But they’re not the standard in the industry. This kind of policy removes the individual from “safety-sensitive” driving duties until he or she successfully completes the return-to-duty process under the direction of a substance abuse professional. While termination of a driver for violating a DOT drug/alcohol prohibition is the employer’s prerogative, a DOT spokesman told us, “modern, forward-thinking carriers that want to run as safely as possible may have a written, voluntary self-identification policy to encourage drivers to come forward – rather than hide the fact knowing they would face termination.” Aside from any labor-contract provisions requiring a treatment option, why should an employer bother to work toward – and even perhaps pay for – the rehabilitation of a driver who has both broken the law and violated company policy? Forward Thinking
