemental certificate issued under 14 CFR part 67, you must report it to the FAA’s Federal Air Surgeon. For more information, visit the FAA’s web site at www.faa.gov/go/drugabatement.

    • If the result is reported by the MRO to the employer as positive and dilute, the employer must treat the result as a verified positive test.

    • If the result is reported by the MRO to the employer as a negative and dilute with no MRO instructions for recollection under direct observation, the employer may accept the result as a "negative" test or may require the employee to submit to another test if the employer has a company policy requiring a re-collection.

    • If the result is reported by the MRO to the employer as negative and dilute with MRO instructions for recollection under direct observation, the employer must ensure that the employee reports immediately for a re-collection under direct observation. NOTE: If the employee declines to take this test, the employee has refused the test.

    For clarification regarding an employer's actions on negative dilute test results, read a Q&A issued in September 2001.

  • Each DOT Agency identifies which employers must report an annual Management Information System (MIS) report. To find out if this applies to you, go to https://www.transportation.gov/odapc/MISreporting.

Resources

Suicide Prevention Hotline: 988 (call or text)

Problem Gambling Hotline: 1-800-426-1234

Domestic Violence Hotline: 1-800-799-7233

Veterans Crisis Line: 1-800-273-8255

Human Trafficking Hotline: 1-888-373-7888

Alcoholics Anonymous

Narcotics Anonymous

Marijuana Anonymous

S.M.A.R.T. Recovery

Refuge Recovery

Al-Anon/Alateen (for families and friends of alcoholics)

Learn 2 Cope (for family members and friends of loved ones affected by substance use disorder)

DOT Covered Employees

Many employees and employers have asked "How do I know if I am subject to the U.S. Department of Transportation drug and alcohol testing regulations?" To answer this question, the DOT has developed a decision tree to assist you in determining if you are covered or not. The decision tree is only a guide and does not replace or supersede the actual regulations.

Click here to access the decision tree tool.

49 CFR Part 40

The Department of Transportation's (DOT) rule, 49 CFR Part 40, describes required procedures for conducting workplace drug and alcohol testing for the Federally regulated transportation industry.

View the current 49 CFR Part 40 in its entirety

View 49 CFR Part 40 by section and related Q&As

Office of Drug & Alcohol Policy and Compliance

The Office of Drug and Alcohol Policy and Compliance advises the Secretary on national and international drug testing and control issues and is the principal advisor to the Secretary on rules related to the drug and alcohol testing of safety-sensitive transportation employees in aviation, trucking, railroads, mass transit, pipelines, and other transportation industries. The Office publishes regulations and provides official interpretations on drug and alcohol testing, including how to conduct tests, and the evaluation and treatment procedures necessary for returning employees to duty after testing violations.  The Office also coordinates the Department’s involvement with the President’s National Drug Control Strategy annually.

Department of Transportation “CBD” Notice

The Agricultural Improvement Act of 2018, Pub. L. 115-334, (Farm Bill) removed hemp from the definition of marijuana under the Controlled Substances Act.  Under the Farm Bill, hemp-derived products containing a concentration of up to 0.3% tetrahydrocannabinol (THC) are not controlled substances.  THC is the primary psychoactive component of marijuana.  Any product, including “Cannabidiol” (CBD) products, with a concentration of more than 0.3% THC remains classified as marijuana, a Schedule I drug under the Controlled Substances Act.

Click here to read the “CBD” Notice in its entirety.

Department of Transportation “Medical Marijuana” Notice

Recently, the Department of Justice (DOJ) issued guidelines for Federal prosecutors in states that have enacted laws authorizing the use of “medical marijuana.” The Department of Transportation’s Drug and Alcohol Testing Regulation – 49 CFR Part 40, at 40.151(e) – does not authorize “medical marijuana” under a state law to be a valid medical explanation for a transportation employee’s positive drug test result.

Click here to read the “Medical Marijuana” Notice in its entirety.

Department of Transportation “Recreational Marijuana” Notice

Recently, some states passed initiatives to permit use of marijuana for so-called “recreational” purposes. We want to make it perfectly clear that the state initiatives will have no bearing on the Department of Transportation’s regulated drug testing program.  The Department of Transportation’s Drug and Alcohol Testing Regulation – 49 CFR Part 40 – does not authorize the use of Schedule I drugs, including marijuana, for any reason.

Click here to read the “Recreational Marijuana” Notice in its entirety.

ABOUT ELITE DOT/SAP

M. Tracy Kaplan

LCSW, MBA, CEAP,
DOT Substance Abuse Professional (SAP)

Tracy has been working as a therapist for over 20 years in EAP, private practice and conducting SAP evaluations. She received her MSW from Fordham University in 1999, and her MBA from Monmouth University in 2006. She is here to assist employees that have failed a drug test get back to work within the guidelines of the DOT. She can also help employers to understand and ensure compliance with 49 CFR part 40.