The Disa Return-to-Duty (RTD) process is essential for employees who have violated their employer’s drug and alcohol policy, particularly in safety-sensitive industries. Designed to ensure both compliance and workplace safety, this process includes multiple steps that employees and employers must understand to complete successfully. This guide breaks down the key elements of the RTD process, including the role of Substance Abuse Professionals (SAPs), post-treatment steps, and common FAQs.
What is the Return-to-Duty (RTD) Process?
A Return-to-Duty drug test is conducted when an employee has violated a DOT drug and alcohol policy. This violation typically falls under one of three categories:
Return-to-Duty drug tests are performed after one of three (3) incidents occur:
- Positive Drug or Alcohol Test Result
If an employee tests positive for drugs or alcohol while performing work-related tasks or during a routine test, they are immediately disqualified from their duties. This positive result triggers the initiation of the RTD process. - Refusal to Take a Required Drug or Alcohol Test
Refusing to participate in a mandatory drug or alcohol test equates to a violation of the company’s drug policy. Such refusals are treated with the same seriousness as a positive test result and require the employee to undergo the RTD process before resuming work. - Violation of Specific Drug or Alcohol Rules
Employees who breach particular workplace drug or alcohol policies, whether through improper conduct or policy noncompliance, are required to complete the RTD process. This ensures accountability and reinforces a culture of safety.
Once a violation occurs, the employee is referred to a certified SAP to begin the RTD process. One of the most critical components of this process is completing a treatment or education program tailored to the violation.
The Substance Abuse Professional (SAP)
What is a Substance Abuse Professional (SAP)?
A Substance Abuse Professional, or SAP, is a certified professional who evaluates employees who have breached drug and alcohol regulations. SAPs play a pivotal role in ensuring the affected employee receives the education and treatment they need before being cleared to return to work. They are certified through exams such as the Certified Substance Abuse Program Administrators (C-SAPA) certification.
What Does an SAP Do?
An SAP performs evaluations and makes recommendations for treatment. Here’s what happens when an employee works with an SAP:
- Initial Evaluation: The SAP conducts a face-to-face interview with the employee to assess their situation, substance use history, and relevant circumstances.
- Treatment/Program Recommendation: Based on the findings, the SAP determines educational courses, counseling, or treatment programs the employee must complete.
- Follow-Up Evaluation: After the employee finishes the treatment plan, the SAP decides whether they are fit to take an RTD drug test and potentially resume their job duties.
How Do I Find an SAP?
Finding a qualified SAP is necessary to ensure compliance with company and federal requirements. Employers and employees can explore networks like DISA’s list of certified SAPs or contact SAP referral services for assistance in locating professionals nearby.
What Happens After the Treatment is Completed?
Once an employee completes their SAP-recommended treatment, they are required to undergo a follow-up evaluation with the same SAP. After meeting the criteria set forth in this assessment, they can proceed to the following steps:
- RTD Drug Test: This is a directly observed test that ensures the employee has adhered to the treatment plan. A negative result is needed for the employee to be cleared.
- Follow-Up Testing Schedule: The SAP will provide the employer with a schedule that includes at least six directly observed drug tests within 12 months, though testing could extend to five years.
- Return to Work: Upon completing the RTD test with a negative result, the employee may return to duty in their designated role, provided all program rules have been followed.
What Happens After the Treatment is Completed?
Once an employee completes their SAP-recommended treatment, they are required to undergo a follow-up evaluation with the same SAP. After meeting the criteria set forth in this assessment, they can proceed to the following steps:
- RTD Drug Test: This is a directly observed test that ensures the employee has adhered to the treatment plan. A negative result is needed for the employee to be cleared.
- Follow-Up Testing Schedule: The SAP will provide the employer with a schedule that includes at least six directly observed drug tests within 12 months, though testing could extend to five years.
- Return to Work: Upon completing the RTD test with a negative result, the employee may return to duty in their designated role, provided all program rules have been followed.
Frequently Asked Questions
My employee is returning after being on leave. Should they take a Return-to-Duty test?
No. Employees returning from a medical leave or seasonal layoff are not required to take an RTD test. Instead, they may need to undergo a pre-employment drug test according to their employer’s policy.
What’s the difference between an RTD and a Pre-Employment Test?
RTD tests are conducted after an employee violates a drug or alcohol regulation and are observed by a same-sex professional to maintain test integrity. Pre-employment tests, however, are standard screenings required before starting a job or returning after a break in employment and do not require direct observation.
What is the Return-to-Duty process?
The RTD process involves multiple steps, including removing the employee from safety-sensitive duties, referring them to an SAP, completing a treatment program, passing follow-up evaluations, and undergoing frequent follow-up tests.
How many follow-up tests have to be taken?
The DOT and many employer policies require at least six follow-up tests within the first 12 months after returning to work. However, additional tests may be scheduled at the SAP’s discretion over a five-year period.
Do follow-up tests replace random testing?
No. Follow-up tests are separate from an employer’s random drug testing program. Employees are still required to participate in random testing alongside their follow-up schedule.
What is my suspension time?
Suspension times vary based on company policies and the number of violations. For instance:
- A first-time offender may face a six-month suspension.
- A second violation could result in three years of ineligibility.
- Additional breaches can lead to prolonged suspensions or permanent disqualification in some industries.
What is the role of a Substance Abuse Specialist in the Return-to-Duty Process?
The SAP evaluates the employee, recommends appropriate treatment, and monitors progress throughout the process. By coordinating with the employer, the SAP ensures that both the company’s compliance standards and the employee’s rehabilitation needs are met.
What do I do once I have completed my program?
After finishing the SAP-recommended program, employees must:
- Meet with the SAP for a follow-up evaluation.
- Notify their employer to schedule an RTD test.
- Pass the test and adhere to the follow-up testing schedule as assigned by the SAP.
Final Thoughts
The Return-to-Duty (RTD) process is a structured approach to ensuring employees who violate drug and alcohol regulations can safely and ethically re-enter the workplace. By working closely with SAPs, abiding by treatment plans, and completing follow-up testing, employees demonstrate their commitment to compliance and safety. For employers, implementing this process supports a culture of accountability while keeping workplaces safe and productive.
Employers and employees should leverage resources like DISA’s network of SAPs and consult certified professionals to streamline this process. With a thorough understanding of the RTD process, organizations can maintain safety standards while helping employees regain trust and their careers.