Test results and other confidential information may be released only to the employer and to the substance abuse professional. Employers are required to keep records of their alcohol prevention programs and the tests that have been performed. Your local DOT office or local alcohol testing service can provide more information about prevention policies and training sessions. Although the procedures for alcohol testing and drug testing are similar, there are some differences. Similar to alcohol testing, the employer is responsible for implementing a drug testing program.
Drug testing is conducted by analyzing an employee's urine specimen.
The analysis should be performed at a laboratory that has been certified by the Department of Health and Human Services. The rules state that a driver who tests positive for drugs must be removed immediately from his or her driving responsibilities. This removal may not take place, however, until the medical review officer has interviewed the employee and determined that the positive drug test resulted from the unauthorized use of a controlled substance. Once dismissed, a driver may not return to his or her responsibilities until being evaluated by a substance abuse professional and complying with any recommended rehabilitation. Test results and other confidential information may be released only to the employer, the drug testing laboratory, and the medical review officer.