Source: http://trepanierlaw.com/whatsnew.asp?id=200911090500
Timestamp: 2013-05-23 00:33:46
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Matched Legal Cases: ['§ 181', '§ 382', '§ 40', '§ 219', '§ 240', '§ 40', '§ 655', '§ 40', '§ 120', '§ 40', '§ 199', '§ 40', '§ 4', '§ 16', '§ 40', '§ 26', '§ 707', '§ 252', '§ 221', 'art 219', 'art 40', '§ 221', '§ 181']

Overview of the Minnesota Drug and Alcohol Testing in the Workplace Act - Trepanier & MacGillis P.A. Law Firm - Minneapolis, Minnesota
6/1/2012 Overview of the Minnesota Drug and Alcohol Testing in the Workplace ActIn the State of Minnesota, most drug and alcohol testing of job applicants and employees is governed by the Minnesota Drug and Alcohol Testing in the Workplace Act, Minn. Stat. §§ 181.950 et seq. (“DATWA”). DATWA is one of the most restrictive state drug and alcohol testing statutes in the nation. Because of the complex requirements of DATWA, employers should consult with legal counsel before requiring job applicants and employees in the State of Minnesota to undergo drug or alcohol testing. Likewise, employees should become familiar with their rights and obligations under DATWA in connection with any drug or alcohol testing in the workplace. This article provides a detailed overview of the statute.
(1) the employees or job applicants subject to testing;
(2) the circumstances under which drug or alcohol testing may be requested or required;
(3) the right of an employee or job applicant to refuse to undergo testing and the consequences of refusal;
(4) any disciplinary or other adverse personnel action that may be taken based on a confirmatory test verifying a positive test result;
(5) the right of an employee or job applicant to explain a positive test result and pay for a confirmatory retest; and
(6) any other appeal procedures available.
• An employer must provide written notice of its drug and alcohol testing policy to all affected employees, to a previously nonaffected employee upon transfer to an affected position, and to a job applicant before any testing occurs if the job offer is contingent on passing a drug or alcohol test. • An employer must post a notice in an appropriate and conspicuous location on its premises that it has adopted a drug and alcohol testing policy and that copies of the policy are available for inspection during regular business hours.
• Job Applicant Testing: An employer may test a job applicant for drugs or alcohol only after making a conditional job offer of employment to the applicant. The employer must request or require the same test of all applicants conditionally offered employment for the same position. If an employer withdraws the job offer based on a positive test, it must inform the applicant of the reason for its decision.[9]
• Routine Physical Examination Testing: An employer may require an employee to undergo drug and alcohol testing as part of a routine physical examination provided that the drug or alcohol test is required no more than once annually and the employee has been given at least two weeks’ written notice that a drug or alcohol test may be requested or required as part of the examination.[10]
• Random Testing: An employer may request or require employees to undergo drug and alcohol testing on a random selection basis only if: (1) they are employed in a safety-sensitive position; or (2) they are employed as professional athletes if the professional athlete is subject to a collective bargaining agreement permitting random testing but only to the extent consistent with the collective bargaining agreement.[11] A “safety-sensitive position” is a job, including any supervisory or management position, in which an impairment caused by drug or alcohol usage would threaten the health or safety of any person.[12]
• Reasonable Suspicion Testing: An employer may request or require an employee to undergo drug and alcohol testing if the employer has a “reasonable suspicion"[13] that the employee:
(4) has caused a work-related accident or was operating or helping to operate machinery, equipment, or vehicles involved in a work-related accident.[14] • Treatment Program Testing: An employer may request or require an employee to undergo drug and alcohol testing if the employee: (1) has been referred by the employer for chemical dependency treatment or evaluation; or (2) is participating in a chemical dependency treatment program under an employee benefit plan. In such cases, the employee may be requested or required to undergo drug or alcohol testing without prior notice during the evaluation or treatment period and for a period of up to two years following completion of any prescribed chemical dependency treatment program.[15]
• No Arbitrary and Capricious Testing: Employers may not request or require drug or alcohol testing on an “arbitrary and capricious basis.”[16] Required Pre-Testing Acknowledgment Form
(1) The test result;[25]
(2) That the individual has the right to request and receive from the employer a copy of the test result report;[26]
(3) That the individual has the right to explain the positive test and the employer may request that the employee or job applicant indicate any over-the-counter or prescription medication that the individual is currently taking or has recently taken and any other information relevant to the reliability of, or explanation for, a positive test result;[27]
(4) That the individual has the right to a confirmatory retest (as discussed below);[28]
(5) If the individual is a current employee, that the employer is limited from imposing certain discipline and discharge (as discussed below);[29]
(6) If the individual is a job applicant, that the employer may not withdraw the offer based on a positive test result from an initial screening test that has not been verified by a confirmatory test.[30]
(1) An employer may not discharge, discipline, discriminate against, or request or require rehabilitation of an employee on the basis of a positive test result from an initial screening test that has not been verified by a confirmatory test.[34]
(2) An employer may not discharge an employee for whom a positive test result on a confirmatory test was the first such result for the employee on a drug or alcohol test requested by the employer unless: (1) the employer has first given the employee an opportunity to participate in, at the employee’s own expense or pursuant to coverage under an employee benefit plan, either a drug or alcohol counseling or rehabilitation program, whichever is more appropriate, as determined by the employer after consultation with a certified chemical use counselor or a physician trained in the diagnosis and treatment of chemical dependency; and (2) the employee has either refused to participate in the counseling or rehabilitation program or has failed to successfully complete the program, as evidenced by withdrawal from the program before its completion or by a positive test result on a confirmatory test after completion of the program.[35]
(3) An employer may, however, temporarily suspend the tested employee or transfer that employee to another position at the same rate of pay pending the outcome of the confirmatory test and, if requested, the confirmatory retest, provided the employer believes that it is reasonably necessary to protect the health or safety of the employee, coemployees, or the public. An employee who has been suspended without pay must be reinstated with back pay if the outcome of the confirmatory test or requested confirmatory retest is negative.[36]
(4) An employer may not discharge, discipline, discriminate against, or request or require rehabilitation of an employee on the basis of medical history information revealed to the employer pursuant to the drug and alcohol testing verification process unless the employee was under an affirmative duty to provide the information before, upon, or after hire.[37]
(5) An employer may not retaliate against an employee for asserting rights and remedies provided in DATWA.[38]
(1) Decide which employees will be tested;
(2) Decide which types of tests will be conducted (e.g., job applicant, routine physical examination, random, reasonable suspicion, and/or treatment program testing);
(3) Confirm that employees included in the random testing pool meet the statutory definition of “safety sensitive employees” (or are professional athletes subject to random testing under a collective bargaining agreement);
(4) Draft a legally compliant written drug and alcohol testing policy;
(5) Distribute the written drug and alcohol testing policy to all affected job applicants and employees;
(6) Obtain a signed acknowledgment from all affected job applicants and employees confirming that they have seen a copy of the employer’s drug and alcohol testing policy prior to testing;
(7) Post a notice in a conspicuous location announcing adoption of the drug and alcohol testing policy;
(8) Adopt a procedure for implementing random selections throughout the year (or retain a third party vendor for this function);
(9) Select one or more suitable collection sites familiar with workplace drug and alcohol testing requirements;
(10) Retain a Medical Review Officer (MRO) to review all positive test results;
(11) Draft appropriate consent forms, checklists, and notices to help administer the program and comply with DATWA;
(12) Appoint an individual (e.g., Human Resources Director) to serve as the drug and alcohol testing program administrator; and
(13) Adopt a separate drug and alcohol testing program for all “regulated” employees subject to mandatory federal drug and alcohol testing requirements (e.g., commercial drivers subject to Federal Motor Carrier Safety Administration (FMCSA) drug and alcohol testing regulations).
The State of Minnesota has adopted some of the most complex and restrictive regulations governing workplace drug and alcohol testing programs around the country. Because of the unique requirements of DATWA, employers should consult with legal counsel familiar with state and federal drug testing laws before requiring job applicants and employees in the State of Minnesota to undergo drug or alcohol testing. Similarly, employees should become familiar with their rights and obligations under DATWA in connection with any drug or alcohol testing in the workplace. If an employee has failed a drug or alcohol test conducted in the State of Minnesota, they may wish to consult with legal counsel to understand their rights. If you are an employee or employer in need of legal assistance regarding Minnesota drug and alcohol testing laws, contact any of the Trepanier & MacGillis P.A. employment attorneys.
About the Author: Trepanier & MacGillis P.A. attorney Craig W. Trepanier has extensive experience in the area of workplace drug and alcohol testing. Craig may be reached at 612-455-0502 or craig@trepanierlaw.com. For more information, visit www.minnesotadrugtestinglaw.com. Annotations
49 C.F.R. § 382 and 49 C.F.R. § 40
49 C.F.R. § 219, 49 C.F.R. § 240 and 49 C.F.R. § 40
49 C.F.R. § 655 and 49 C.F.R. § 40
14 C.F.R. § 120 and 49 C.F.R. § 40
49 C.F.R. § 199 and 49 C.F.R. § 40
46 C.F.R. § 4, 46 C.F.R. § 16, and 49 C.F.R. § 40
10 C.F.R. § 26
Energy Department Workers
10 C.F.R. § 707
Defense Contractor Workers
48 C.F.R. § 252.223-7004
[5] See Minn. Stat. § 221.031, subd. 10 (“The state of Minnesota, a political subdivision of the state, or any person required to comply with the alcohol and controlled substances testing requirements of Code of Federal Regulations, title 49, part 219, 382, 653, or 654, is exempt from sections 181.950 to 181.957 [DATWA] if the testing also complies with the procedures for transportation workplace drug and alcohol testing programs in Code of Federal Regulations, title 49, part 40.”); see also Minn. Stat. § 221.605, subd. 1(b) (An interstate carrier or private carrier engaged in interstate commerce who complies with federal regulations governing testing for controlled substances and alcohol is exempt from the requirements of sections 181.950 to 181.957 [DATWA] unless the carrier's drug testing program provides for testing for controlled substances in addition to those listed in Code of Federal Regulations, title 49, section 40.85. Persons subject to this section may test for drugs, in addition to those listed in Code of Federal Regulations, title 49, section 40.85, only in accordance with sections 181.950 to 181.957 and rules adopted under those sections.)
[39] Minn. Stat. § 181.853, subd. 4. Related topics: