If the SAP recommends the employee to be able to return to safety-sensitive duty, it is the employer’s responsibility to schedule an observed RTD DOT drug test for the employee. The employee’s eligibility status is contingent upon a negative result for this DOT drug test. The decision to hire or return the eligible employee to work is at the discretion of the employer.

There is no specific timeline for the RTD process. This process is unique to each employee and will be contingent on the SAP's clinical evaluation of the employee, recommended treatment and/or education completion and negative urine drug screen.

For the employee, the RTD process begins with a face-to-face substance abuse evaluation conducted by a Substance Abuse Professional (SAP). These professionals are required to complete additional specialized training requirements set forth by the DOT 49 CFR Part 40 to become qualified DOT SAPs. Following the evaluation, the SAP makes treatment and/or educational recommendations that the employee is required to complete. Once the employee has successfully complied with the recommendations, a follow-up face-to-face evaluation is scheduled with the same qualified DOT SAP. Based upon the follow-up evaluation, the SAP issues a written determination of the employee’s eligibility (or ineligibility) to perform a safety sensitive job.

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Driver violation records will be available in the Clearinghouse for five years from the date of the violation determination, or until the violation is resolved through the successful completion of the return-to-duty (RTD) process and follow-up testing plan, whichever is later. See 49 CFR 382.719.