---
title: Can OPTOVERA be used as the only basis for disciplinary action?
description: OPTOVERA Terms of Service prohibit using results to support disciplinary action or dismissal, whether alone or combined with other information.
---

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# Can OPTOVERA be used as the only basis for disciplinary action?

## The Terms prohibit using results as disciplinary evidence, alone or with other information.

No. The OPTOVERA Terms of Service do not permit OPTOVERA results to be used as evidence supporting disciplinary action or termination of employment, whether alone or together with other information.

OPTOVERA does not make employment, disciplinary, or fitness-for-duty decisions on behalf of the Customer. An Alteration Detected result is not evidence of wrongdoing and does not prove impairment, misconduct, alcohol use, drug use, or any other specific cause.

An Alteration Detected result is a preventive safety signal. It prompts a pause, a confirmation measurement, and review under the organization’s internal safety procedure before the User performs safety-critical work.

This does not prevent temporary protective measures, such as a confirmation measurement, temporary restriction from safety-sensitive activities, or temporary reassignment, where permitted by law and supported by qualified human review. Such measures are not disciplinary findings.

Any employment-related decision remains the responsibility of the Customer organization and must follow its internal policies, applicable procedures and law, and required human review.

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