Posted in Uncategorized on December 18, 2018
To protect company safety, health, and operations, many employers require their employees and applicants submit to random drug tests. However, these tests are subject to many legal regulations regarding discrimination, fair notice, and accuracy. Before submitting to a drug test, it is crucial that you know your rights and can identify if a test violates them.
Many states allow employers to administer drug tests to candidates for open positions. However, these employers must follow state laws regarding proper notice and procedures that prevent discrimination and inaccurate sample collection. Under California law, employers may require candidates to pass a drug test to qualify for a position. Employers must test all employees equally and cannot target a certain applicant based on race, disability, or any other protected characteristic.
In California, both recreational and medical marijuana are legal. However, employers still maintain the right to reject applicants who fail drug tests due to recreational marijuana use. Even more surprising, employers can refuse to hire an applicant who uses marijuana for medical purposes, even if the person has a prescription. Since recreational marijuana is still a new law in California, these laws surrounding drug tests may change.
Testing employees for drugs comes with a new set of legal requirements, as opposed to testing applicants. The laws surrounding these tests vary from state to state; some states forbid blanket drug testing of all employees and forbid random drug tests altogether. Many requirements state that employers must have a reasonable suspicion that an employee is using drugs and that this drug use is affecting their work performance.
Under California law, the state recognizes that employees have a greater stake in the drug testing process due to their history with the company. In addition, employers typically have less of a need to test current employees than they do applicants. Employers must have a reasonable suspicion to test the employee based on objective facts. Random testing is legal in California only for very safety-sensitive positions, such as government employees.
When an employer decides to test an employee for drugs in California, it must have reasonable suspicion to do so. The employer must base this reasonable suspicion on objective facts and logic, rather than assumptions and stereotypes.
Despite the rules in place to protect employees against discrimination, legal claims can arise from unfair drug testing practices. Employees can file lawsuits against their employers for taking certain actions.
Before submitting to a drug test, make sure to review your legal rights and any employment contracts that may state the company’s drug test policy. If you believe your employer violated your rights during a drug test, seek legal counsel immediately.