When an employee in a safety-sensitive role violates drug or alcohol regulations, returning to work isn’t as simple as clocking back in. The Return-to-Duty (RTD) process, governed by the U.S. Department of Transportation (DOT), ensures that only fully compliant individuals and those who are drug-free are reinstated to duty.
In this blog, we’ll walk you through what an RTD drug test is, who needs it, and what the process involves.
A Return-to-Duty (RTD) drug test is a mandatory screening for employees who have violated drug and alcohol regulations. Required by the DOT, this test is the final step before someone can return to a critical safety role. The employee must test negative for drugs and/or alcohol to be considered eligible for reinstatement. While RTD testing is most commonly associated with DOT-regulated industries, many private employers also adopt similar procedures to uphold workplace safety standards.
Generally, return-to-duty tests are required for employees in safety-sensitive positions such as commercial drivers, airline staff, train operators, pipeline workers, and maritime employees who have violated drug or alcohol regulations. Non-DOT-regulated employers may also enforce RTD testing for employees who fail or refuse workplace drug tests, as part of their internal drug-free workplace policies.
An RTD test is required when an employee in a high-risk position has violated drug or alcohol regulations. This violation could stem from several reasons, including testing positive, refusing to take a test, or engaging in prohibited conduct related to substance or alcohol use. The RTD test is part of a structured process that includes an evaluation by a Substance Abuse Professional (SAP) and completion of any recommended education or treatments. Only after receiving a negative RTD test result can the employee return to their duties.
The RTD process is designed to assess and rehabilitate employees before they are allowed to return to work. Here are the steps of the RTD process:
1. Address Violation – Employee is removed from duties; employer provides list of DOT-qualified SAPs; MRO reports violation to DOT Clearinghouse.
2. SAP Evaluation – Employee meets with SAP to determine required education or treatment.
3. Education/Treatment – Employee completes SAP-recommended program.
4. Follow-Up Evaluation – SAP reviews progress and decides if the RTD test can be authorized.
5. SAP Report to Employer – SAP confirms completion and outlines follow-up testing plan.
6. Return-to-Duty Test – Once the SAP confirms compliance, the employer schedules the RTD drug and/or alcohol test. This test must result in a negative outcome before the employee can return to any critical safety duties. The violation must also be marked as “resolved” in the Clearinghouse before reinstatement.
7. Follow-Up Testing – Employee completes SAP-prescribed unannounced tests for 1–5 years.
In most cases, steps 1-5 and step 7 are handled by the hiring company. SRA Screening can take care of Step 6, providing reliable Return-to-Duty testing through our Drug Screening and Occupational Health Services.
The Return-to-Duty (RTD) process is more than just a regulatory requirement—it’s a structured opportunity for individuals to reestablish trust, regain eligibility, and return to work in roles where public and operational safety are paramount. Whether you’re an employer striving to maintain compliance or an employee working to get back on track, understanding the RTD process is essential.
From the initial SAP evaluation to follow-up testing, each step is designed to ensure that substance use violations are addressed seriously and responsibly. With evolving laws, staying informed is more important than ever.
At SRA Screening, we’re here to support both employers and employees through every stage of the hiring process and drug testing journey. Our expert screening services, industry knowledge, and commitment to safety help organizations build healthy, compliant workplaces—and empower individuals to overcome setbacks with integrity.
SRA Screening partners with experienced professionals to support both employers and employees through this process. We offer comprehensive drug and health screening services to help build safe, drug-free workplaces while supporting employee well-being.
Reach out to us now and ensure workplace safety!
An RTD test is required when an employee in a DOT-regulated or safety-critical role violates drug or alcohol policies. This includes failing a drug or alcohol test, refusing to take a test, or engaging in prohibited conduct such as using substances while on duty. The test is part of a mandatory process before the employee can return to regulated job functions.
No. Completing a treatment or education program is just one part of the RTD process. You must also undergo a follow-up evaluation by a Substance Abuse Professional (SAP), designated by your employer and pass a DOT-compliant Return-to-Duty test before being considered for reinstatement. Only a verified negative result clears you for duty.
In most cases, the employee is responsible for the costs associated with the SAP evaluation, treatment program, and RTD testing.
If you fail the RTD test, it is up to your hiring company to determine the next steps. This may include restarting the SAP process, undergoing a new evaluation, and completing any revised treatment or education recommendations. You will be responsible for any associated costs. You cannot return to regulated job duties until all requirements are met, and you receive a negative RTD result.
The RTD process timeline can vary widely depending on the individual’s situation. The timeline largely depends on the outcome of the initial assessment by the Substance Abuse Professional (SAP). Treatment and education program lengths are determined based on the severity of the violation and the employee’s needs, so the exact duration is not known until after the assessment is completed.
DISCLAIMER: This blog post is for informational purposes only and is not legal advice. Please consult a qualified professional before making any decisions.
The FCRA is enforced federally, but states may also enforce it and have their own consumer reporting laws. You may have additional rights under state law. For more information, contact your state or local consumer protection agency or your state attorney general.
In today’s hiring landscape, background checks play a critical role in helping
When an employee in a safety-sensitive role violates drug or alcohol regulations,
Get updates, exclusive offers, and insights straight to your inbox.
