It is said that you would have to take CBD in 1000-2000mg doses for it to show up on a test and the fact that THC products are not regulated, and the dosing could be off. Is that true for everyone, or do some clients get to decide their threshold?
There is no test for CBD, DISA’s tests will screen for THC or cannabinoids. Any test that screens for THC or cannabinoids is going to report findings for THC or cannabinoids that exceed the panel thresholds (levels). The origin of the substance will not be considered by the Medical Review Officer (MRO). DISA’s non-DOT corporate policy offers clients the option to customize testing panels.
What are the benefits of DISA's drug testing services?
DISA's industry-leading vendor partners, combined with an extensive range of drug testing methodologies set our standards higher for customers. Our drug testing solutions offer expanded service offerings, cutting-edge technology, and a single-source solution for all your drug testing needs. By implementing a drug testing program with DISA, you'll find:
- Reduced employee healthcare costs
- Improvements in employee morale, productivity, and performance
- Decreased absenteeism, accidents, downtime, turnover, and theft
- Compliance with state or federal regulations
- Being able to identify and refer employees who have drug and/or alcohol problems
- Providing a safe workplace for employees
Should I test based on state laws where my employee lives or where they work?
Medical marijuana laws vary by state and it’s important that employers address the specific laws that pertain to their company and employees when creating a drug testing policy. Each state has its own system of medical marijuana laws, which may or may not include bills that provide explicit employment protections. For example, in California, legislation allows employers the right to terminate an employee who tests positive for marijuana, even if they hold a medical marijuana card. For example: Imagine you have an employee who lives in Arizona but works in California, and the employee has a medical marijuana card in which they use in private. Arizona protects employees from discrimination while holding a medical marijuana card, but in California, an employer may fire employees who test positive for marijuana, even if the use was off-duty and for a medical condition with a valid medical marijuana card. To avoid litigation in this scenario, it would be advisable to treat this employee based on Arizona laws.
It is pertinent for you, as an employer, to have a policy in place for when this occurs and to follow each states' medical marijuana laws accordingly.
If an employee informs the employer that they are using a CBD product, what is the employers responsibility if that employee is in a safety-sensitive position?
The employer’s responsibility is to explain that there is no exception (under DOT regulations) for the use of any product that presents as THC metabolites and exceeds set thresholds on a DOT drug screen. If it is non-DOT, they should refer to the company policy. If the policy accepts CBD oil, then that should be communicated.