Why Every THC-Positive DOT Employee Deserves a Personalized Path Forward

Let’s talk about something that’s been happening far too often in DOT-regulated workplaces: employees who test positive for marijuana (THC) are being sent straight to education programs: no questions asked, no clinical assessment, no consideration of their actual needs.

This “cookie-cutter” approach might seem efficient, but it’s missing the mark. Here’s why:

Not All THC Use Is the Same

Just because someone tests positive for cannabis doesn’t mean they’re automatically fine after a quick education course. In fact, 10–12% of cannabis users may be dealing with a substance use disorder (SUD). That’s not something education alone can address.

Legal Doesn’t Mean Safe or Permitted

Cannabis might be legal in your state. You might even have a medical card. But under DOT regulations, THC is still prohibited for safety-sensitive employees. And legality doesn’t mean someone isn’t struggling with problematic use.

Feelings vs. Facts

Some SAPs may have personal beliefs about cannabis that influence their decisions. If every THC-positive case gets referred to education without a proper clinical evaluation, that’s a red flag. Clinical decisions should be based on evidence—not opinion.

What Should Happen Instead?

Every employee deserves a personalized recommendation. That means:

1. A thorough clinical assessment
2. Consideration of substance use history
3. Evaluation for signs of dependency or compulsive use
4. A tailored plan, whether that’s education, treatment, or both

This isn’t just about compliance. It’s about safety, recovery, and respect.

Final Thought

If you’re in this situation, advocate for yourself. Ask your SAP how they determined your referral. If it feels rushed or generic, you have the right to request a more thorough evaluation.

You’re not just a test result. You’re a person and your care should reflect that.

Would you like help turning this into a printable handout or internal training guide for SAPs? I’d be glad to help.

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