24 Search Results for "CBD"

It is said that you would have to take CBD in 1000-2000mg doses for it to show up on a test and the fact that THC products are not regulated, and the dosing could be off. Is that true for everyone, or do some clients get to decide their threshold?

There is no test for CBD, DISA’s tests will screen for THC or cannabinoids. Any test that screens for THC or cannabinoids is going to report findings for THC or cannabinoids that exceed the panel thresholds (levels). The origin of the substance will not be considered by the Medical Review Officer (MRO). DISA’s non-DOT corporate policy offers clients the option to customize testing panels.

https://disa.com/ask-disa/cbd_test

Is CBD oil considered acceptable, and can it cause a drug test to have a positive result?

CBD oil can be made from both marijuana and hemp. Hemp based CBD oils, when used in low doses, are unlikely to result in a positive test because they often don’t contain high enough levels of THC for detection. If an employee is using hemp-derived CBD oil, most individuals would have to consume a relatively large amount of the product, to test non-negative. Note: Taking that much CBD oil could result in the user’s impairment.

https://disa.com/ask-disa/is-cbd-oil-considered-acceptable-and-can-it-cause-a-drug-test-to-have-a-positive-result

If an employee informs the employer that they are using a CBD product, what is the employers responsibility if that employee is in a safety-sensitive position?

The employer’s responsibility is to explain that there is no exception (under DOT regulations) for the use of any product that presents as THC metabolites and exceeds set thresholds on a DOT drug screen. If it is non-DOT, they should refer to the company policy. If the policy accepts CBD oil, then that should be communicated. 

https://disa.com/ask-disa/if-an-employee-informs-the-employer-that-they-are-using-a-cbd-product-what-is-the-employers-responsibility-if-that-employee-is-in-a-safety-sensitive-position

How may an employer show themselves to have provided a "reasonable accommodation" to employees who have been directed by a physician to use CBD, even though such use may result in a positive drug test?

An employer would follow the “accommodation” guidelines as indicated in their employment policy. The corporate HR group should assess whether or not efforts have been appropriate and should indicate when those efforts have been exhausted. Reasonable accommodations are changes made to accommodate a person’s disability, i.e., allowing someone to sit instead of stand, modifying work schedules, modifying work duties, placing an employee on leave until they complete all medication, etc.

https://disa.com/ask-disa/employer_reasonable_accomodation

TO FIND OUT HOW DISA CAN IMPROVE YOUR WORKPLACE SAFETY, MAINTAIN INDUSTRY COMPLIANCE STANDARDS, AND ENSURE COMPLIANCE POLICIES, CALL DISA TODAY AT 281-673-2530.