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From?NGC-OC?Your Local Drug and Alcohol Testing Facility??We receive many questions daily about Drug testing & Marijuana. Hopefully the information below will help shed some light on the issue.??A Sober Workforce????According to The?National?Safety Counsel, Marijuana is the most frequently used illicit drug of abuse in the United States and the drug?most often detected?in workplace drug testing. In 2014, about?6.8 million adults ages 18 to 25 (19.6%) and about 13.5 million adults ages 26 and older (6.6%) used marijuana.???The percentage of Marijuana use in the workplace continues to rise in 2019 as Marijuana use has become legal in several states in the US.? This becomes a large problem for employers who want to keep a safe and productive work environment.?????What employers need to know?Even though Marijuana use is legal???You have the right to enforce a 100% drug free workplace??You have the right to create a written drug free policy for all workers??You Have the right to keep a safe and productive work environment??You Have the right to drug test potential employees????The right to randomly test depending on classification and sensitive work positions-???Random drug testing is generally permitted only in limited circumstances based on job classification or as part of a pervasively regulated industry, such as truck drivers.? Legal counsel should be consulted before drug testing programs are implemented.??From? have the right to drug test employees who show reasonable suspicion of being under the influence in the workplace according to employment and labor law attorneys at KSJ law firm??"If an employer has reasonable suspicion that an employee is taking drugs, there can be a legal reason for testing if he or she has objective facts to support the reasoning. Random testing has always been debated and is controversial".??From? Case Law Sides with the Employer?While medical marijuana-using employees have mounted legal challenges,?state statutes usually side with employers?who reject potential employees or reprimand workers that test positive for cannabis, even if they have a medical marijuana card. Some states, like Connecticut, Illinois, Maine and Rhode Island,?protect employee rights and safeguard against disciplinary action for medical marijuana use, however.?Marijuana is still illegal according to federal law, which classifies it as a Schedule I drug with no accepted medical use and a high potential for abuse. Federal law supersedes state law.?The?Americans with Disabilities Act?also sides with the employer when it comes to medical marijuana?Most states will not pay worker compensation to an employee who was under the influence at the time of an accident?Most state health insurance programs will not pay for medical marijuana.??From? right in regards to employee using Medical Marijuana???Prop.?64?specifically says it does not restrict an?employer's?right “to maintain a?drug- and alcohol-free?workplace?. . . or affect the ability of?employers?to have policies prohibiting the use of marijuana by employees and prospective employees, or prevent?employers?from complying with state or federal law” requiring ...Feb 5, 2018?Pot and the California employer post-Prop. 64 - The San Diego Union ...? makes a good drug policy??Studies show?drug testing works;?employees are three times less likely to produce a positive test result if they know they will be tested. An expanded testing panel that also includes the most commonly abused prescription drugs may better protect your workforce. An employer policy also should include:?Proper management training to make managers more likely to enforce the policy?Access to support for employees with drug problems, which can range from a formal assistance program to a referral to local resources?Clearly defined use and possession parameters for employees?Established rules for post-accident testing?Rules on how you will handle an employee's conviction or arrest?A drug policy must be very specific and supported by workplace procedures to reduce the chance of litigation. Drug policy and workplace procedures should be reviewed by a lawyer to ensure they comply with state laws. And, policy must be updated frequently to keep up with changing laws and attitudes. The health and safety of your workforce depends on it.??From? be an informed employer is to be a successful employer…..??Implement drug screening protocol today???????????????????????????????????????????????????? WHO IS NGC-OC???We are your local occupational testing site.? Whether it's pre-employment, random, reasonable suspicion: We got you covered.???Flexible hours, efficient, virtually no wait times. All federally certified collectors.? We welcome your questions.??Two convenient locations:??????????????????????Orange County???????????????????????????????????????????????????????Los Angeles County???????????????? 15571 Graham St?????????????????????????????????????????????? 620 N Brand Blvd, Suite 400???????? Huntington Beach, CA 92649?????????????????????????????????????? Glendale, CA 91203????????????????? (714) 488-5450?????????????????????????????????????????????????????????? (818) 247-4766?????????????????????????????????????????????????????????????????????????????????????????? ngcoccmed@? ................
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