Are you an employer with a question about employee screening? Let the professionals at DISA help! Our team of industry experts is here to answer the employee screening questions employers need answered.
An invalid test result is acceptable except in the following cases
Drug and Alcohol Testing
According to the Department of Transportation (DOT), the Pipeline and Hazardous Materials Safety Administration (PHMSA) 49 CFR Part 199 defines a covered employee as the following
Oklahoma medical marijuana SQ 788 does not permit an employer to discipline or terminate a cardholding medical marijuana employee based solely on the presence of marijuana in a drug test.
If the employee is non-DOT regulated, then yes you may have a single specimen collection. But for those who are DOT regulated, you cannot.
If one of your employees fails a drug screen and they are in a safety-sensitive position, they must be removed from duty immediately.
Oklahoma’s medical marijuana law prohibits an employer from refusing to hire, discipline, or penalize an applicant or employee based solely on a marijuana-positive drug test.
A recent case involving a major retail chain fired an Arizona employee for testing positive for marijuana despite the fact that they possessed a medical marijuana card.
The best method for determining an employer/employee’s employment rights is based upon a review of applicable state and federal laws and regulations.