When a Test Comes Back Positive What Happens Next Matters More Than You Think
Most HR and Safety Managers hope they never have to deal with a positive drug or alcohol test. But when it does happen, what you do next can shape your company culture, impact safety outcomes, and even determine your legal exposure. Let’s talk about how to handle those tough moments with a clear head and a solid plan.
Policy Based Decisions Start Before the Test Does
A solid disciplinary action plan begins long before someone ever pees in a cup. Your company policy is your foundation. That means written rules that explain not only your drug and alcohol standards, but also the consequences of a violation. These rules should be clear, consistent, and aligned with both your values and industry demands.
When a positive result comes back, your policy should guide your next steps. But it’s important to note that it is not going to be the same for everybody. The response may depend on the employee’s role. Someone operating machinery in Nampa may pose a very different risk than someone working at a desk in downtown Boise.
Other factors might include the severity of the result, prior infractions, or participation in an Employee Assistance Program. Some cases call for support. Others may demand action. Either way, the plan should be written down, applied consistently, and backed by leadership.
Options For Disciplinary Actions That Fit The Situation
When a positive test result hits your inbox, you’re not limited to two extremes of keeping the employee or firing them on the spot. Suspension or reassignment to non-safety-sensitive tasks can give you time to review the case and make a decision that fits both the person and the risk involved.
In more serious cases, especially where policies are blatantly ignored or safety is compromised, termination may be the right path. This is to protect your workplace and give a message that safety and responsibility is taken seriously.
Stay Compliant With The Law Without Losing Control Of Your Standards
This is where it can get tricky. Federal and Idaho state laws, including the Americans with Disabilities Act (ADA), may affect how you handle drug or alcohol use in the workplace. If an employee discloses a medical condition tied to substance use, or is actively seeking treatment, there may be legal protections in place.
But protection doesn't mean no accountability. You still have the right to enforce your policies. Especially when safety is involved. You have to avoid retaliation and treat every case professionally and consistently.
Work with legal counsel when needed, and lean on your drug testing partner for documentation and clarity. This is one place where being reactive can land you in hot water. Be prepared instead.
How Fastest Labs Meridian Helps You Do This Right
We’re more than just test collectors. At Fastest Labs in Meridian, we work with HR and Safety Managers across the Treasure Valley to build complete drug testing programs. Including what happens after a positive result.
We help you write clear policies, provide fast and accurate results, and guide you through next steps. Need confirmation testing or documentation for a termination case? We’ve got you covered. Want to build a program that’s firm, fair, and keeps you in compliance? That’s our specialty.
We know that how you handle tough situations shapes the culture you're building. Whether you're in Boise, Meridian, Nampa, or anywhere in between, we’re here to help you make those calls with confidence.
Let’s create safer workplaces together! One clear policy and one smart decision at a time.