The Situation

Paul*, a bus driver employed by one of our client organizations, tested positive for amphetamines during a routine drug screening. Because his role was classified as safety-sensitive under Department of Transportation (DOT) regulations, he was immediately removed from duty. Federal law required that he complete the Substance Abuse Professional (SAP) evaluation process before being eligible to return to work.

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For the employer, this situation carried significant stakes: regulatory compliance, community safety, and the operational impact of losing a trained driver. For Paul, it represented both a professional and personal crisis, with his livelihood and reputation at stake.

In transportation industries, replacing a driver can cost $7,923 to $8,234 on average. This estimate accounts for recruiting, administrative tasks, lost productivity, and more.

Our Approach

As soon as CCA’s Account Executive (AE) was notified, we moved quickly to provide coordinated, compassionate support. Within one business day, we:

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Consulted with the organization and Paul’s manager to ensure alignment and clear communication.
Gathered the necessary case details to streamline next steps.
Connected Paul to a qualified SAP in our provider network, meeting DOT requirements and ensuring no delays in the process.

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In addition, CCA assigned a dedicated master’s-level EAP counselor to manage the case end-to-end. This counselor:

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Maintained clinical oversight throughout the SAP evaluation and treatment process.
Provided Paul with ongoing emotional support, helping him cope with stress and uncertainty.
Monitored the SAP’s recommendations, timelines, and compliance checkpoints to keep both employee and employer informed.

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During these check-ins, Paul revealed he was experiencing significant financial hardship, creating added risk to his recovery progress. Our Work-Life team stepped in to provide vetted referrals for financial relief programs, connecting him with community resources to ease the burden of daily living expenses.

The Outcome

With CCA’s guidance, Paul successfully completed his SAP assessment, followed through with the recommended treatment plan, and returned for his post-treatment evaluation. He was ultimately cleared to resume work in his safety-sensitive role. Importantly, the support did not end there.

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A CCA case manager remained engaged with Paul for a year after his return to duty, ensuring:

Regular follow-up counseling to reinforce recovery progress.
Coordination with the employer for follow-up testing, as required by DOT guidelines.
Continued access to resources to address financial and emotional challenges.

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CCA follows the case for much longer than your typical EAP to ensure the outcome is sustained.

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For Paul, this comprehensive approach meant a second chance at professional stability and long-term recovery support. For his employer, it ensured compliance with federal regulations, reduced the risk of relapse-related incidents, and helped retain a trained employee without compromising safety.

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By combining regulatory expertise with holistic support, CCA turned a compliance requirement into an opportunity to rebuild trust, safeguard safety, and preserve valuable talent. This case illustrates how a proactive, compassionate SAP process benefits not only employees but also the organizations and communities they serve.

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* Names have been changed to protect member confidentiality.

Helping a Bus Driver Return to Work After Positive Drug Test

The Situation

Our Approach

The Outcome

Experience the CCA Difference