Each of our sessions features an industry expert to present industry trends, news, regulatory updates, and informative employment screening procedures your company can take to build a safer workplace
Drug and alcohol testing is important for employers to address in their workplace, regardless of the industry. Whether you’re creating and implementing a drug and alcohol test or modifying an existing one, the following sessions will help guide you in learning what is best for your company and how to ensure compliance and industry standards with your drug testing program. With the rise of CBD oil and constant changes with marijuana state laws, employers must comprehend the laws in their state and how it relates to their company’s drug testing policies and procedures to avoid litigation, while also maintaining a safe working environment that meets industry standards.
Although marijuana is illegal on a federal level, states are choosing to legalize it on either medical, recreational, or both. It’s important now more than ever that employers remain up-to-date on the latest state marijuana laws to maintain and update their drug testing program to comply with their state’s marijuana laws. Learn how you can ensure you have a clear and concise written policy explaining company rules, procedures, and repercussions, to avoid litigation.
A clear and concise drug testing policy is pertinent for every workplace. With everchanging marijuana laws and opioid abuse on the rise, employers need to maintain compliance with every change that state laws make. Your drug testing policy not only needs to cover your company regulations, but it must also abide by state laws, which can vary greatly. This session is designed to help you better understand the differences between state legislature and how to create or improve your drug testing policy to remain in compliance.
Not only do employers need to carefully follow state marijuana laws, but emerging trends and technologies can also significantly impact employers and the safety of their workplace. CBD oil is an up-and-coming trend that leaves employers perplexed about the product itself and if it will show up on drug tests. CBD oils can vary greatly and are unregulated, making it difficult to decipher exactly what is in the product. With people flocking to CBD oil to treat medical issues, employers need to understand the possibilities of CBD oil testing positive for THC on drug tests and how to respond when a donor claims their positive test was from CBD Oil.
With the legalization of marijuana on the rise, states everywhere are looking for ways to enforce safety standards. Whether behind the wheel, or on the job impairment poses a dangerous risk, which creates a major demand for devices that can help detect the use of marijuana. Hound Labs is a breath technology company which utilized groundbreaking technology to develop the first ever alcohol and marijuana breathalyzer. Come learn about this breakthrough and how soon you could be using it!
There are a lot of moving parts and options when it comes to background screening. Employers should stay informed of industry best practices, products, and services to build a background screening program that meets compliance and industry needs. Employers need to understand both their rights, as well as their employees and/or applicants when running background checks. These sessions will give you a closer look at background screening products and inform you of how to handle a situation when a background check returns with a hit.
Background checks can be customized to meet an employer’s industry needs and best practices. A wide variety of background check products exists with some only pertaining to specific job titles or positions. It’s important for employers to know which products and services are required for their applicants and learn how to build and implement a background screening program that meets compliance. Learn how to determine what products are required for your industry and how they help you make safer, hiring decisions.
According to the Fair Credit Reporting Act (FCRA), all employers are required to follow specific procedures when denying applicants work based solely off of background check results. When an applicant returns with a hit on their background check, it’s important for employers to abide by the FCRA and adverse action requirements. Although it is required, some employers still fail to follow the regulations set forth by the FCRA. Learn why it’s important to consistently enforce these procedures to avoid violations that can lead to lawsuits.
Those in the transportation industry are required to abide by the regulations set forth by the Department of Transportation (DOT). Regardless of the DOT agency that your company reports to, transportation compliance can be complicated. These sessions will aim to help employers within the transportation industry understand the complexities of managing compliance needs.
What does the transportation industry have in store for you? Join the American Trucking Association (ATA) for an update on key legislative and regulatory issues and how those can impact the trucking industry and your business.
Businesses that are regulated by the Department of Transportation (DOT) are required to maintain Driver Qualification (DQ) files along with standard employee documents. These files ensure that an employee meets the safety, health, and qualifications necessary to operate a Commercial Motor Vehicle (CMV). DQ can require a lot of documents which can be quite time consuming when trying to maintain them. Learn why it’s crucial remain compliant and stay up-to-date with your DQ file requirements.
Are you missing out on big money? Transportation compliance has many moving parts, including maintaining and updating a variety of reports. For example: Carriers are required by the International Fuel Tax Agreement (IFTA) to file a quarterly fuel tax report for distance traveled and fuel quantity purchased in each participating jurisdiction in which they operated. Carriers are often faced with the complexities of managing tax reports and licensing and permitting for their fleets, and when not done right, can result in penalties. Learn why it’s so important to stay up-to-date with your reports, registrations, permits, and authorities.
A Designated Employer Representative (DER) is the main person in charge of managing your company’s drug and alcohol policy. As state laws with marijuana continue to change, CBD oil becomes a popular trend, and regulations regarding the safety-sensitive industry change, it’s vital to understand every detail when creating and implementing company policies. Employment screening has come a long way and your company policies, HR department, drug and alcohol program, etc. need to reflect the changes made within our society today to further protect your company and its employees.
Employee screening goes beyond your standard pre-employment checks. It’s vital that employers are educated in the variety of employment screening procedures and services as they vary greatly by industry or position. Those looking to hire for safety-sensitive positions must maintain safety standards for their workplace or potentially risk facing fines, fees, or litigation. From state laws and background checks, to drug and alcohol testing, learn how employers meet the challenges of creating and maintaining an employee screening program that meets their industry standards.
Why make the change to electronic? An eCCF is an electronic version of the traditional paper Custody and Control Form (CCF) used for ordering drug tests, specimen collection processing, and chain of custody documentation for workplace drug testing. Unlike the electronic version, when paper is involved; mistakes are made. An eCCF speeds up turnaround times and prevents common user-errors. These forms make their way through quite a few hands, from the TPA to the lab and on to the collection site, which is why it’s so important that they remain error free.