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Preemployment Screening and Testing: Georgia

Preemployment Screening and Testing requirements for other states

Federal law and guidance on this subject should be reviewed together with this section.

Author: C. R. Wright, Fisher Phillips

Summary

  • 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.