Preemployment Screening and Testing: Georgia
Federal law and guidance on this subject should be reviewed together with this section.
Author: C. R. Wright, Fisher Phillips
- Georgia law requires employers with government contracts totaling $25,000 or more to certify that they maintain a drug-free workplace and offers a discount on workers' compensation insurance premiums to employers that comply with certain provisions, including applicant drug testing. See Drug and Alcohol Testing.
- While the state has legalized medical marijuana use, it does not protect registered users from employment discrimination. See Medical Marijuana.
- Georgia protects the confidentiality of information about job applicant and employee HIV/AIDS tests. See AIDS or HIV Testing.
- Georgia law addresses the use of a job candidate's criminal record for employment purposes. See Using Criminal History.
- State agencies may no longer ask criminal history questions on job applications, though may inquire later in the hiring process. See Ban the Box Law.
- The state places special E-Verify requirements on both public and private employers when selecting employees. See Verifying Employment Eligibility.