Source: http://ohsinc.com/info/state-drug-testing-laws/
Timestamp: 2014-08-22 21:37:08
Document Index: 125340076

Matched Legal Cases: ['§25', '§48', '§38', '§41', '§23', '§34']

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Go State Drug Testing Laws
State drug testing laws change from time to time. So, not all legislation newly enacted in 2012-2013 may have yet been incorporated here.New state drug testing laws are being added or revised by the state governments on a continuing basis. OHS, Inc. is primarily a Third Party Administrator (TPA) of Drug-Free Workplace Programs and employee drug testing services. We are not a law firm and this information about state drug testing laws is provided to you for general reference purposes only and is not intended as legal advice.
If you are the Human Resources Director or Safety Officer at your company or organization and you need additional information regarding state drug testing laws or Workers’ Comp laws in your state, please call us at 1-800-456-4647 x205 with your questions. We’ll be glad to help you as much as we can! Click on a state name below to access an abstract of its workplace-related state drug testing laws.
Alabama Code §25-5-330 et seq.
Testing authorized, including random testing and testing on reasonable suspicion, as part of fitness-for-duty exam, after on- the-job injury, or as follow-up to a rehabilitation program. Employees must receive 60 days' advance notice of testing policy, which must be conspicuously posted.
Testing authorized, including random testing, for job-related purpose, consistent with business necessity. Thirty days' notice and a written policy statement must be given to employees. Discipline or discharge for positive test or refusal to submit to test. School bus drivers subject to random testing and discipline under separate provisions.
Testing authorized when there is probable cause to suspect substance abuse and employee holds job in which impairment would pose a danger, or during annual employee physical, if employee is given 30 days' notice. Random testing permitted so long as specific procedure in the law is followed using a computer-based random number generator that matches employee’s social security number or payroll identification number (selection from entire employee pool, full time employee pool or safety sensitive employee pool). Substance abuse evaluation and opportunity for treatment required for first positive test result. Discipline or discharge authorized for subsequent positive result or failure to complete treatment.
Opportunity for test subject to explain or rebut positive findings and to request confirmation through retesting. Confidentiality of test results, records of positive test removed from personnel file when employee terminates if treatment program was successfully completed.
Testing authorized of state employees holding safety-sensitive jobs and individuals taking office as governor, lieutenant governor, or attorney general, but only if there is reasonable suspicion of substance abuse, as evidenced by a workplace accident or medical emergency that could be attributed to drug use, by direct observation of impaired performance, by information that the employee is using drugs, or by physical signs of on-the-job drug use. Employee testing positive for the first time must have opportunity to undergo drug evaluation and recommended treatment.
Employee testing authorized, but employer may not discharge an employee on the basis of first-time positive test findings. Employees who are discharged for drug use, on or off the job, may be disqualified from receiving unemployment compensation. Employees of state contractors subject to random testing.
Employee testing authorized after an accident, as part of an employee assistance program, when there is reasonable suspicion of substance abuse, or part of annual physical exam, provided employee has two weeks' advance notice. Random testing authorized of employees in safety-sensitive jobs. Employer may suspend or transfer employee testing positive pending outcome of confirming test. Discharge authorized only if employee refuses or fails to complete treatment.
Employee testing authorized on reasonable suspicion of substance abuse, in connection with rehabilitation or treatment, as part of routine physical exam, or if collective bargaining agreement authorizes random testing. Discharge authorized if employee tests positive or refuses test.
Neb. Rev. Stat. §48-1901 et seq.
Private employers with six or more employees; public employers.
Employee testing authorized without restriction. Discipline or discharge authorized after a confirming positive test or refusal to submit to test.
Confirming test in case of positive findings, option for blood test after positive breath test, and methods to ensure confidentiality of test findings.
Applicant testing authorized with advance notice to applicant and after offer of employment has been made.
Employee testing authorized on reasonable suspicion of substance abuse, for new hires, after an accident, and as follow-up to a treatment program.
Documentation showing chain of custody and confirming test in case of positive findings. A written policy statement.
Applicant testing authorized with advance notice to applicant and after offer of employment has been made. Notice to be in writing, describing methods, procedures, and policies in detail.
Employees testing authorized on 30 days' advance notice to employees of policy describing the potential discipline for positive test result.
Procedures must ensure privacy and confidentiality of results. Confirming test in case of positive findings.
S.C. Code §38-73-500,§41-1-15
Testing authorized, including random testing, with follow-up tests within 30 minutes of initial test.
Positive test results in writing to employee within 24 hours. Written notification of testing program when implemented or upon hire.
S. Dak. Cod. Laws Ann. §23-3-64
Testing authorized of applicants for safety- sensitive state jobs after offer of employment, but public announcements and advertisements must carry notice of drug-testing requirements.
Testing authorized of state employees holding safety-sensitive jobs if there is reasonable suspicion of substance abuse.
Availability of test findings to applicants and employees on written request and methods to ensure confidentiality of test findings.
Testing of Corrections Department employees authorized if there is reasonable suspicion of substance abuse. Employees who test positive subject to appropriate disciplinary action, but counseling and rehabilitation must be offered.
Utah Code Ann. §34-38-1 et seq.
Private employers, local government entities, and state institutions of higher education.
No restriction on applicant testing in the private sector. Local governments and state colleges may test applicants pursuant to a written policy and with advance notice to applicant. Positive results or refusal to test grounds for not hiring.
Employee testing authorized pursuant to employer's written policy, distributed to all employees, in cases of possible employee impairment, workplace accidents or theft, safety maintenance, or productivity/quality/security maintenance. Employees who test positive or refuse to be tested are subject to referral for rehabilitation or disciplinary action, including discharge.
Documentation showing chain of custody from time of collection and confirming test in case of positive findings. Testing authorized for employees of local government entities and state institutions of higher education for postaccident investigations, reasonable suspicion situations, preannounced periodic testing, and random testing in safety-sensitive positions or when required by federal law.
The state drug testing laws listed above are for informational purposes only and should not be construed as legal advice. The state drug testing laws on this page may become outdated at any point in time. Therefore, if you are an employer, it is best to give us a call to learn the most current information about drug testing in your specific state: 1.800.457-4647 ext. 205.
In our offices, we have a more up-dated and comprehensive listing of state drug testing laws for each state than the limited information offered below through the links we provide from a .gov (government) site. However, the resources we use in our offices are by paid subscription from a third party and copyright protected. Therefore, we cannot reprint the information on our site…nor are we permitted to duplicate it, mail, or fax copies. Thank you for understanding!
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