{"id":51169,"date":"2016-11-22T17:01:23","date_gmt":"2016-11-22T21:01:23","guid":{"rendered":"https:\/\/www.nationaldrugscreening.com\/?p=51169"},"modified":"2022-12-01T11:09:42","modified_gmt":"2022-12-01T16:09:42","slug":"dot-protocol-for-positive-test-results","status":"publish","type":"post","link":"https:\/\/www.nationaldrugscreening.com\/blogs\/dot-protocol-for-positive-test-results\/","title":{"rendered":"DOT Protocol For Positive Test Results"},"content":{"rendered":"\n<p>The&nbsp;<strong><a href=\"https:\/\/www.transportation.gov\/odapc\/\">Department of Transportation<\/a><\/strong>&nbsp;(DOT)&nbsp;has a strict set of drug screening rules and guidelines that employers and employees must follow to continue safety-sensitive functions. In the event of a positive test, there is a protocol in place that both parties must follow if the employee in question is going to \u2018return-to-duty.\u2019 We outline this protocol for you below:<\/p>\n\n\n\n<p><strong>Scenario 1: An Employee Tests Positive for Drugs<br><\/strong>With the safety-sensitive nature of the business, <a href=\"https:\/\/www.nationaldrugscreening.com\/blogs\/positive-drug-test-second-chance-or-termination\/\"><strong>positive drug tests<\/strong><\/a> are to be dealt with swiftly. An employer must remove an employee if he\/she tested positive even before receiving the written report. Once confirmation is received, the employee is no longer permitted to continue their work.<\/p>\n\n\n\n<p><strong>Scenario 2: An Employee\u2019s Specimen is Adulterated<br><\/strong>Similar to scenario one, an employee must be removed immediately if an employer is given confirmation of a doctored specimen. They should not wait for the written test report. The Department of Transportation will then request a direct observation test for the employee in question so they can return to work. A collector will observe them while they produce a specimen to ensure there is no further tampering.<\/p>\n\n\n\n<p><strong>Scenario 3: An Employee Tests Positive for Alcohol<br><\/strong>If an employer receives a test result of .04 or higher, the employee in question must be removed from safety-sensitive functions. If an employee yields a test result of .02-.039, that employee must be temporarily removed until further notice.<\/p>\n\n\n\n<p><strong>Scenario 4: An Employee Completes the Return-To-Duty Process<br><\/strong>If an employer agrees to allow the employee to return to safety-sensitive functions, he\/she must pass a return-to-duty test. This test can not take place until the employee in question has received treatment or education for the problem at hand. Again, this is not required but it is permitted if the employer chooses to allow it.<\/p>\n\n\n\n<p>At&nbsp;<a href=\"\/dot-compliance\/\">National Drug Screening<\/a>, we are experts in DOT Compliance and we would love to help you pass your next audit. We make sure you have all the proper paperwork and information you\u2019ll need to stay on track with the DOT drug screening regulations.<\/p>\n\n\n\n<p><em>To schedule consultation with one of our experts, call 866-843-4545 or click around on our&nbsp;<a href=\"https:\/\/www.nationaldrugscreening.com\/\">website!<\/a><\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>The&nbsp;Department of Transportation&nbsp;(DOT)&nbsp;has a strict set of drug screening rules and guidelines that employers and employees must follow to continue safety-sensitive functions. In the event of a positive test, there is a protocol in place that both parties must follow if the employee in question is going to \u2018return-to-duty.\u2019 We outline this protocol for you [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":52752,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_seopress_robots_primary_cat":"none","_relevanssi_hide_post":"","_relevanssi_hide_content":"","_relevanssi_pin_for_all":"","_relevanssi_pin_keywords":"","_relevanssi_unpin_keywords":"","_relevanssi_related_keywords":"","_relevanssi_related_include_ids":"","_relevanssi_related_exclude_ids":"","_relevanssi_related_no_append":"","_relevanssi_related_not_related":"","_relevanssi_related_posts":"51052,50935,51160,51229,51031,50938","_relevanssi_noindex_reason":"","footnotes":""},"categories":[68,80,47],"tags":[],"acf":[],"_links":{"self":[{"href":"https:\/\/www.nationaldrugscreening.com\/wp-json\/wp\/v2\/posts\/51169"}],"collection":[{"href":"https:\/\/www.nationaldrugscreening.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.nationaldrugscreening.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.nationaldrugscreening.com\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.nationaldrugscreening.com\/wp-json\/wp\/v2\/comments?post=51169"}],"version-history":[{"count":0,"href":"https:\/\/www.nationaldrugscreening.com\/wp-json\/wp\/v2\/posts\/51169\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.nationaldrugscreening.com\/wp-json\/wp\/v2\/media\/52752"}],"wp:attachment":[{"href":"https:\/\/www.nationaldrugscreening.com\/wp-json\/wp\/v2\/media?parent=51169"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.nationaldrugscreening.com\/wp-json\/wp\/v2\/categories?post=51169"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.nationaldrugscreening.com\/wp-json\/wp\/v2\/tags?post=51169"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}