A First Call That Sets the Tone
When a workplace drug test comes back positive or an employee refuses to test, the first call an employer makes often sets the course for everything that follows. April Gatison, owner of Blueline Konnect Screening Solutions in Atlanta, fields those calls regularly. Her answers focus less on regulations in the abstract and more on the sequence of decisions an employer has to make in the first hour.
Question 1: Can the Employee Keep Working Today?
Gatison starts with two questions of her own. "The first thing I ask is whether the test is DOT or non DOT and whether the positive result has been verified by a Medical Review Officer (MRO)." She also wants to know the employee's job duties, particularly whether they perform safety-sensitive work.
The distinction matters because the rules diverge sharply. "For DOT testing, once there is a verified positive result or a confirmed refusal, the employee must be removed from safety-sensitive duties immediately. For non-DOT testing, the employer must follow its company policy and applicable laws."
She also flags a common misunderstanding about timing. "I also explain that an initial positive screening is not always a final positive result." Her stated priority is making sure employers understand that difference, protect workplace safety, and follow proper procedures before making employment decisions.
For readers new to the terminology, the U.S. Department of Transportation maintains public guidance on its drug and alcohol testing rules, and the role of the Medical Review Officer is defined under federal workplace testing standards.
Question 2: What the Online Pages Leave Out
Search results for DOT and drug testing tend to explain regulations. Gatison says the calls she gets are about something more immediate. "Most employers are concerned about what they should do immediately. They want to know whether the employee can finish their shift, whether they should send them home, how to document the situation, and what happens next."
A second recurring theme is terminology. "Another common concern is understanding the difference between a refusal, an insufficient specimen, and a positive result. These situations do not always have the same requirements."
Her broader point is that written rules do not cover the human side of a collection. "Online resources explain regulations, but they don't always help employers understand how to handle difficult conversations, employee reactions, confidentiality, or unexpected situations during testing. Employers often need guidance on the process, not just the regulations."
That gap between written rule and live situation is where a third-party administrator or collection site tends to earn its place in an employer's workflow.
Question 3: The Decision Employers Make Too Fast
Asked what employers decide prematurely, Gatison points to one assumption in particular. "One of the biggest mistakes employers make is assuming that a positive screening automatically means the employee should be terminated."
Her recommendation is procedural patience. "I encourage employers to make sure the result has gone through the proper confirmation and verification process before making final employment decisions. They also need to understand the difference between DOT requirements and their own non DOT workplace policies."
Even in regulated settings, she draws a line between two separate actions. "For DOT regulated employees, removal from safety sensitive duties is mandatory once a verified violation is reported, but that does not automatically mean termination is required."
The Practical Takeaway
Gatison's answers point to a short checklist for employers facing a positive or refused test: confirm whether the test is DOT or non-DOT, confirm whether an MRO has verified the result, review the employee's safety-sensitive duties, and check the company's own written policy before deciding anything about employment status.
Her stated goal is straightforward. "My goal is to help employers understand the testing process, avoid unnecessary mistakes, and make informed decisions while maintaining workplace safety and compliance."
For employers building or revisiting a testing program, the Substance Abuse and Mental Health Services Administration publishes workplace drug testing resources, and the Occupational Safety and Health Administration addresses workplace safety obligations more broadly. Gatison's contribution is a reminder that the first phone call after a positive result is often where compliance is either handled correctly or mishandled.