oregon pre employment drug testing laws 2016
Workplace drug testing issues – State Laws – Oregon. These categories do not effect DOT regulated drug testing. Government employers should always call for potential additional restrictions on employee drug testing.
In-depth review of the spectrum of Oregon employment law requirements HR must follow with respect to preemployment screening and testing.. preemployment drug testing is permissible, provided that certain procedures are followed.. 2016. Want to Read More?.
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marijuana is still a prohibited, controlled substance under federal law. to random drug testing and cannot possess or use marijuana regardless of whether they possess a state-permitted medical.
Under most workplace drug policies, an employer may test applicants before employment. Employers also may test current employees in three different circumstances – if the employer reasonably.
Oregonians who’d hoped for an end to workplace marijuana testing are out of luck. Employers may still require their workers to pass a drug test, after a bill that would have banned the practice.
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Some states have imposed limitations on pre-employment drug testing. For example, California allows a drug test only after the applicant has received an offer of employment conditioned on passing the test. In other states, employers that drug test are required to provide written notice or indicate in their job postings that testing is required.
The advent in July of legalizing marijuana for recreational use in Oregon will have no effect on workplace rules on drug use and drug testing, say lawyers specializing in Oregon employment law.
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Many private and public employers attempt to test prospective employees (and employees already on staff) for drug and alcohol use. Although increasing in popularity among employers, such tests are not always legal. The following discussion provides information on when (and whether) a drug test may be used in the pre-employment phase.
Workplace Drug and alcohol testing laws. ABBREVIATIONS. As well, pre-employment testing must be post-offer. Random testing is limited to safety-sensitive positions per case law. Post-accident is limited to those believed to have contributed to. Legal status for workplace drug and alcohol.