Mandating workplace drug testing

For additional information, please check the following resources: Best practices to help ensure that Healthcare networks, which attend to some of America’s most vulnerable citizens – from seniors to newborns – can most ably protect their patients’ safety and welfare. Todd Simo joined Hire Right in 2009 and currently serves as the Chief Medical Officer working out of the Charlotte, North Carolina office.He has vast experience and training in Family, Occupational and Addiction medicine.Many employers require their employees to submit to drug testing both before and after being hired. Many private employers require that their employees undergo drug testing.Most of the time after being hired an employer requires reasonable suspicion before having an employee take a drug test. What does having a "reasonable suspicion" to test for drugs mean? Can my employer randomly test me for drugs without having reasonable suspicion? I was involved in an accident and my employer wants me to undergo a drug test, is that legal? I'm involved in a counseling or rehabilitation program for drug use through an employment assistance program (EAP). State and local laws vary in the way that they protect private employees' privacy.INTRODUCTION “The impairment of individual liberties cannot be the means of making a point…symbolism, even symbolism for so worthy a cause as the abolition of unlawful drugs, cannot validate an otherwise unreasonable search.” These words, spoken by U. Supreme Court Justice Scalia in his dissenting opinion in National Treasury Employees Union v. But unfortunately, suspicionless drug testing of employees, especially in the private sector, has been steadily growing since 1986. 656 (1989), underline the importance of rejecting random drug testing of employees to combat the drug problem facing this nation.To learn more about the Drug-free Workplace Act, visit the Department of Labor’s (DOL) Drug-free Workplace Advisor.The other category includes laws designed to protect the basic civil rights of American workers.

Already, the growing awareness of health concerns, and drug education and prevention programs have contributed to a decline in drug use in this country.

These statutes provide special legal protections to certain kinds of employees.

They set clear limits on how far an employer can go in investigating and establishing consequences for employee drug use.

There are two changes which the notice proposes to correspond with Part 40: In addition, the DOT would like to modify certain existing Part 40 provisions that cover the handling of urine specimens, to remove provisions that are no longer necessary (such as obsolete compliance dates), and to add clarifying language.

The Department would also like to remove requirements related to blind specimen testing.