Overview: As a matter of law, preemployment drug testing generally is permitted. As a result, some employers test job applicants for substance abuse because such use may impair job performance, increase absenteeism and create safety hazards.
Employers must administer their drug testing programs in a uniform manner to avoid the risk of a discrimination lawsuit. They also must confirm the accuracy of any drug tests, including having chain-of-custody procedures and tampering safeguards in place. In addition, any applicable state drug testing laws must be followed.
There is a key distinction between drug tests and alcohol tests under the Americans with Disabilities Act (ADA). The ADA does not consider drug tests to be medical examinations so they may be administered even before a conditional job offer is made. In contrast, alcohol testing should only take place after an employment offer has been extended that is conditioned on passing a medical exam, and if it is job-related.
In unionized workplaces, the National Labor Relations Board (NLRB) has decided employers need not bargain with labor unions before drug testing job applicants because there is no economic relationship between the employer and an applicant.
Trends: The use of medical marijuana has been legalized in 23 states plus the District of Columbia. Even in these states, however, such usage generally is not a justification for a failed drug test. And, employees are still prohibited from using marijuana for medicinal purposes in the workplace.
Author: David B. Weisenfeld, JD, Legal Editor
Updated to reflect new Pennsylvania medical marijuana law.
Pennsylvania has become the 25th state to legalize medical marijuana for people suffering from certain chronic health conditions, including terminal illnesses.
Updated to reflect the forthcoming statewide ban on handheld phone use by commercial motor vehicle drivers, effective July 1, 2016.
A federal district court in the state of Washington has ruled that employers do not have to accommodate the use of medical marijuana if they have a drug-free workplace, even if the marijuana is being used off-site to treat an employee's disability. The ruling is notable because Washington has legalized marijuana not only for medicinal use but for recreational use as well.
Updated to reflect new Portland ban the box law affecting private employers, effective July 1, 2016.
In-depth review of the spectrum of California employment law requirements HR must follow with respect to preemployment screening and testing.
In-depth review of the spectrum of Colorado employment law requirements HR must follow with respect to preemployment screening and testing.
Louisiana Governor Bobby Jindal signed amendments into law that create a framework for conducting drug testing of an employee's hair.
The Colorado Supreme Court has ruled 6-0 that a medical marijuana user who was fired after failing a drug test cannot get his job back even though both recreational and medical marijuana use are legal in the state. Denver employment attorney Emily Hobbs-Wright said of the ruling, "It's a very important day for Colorado employers."
Legal considerations for HR concerning drug and alcohol testing of job applicants.