In its comments to recently published rules on reporting injuries and illnesses, the Occupational Safety and Health Administration (OSHA) says mandatory post-accident drug testing may have a chilling effect on reporting.
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Q: We know marijuana can stay in a person’s system for a long time, and are most concerned about preventing employees from coming to work impaired by marijuana. Can we change our Drug and Alcohol policy to prohibit “impairment” at work rather than “any detectable level”?
Read More…Q: During an interview, a candidate mentioned that she recently completed an alcohol rehabilitation program. Could we get into any legal trouble if we decide not to hire this candidate?
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Q: Our custodial staff found beer cans in the lunchroom. We don’t know who could have been drinking at work and we’d like to search employee lockers in order to find out. Is that okay?
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Question: Our office has received an anonymous tip that one of our employees regularly uses marijuana. We have a zero tolerance drug policy that includes reasonable suspicion testing. Can we send her in for a drug test?
Read More…Q: We have always provided aspirin and ibuprofen to our employees in first aid kits and the break room. Can I provide these nonprescription medications to my employees?
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The November 4, 2014, ballot results of Measure 91 are clear: Oregon voters have joined their Washington neighbors in approving recreational marijuana for individuals who are 21 or older.
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Random drug testing for prescription medication pushes the limits of what is permissible under the federal Americans with Disabilities Act (ADA), but may not necessarily violate the law, according to a recent case from the Sixth Circuit U.S. Court of Appeals.
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The IRS has published final rules explaining how eligible small employers may claim a partial tax credit for providing health insurance to their employees.
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Q: We would really rather not have to collect urine samples from our employees; can we perform drug tests on hair samples instead?
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