An invalid test result is acceptable except in the following cases

Question category: 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

Question category: Drug and Alcohol Testing

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.

Question category: Drug and Alcohol Testing

​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.

Question category: Drug and Alcohol Testing

If one of your employees fails a drug screen and they are in a safety-sensitive position, they must be removed from duty immediately.

Question category: Drug and Alcohol Testing

​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.

Question category: Drug and Alcohol Testing

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.

Question category: Drug and Alcohol Testing

​The best method for determining an employer/employee’s employment rights is based upon a review of applicable state and federal laws and regulations.

Question category: Drug and Alcohol Testing