Presumptive Positive? Here's How to Take Control

It’s never a fun call to get. A presumptive positive drug test lands on your desk and now you’ve got to act fast, but smart. As an HR or Safety Manager, your next moves matter for both your company’s liability and for the individual involved. How you handle these moments can shape your company culture more than you might think.

Let’s walk through what really happens after that initial result and how you can manage the situation with confidence, care, and compliance.

Step One: Verifying the Results

The lab team immediately lets you know when a test result comes back as potentially positive, and they will set expectations right away. You’ll be told what happens next, how long it typically takes, and what your role is in the process.

From there, the original urine sample is sent to a federally certified laboratory. That’s where it goes through a more advanced level of testing, and a Medical Review Officer (MRO) gets involved.

If the result turns out to be negative at this stage, it usually comes back in a couple of business days. If more complex testing is needed, it may take several days. Either way, you should be kept in the loop.

The MRO plays a major role here. If they can tell right away that a result is caused by a legally prescribed medication, no further steps are needed. If not, they reach out to the employee multiple times to give them a chance to share pharmacy records or documentation. That’s why it’s important not to jump to conclusions early.

Step Two: Respectful Communication

Once you’ve been notified of a presumptive positive, it’s your responsibility to communicate with the employee. But you have to remember that how you do that matters. These conversations should always be private, professional, and discreet.

Your goal is to inform. Let them know that additional testing is underway and that final results are pending. Reassure them that the process is confidential and being handled by certified professionals.

During this time, avoid discussing the situation broadly or making assumptions about next steps. Protecting an employee’s privacy shows integrity and helps build trust throughout your workforce.

Working Toward Support and Rehabilitation

If the final result does come back positive and is verified by the MRO, the conversation shifts toward action. Depending on your company’s policy and the nature of the violation, you may need to move forward with disciplinary steps, temporary suspension, or a path toward rehabilitation.

This is where a well-written drug testing policy makes all the difference. Having clear expectations in place before you’re in this situation means less guesswork and more fairness for everyone involved.

In many businesses, offering access to counseling, treatment programs, or second-chance agreements can actually lead to stronger employee loyalty and long-term success. It’s about safety, yes, but also about growth and accountability.

Fastest Labs of Boise will be Backing You Every Step of the Way

Fastest Labs of Boise have worked with employers across Idaho and the Treasure Valley to create clear, effective drug testing programs that include everything from policy design to real-time support.

We keep you informed every step of the way. Our certified collectors, quick turnaround times, and relationships with federal labs and MROs mean you don’t have to do this process alone. You get reliable results, professional communication, and support that fits your needs.

Let’s make drug testing less about panic and more about progress. Contact us today and build a program that works for your team!