Showing Posts In "Drug and Alcohol Screening" Category

Employer’s Guide to Hair Drug Testing

Organizations understand the critical need for a drug-free workplace. A robust drug screening program can help employers avoid hiring illicit drug users. In this guide, learn the essentials of hair drug testing: what is it, its benefits, when to use it, how much it costs, the ROI associated with it and how HireRight can help […]

Vermont Attorney General Publishes Guide to Marijuana in the Workplace

As a precursor to the enactment of Vermonts July 1, 2018, recreational marijuana law, the Vermont Office of the Attorney General released the Guide to Vermonts Laws on Marijuana in the Workplace to address key factors regarding the states marijuana laws and guides employers on the topic of drug testing in the workplace. For example, […]

Medical Pot Use Raises Concerns

According to Dr. David C. Randolph, a Milford, Ohio-based occupational physician, opioids, in the early 90s, were not considered to be addictive and they were widely prescribed for pain management something eerily familiar to medical marijuana laws. A 2017 survey revealed that 83% of Americans believe doctors should be able to prescribe marijuana to patients, […]

Maines New Recreational Marijuana Law Permits Employers to Enforce Policies Restricting Use

On May 2, 2018, an amended law permits employers in the state of Maine to enforce workplace policies restricting the use of marijuana and to take disciplinary action in accordance with those workplace policies. The original law prohibited employers from refusing to employ a person who used marijuana outside of the employers property, while the […]

Company Fired Employee for Participation in Medication-Assisted Treatment for Drug Addiction, Federal Agency Charged

Foothills Child Development Center was found to have violated federal law under the Equal Employment Opportunity Commission (EEOC) when it terminated employee Leon Dabrowski, after he disclosed his participation in a supervised medication-assisted treatment (MAT) program. The afterschool teacher was hired to work at the Easley, S.C., facility, but was fired just 30 minutes into […]

Cannabis Use Across Industries and Occupations: What Can A Business Do?

Nine states and the District of Columbia now have legalized marijuana for recreational use. Twenty additional states allow medical marijuana and the numbers are expected to grow. Employers are finding it difficult to comply with both state and federal laws since marijuana still remains a Schedule I illegal drug under the Controlled Substance Act. In […]

Cannabidiol and Drug Tests

Cannabidiol (CBD), one of approximately 400 compounds found in cannabis, does not produce a high, but research surrounding its use is in its early phases. So far, studies have revealed that CBD may benefit medical and therapeutic issues such as seizures, PTSD, neurological diseases, pain, cancer, inflammation and mood disorders. Sara Jane Ward, assistant professor […]

Marijuana in the Workplace Balancing Competing Obligations

Although many states have legalized marijuana for medicinal and recreational use, the drug still remains a Schedule 1 controlled substance under federal law. The Cole Memo of 2013 stated that a few key marijuana enforcement priorities were particularly important to the federal government, such as preventing distribution to minors and revenue from marijuana sales going […]

Employer Drug-Testing in Smoklahoma

Although Oklahomas medical marijuana laws now dictate that an employer cannot discriminate against a person in hiring or termination or otherwise penalize a person due to the persons status as a medical marijuana older or as a result of a positive drug test, there are little changes to existing random drug testing policies. In fact, […]

Reasonable Suspicion Justifies Drug Testing of Teacher

When a school district received reliable evidence that a teacher may be under the influence of drugs while on the job, it may command the teacher to submit to a drug test. If the teacher tests positive for drugs, the school district may terminate the teacher for violation of school district policy and immortality under […]

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