On a hair test and oral fluid panel/test certificates, does CBD fall under cannabinoids?

Please review our map of marijuana legalization.

DISA offers several programs accommodating industry-specific workplace safety needs, including background check, drug and alcohol testing, DOT-mandated services, occupational health, transportation compliance, entertainment compliance, and more.

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 and disclosed that information prior to taking a urinalysis. The company claimed that they were protected under the state’s Drug Testing of Employees Act, but the judge ruled that the company couldn’t prove if the employee was impaired at work. It’s advisable that employers do not terminate Arizona employees who hold a valid medical marijuana card based solely off of a positive marijuana drug test result. Companies’ should ensure that they provide employee education and reasonable suspicion training for managers, implement a medical disclosure policy, and establish a documentation process. If a terminated employee later sues for wrongful termination, this documentation and an established process, could be a deciding factor in your case.