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Evaluation: The evaluation provides a face-to-face clinical assessment, treatment recommendations, and a treatment plan to be successfully complied with prior to the employee becoming eligible for a follow-upevaluation and a subsequent return to safety - sensitive functions.

Referral: If the evaluation indicates that the employee requires assistance with associated alcohol and/or drug problems, LPS refers the employee to the appropriate treatment program.

Follow-Up Evaluation: Before an employer can consider an employee for a return to safety-sensitive functions, LPS is required to re-evaluate the employee.

LPS will meet with the employee during the follow up evaluation session in order to discuss the treatment or education effort, as well as return to duty and follow-up testing issues. Based upon clinical judgment that the employee has made sufficient progress.

LPS will provide the employer with a recommendation and follow up testing plan. LPS may also make recommendations for continuing care (treatment after care) and/or attendance in 12 step meetings and contact with their sponsor.

LPS will so document in a letter to the employer, non-satisfactory compliance with the treatment process. LPS may re-evaluate at a later date.

Follow-Up Testing: LPS will present the employer and the employee with a plan for follow-up testing. This follow-up testing requirement is in addition to any tests accomplished through the employer's random testing plan.

Harm Reduction Group: These groups meet once per week and continues for 6 consecutive weeks. Sessions are scheduled for 2 hours, and cover 12 topics including history of substance abuse, drug types, alcohol education, use/misuse and dependence, social and family impact, drugs and physiology, high risk behaviors/HIV/STD's, recovery, 12-step programs, relapse, and relapse prevention.

Release Of Information: LPS will need to be able to receive or to communicate pertinent information regarding the employee's evaluation and treatment progress. For confidentiality considerations, LPS needs to obtain from the employee specific releases authorizing disclosure of information. Client record information can be released to DOT for audit and review purposes in accordance with federal disclosure rules.