These guidelines will allow federal executive branch agencies to collect and test oral fluid specimen as a part of their drug testing programs.

The OFMG will be effective starting January 1st 2020. However, federal agencies will not be able to conduct oral fluid drug testing of federal employees until HHS has approved laboratories for oral fluid drug testing in accordance with the OFMG.

These guidelines may also be used by agencies such as the Department of Transportation (DOT) and Nuclear Regulatory Commission (NRC) as part of their regulated drug testing programs, but these agencies must engage in separate rule-making activities.

This is the first time since 1986 that a specimen other than urine will be able to be used in the federal agency testing programs.

Some important things to take note of with these new changes:

-The specimen collection, laboratory analysis, and medical review of oral fluid tests will mirror existing procedures and processes currently in place for urine drug testing.
-Laboratories must be approved by the HHS National Laboratory Certification Program for oral fluid drug testing. Requirements for approval will largely mirror those currently in place for urine drug testing laboratories.
-The oral fluid specimen collections must be observed, use an FDA-cleared specimen collection device, and will require split specimen procedures using 2 separate devices.
-Federal agencies will be allowed to use oral fluid testing for all of the same testing reasons as currently authorized for urine drug testing and will not be required to choose between using only urine or oral fluid.
-An approved federal custody and control form (CCF) will be used to document the oral fluid collection and establish chain of custody of the specimen.
-The drug testing panel will test for the same drugs as the federal panel for urine drug testing. Cut-off levels specific to oral fluid are included in the OFMG.
-The OFMG contains provisions for when an individual cannot provide adequate volume oral specimen or urine specimen.
-The OFMG only refers to and permits lab-based oral fluid drug testing, not instant or POCT oral fluid testing.

It has taken many years from the first time SAMHSA publicly recognized the valuable attributes of lab-based oral fluid testing until now—announcing the proposed regulations. The agency has said that their hopes with releasing oral fluid testing options will be to help reduce time and money needed in order to maintain a drug testing program, and help eliminate the ever-growing issue of drug test cheating.

To see further details on these latest updates, you can view the guideline announcement here.

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Certain safety-sensitive positions require employers to have a designed SAP, like those that are under Department of Transportation regulation. However, it is considered best practice for all employers to have their own designated Substance Abuse Professional, especially if they desire to maintain a drug-free workplace.

SAPs are responsible for evaluating employees who have violated a drug or alcohol regulation and making recommendations concerning education, treatment, follow-up testing, and aftercare. These professionals can help your employees overcome these addictions and keep your work environment safe.

Who can be an SAP?

According to DOT regulations, a qualified SAP should have a basic knowledge of the following areas:

-The diagnosis and treatment of alcohol and controlled substance-related disorders with some clinical experience
-The SAP role and function in relation to employer interests and safety-sensitive duties
-DOT agency regulations and DOT SAP guidelines

An SAP must also have at least one of the following qualifications: a licensed physician, a licensed or certified social worker, a licensed or certified psychologist, a licensed or certified Employee Assistance Professional, a state-licensed or certified marriage and family therapist, or be drug and alcohol certified by the NAADAC, ICRC, or NBCC.

What will our SAP do?

If an accident, report, or cause for reasonable suspicion comes to a supervisor’s attention, that individual should be tested as soon as possible for drugs and/or alcohol. (If you have questions about how to set up reasonable suspicion or post-accident testing, let us know!) If the employee in question has tested positive, the SAP must have two face-to-face evaluations with the individual (according to DOT regulations).

The first initial evaluation is for the SAP to determine the depth of the problem and what assistance or steps will be required to help the employee. The SAP will then send a letter/email to the employer with the employee’s details along with their recommendations for treatment/education.

After the education or treatment has been approved and the employee has completed all of the recommendations made by the SAP, the SAP will conduct a follow-up evaluation. After the follow-up, the SAP can help recommend follow-up testing requirements for the employer to have the employee in question complete. These requirements can often include:

-A minimum of 6 drug or alcohol test in the first 12 months (continuing for up to 5 years)
-No advance notice of testing dates
-Testing to be done under direct observation
-Inability to substitute other tests in lieu of follow-up testing
-Cancelled follow-up tests must be recollected

A qualified and compliant SAP can help keep your workplace environment safe and protect you as an employer, even if you are not a DOT regulated company.

If you need help understanding how to begin drug testing or other services that could potentially benefit your drug testing program, please reach out to our drug testing department. We’re always happy to help!

The post What Exactly Is A Substance Abuse Professional? appeared first on Blueline.