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Drug and Alcohol Testing

‘But he apologized’: What should HR do after key worker commits fireable offense?

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by John Walston

Courts: Legal pot clashes with zero-tolerance drug test policies

Courts have historically found marijuana-positive drug tests sufficient grounds to terminate an employee or refuse to hire someone. Employers were safe to move forward without worrying about whether the individual was approved to use medical marijuana or if an employee was actually impaired while at work. Now, however, many states and local jurisdictions are enacting […]

by Tim McElgunn

Question: If marijuana is legal in our state, but we still want to prohibit it in the workplace, what should our drug policy say? 

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by John Walston

Question: Marijuana just became legal in our state, but we’d still like to keep it out of the workplace in general. Can we still screen for marijuana? What happens if an employee has it at work?

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by Rachel Mucha

Question: Our state just legalized medical marijuana. So do we have to allow, at least in some cases, employees with pot prescriptions to work under the influence? 

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by John Walston

Question: Since marijuana is legal in many states, it’s wise for employers to forego marijuana screenings when possible. But for what jobs are we allowed to screen for it, regardless of state law?

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by Rachel Mucha

Question: There’s an employee who is lawfully using prescribed opioids to treat a medical condition, but since they operate machinery, we’re concerned about safety issues arising. Can they still do their job? What are our responsibilities under the ADA?

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by Rachel Mucha

Question: We don’t want marijuana use in our workplace at all, but our state has legalized medical marijuana. Can we still ban it?

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by Rachel Mucha

Star hire’s drug test comes back positive, he claims it’s wrong: What now?

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by John Walston

Treating marijuana, alcohol use the same

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by Rachel Mucha

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