Exploring Ban the Box laws, which regulate how employers can request, use, and consider criminal records in employment decisions. These laws help prevent unintentional discrimination and aid in identifying qualified individuals for roles, regardless of their past criminal records.
DISA Global Solutions is excited to announce the elevation of our new partnership program, which will allow us to work closer with a select group of integration partners. We are working diligently to provide more people in our industry with expanded access to the latest trends, best practices, and actionable advice to achieve workforce excellence. This includes webinars, industry reports, whitepapers, and educational events that equip HR professionals and business leaders with the necessary tools and resources to be successful.
Let’s dive deep into the changing legal landscape surrounding marijuana use and its implications for employers, particularly in terms of drug testing. We’ll also discuss the expansion of medical and recreational marijuana laws across various states, highlighting how these changes impact employment practices. Additionally, we’ll cover the importance of understanding the nuances in each state’s legislation, especially regarding employee protections and exceptions for safety-sensitive positions.
Details on the approval of oral fluid testing by the Department of Health and Human Services (HHS) on June 1, 2023, emphasizing the reliability of oral fluid testing when faced with common challenges like shy bladder, transgender or non-binary individuals, or collector observed testing. Also covered are the necessary preparations for employers, including updating policies, implementing robust training, required testing materials, and other key considerations.
Los Angeles County has announced a pivotal change that is set to change how background checks are conducted for companies hiring applicants from LA County. Effective from the close of business on Friday, February 23, 2024, partial dates of birth (DOB) are no longer accessible through kiosks or online platforms. This change, marking a departure from long-standing practices, is poised to impact various stakeholders, including consumers, employers, property managers, and background screening agencies. The official notice can be found here.
The significance of pre-employment drug screening and random drug testing is well-acknowledged by employers for creating a secure and safe workplace. Yet, when it comes to handling potential impairment due to drugs or alcohol among current employees, the steps for an employer should become more nuanced. Reasonable suspicion drug testing aims to maintain the integrity of a drug-free workplace policy. This strategy is activated upon witnessing behaviors or actions that could indicate substance impairment, thus supporting a safer work environment, reducing accidents, and promoting overall employee well-being.
In this insightful session of "Day with DISA 2024", Morgan Reynolds, Vice President of Risk and Legal Counsel at DISA Global Solutions, delved into the intricacies of the FCRA (Fair Credit Reporting Act) and adverse action laws. Morgan, with his extensive experience at DISA and legal expertise, provided a comprehensive overview of how these laws affect HR practices, particularly in the context of employee screening and background checks.
Maine has strict laws and regulations governing workplace drug testing to ensure a safe and fair working environment for all employees. On November 1, 2023, the Maine Department of Health and Human Services amended its Substance Use Testing For The Workplace Rule, significantly changing drug testing programs and laboratory procedures.
