Alaska Employee Drug Testing Memo
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How to fill out Employee Drug Testing Memo?
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FAQ
ALASKA DRUG TESTING LAW. Alaska's drug testing law does not require any employers to conduct workplace drug or alcohol testing. Instead, it establishes guidelines that employers in the state may follow to gain protection against certain lawsuits related to testing they conduct.
Drug-testing in the workplace can only usually be justified for health and safety reasons. This means that an employer should not drug test unless there is good reason to do so, and it provides significantly better evidence of impairment than other less intrusive means.
No Drug Testing Statute in Texas This means that employers are free to require or ask employees and applicants to take a drug test, as long as they don't run afoul of other legal protections.
The patient must be a Texas resident. The patient must have a qualifying condition for a medical marijuana card in Texas, with proof of diagnosis. The patient must have a prescription from a physician who is state-approved and registered to prescribe medical marijuana.
Although CBD is legal in Texas (as long as it contains a percentage less than 0.3 THC, more on that later), it can still result in a failed drug test.
Under North Carolina law, employers may require a urine, blood, hair, or oral fluid drug test. The employer must provide written notice to the employee or the applicant of their rights prior to the examination.
Failing a Drug Test While Employed in TexasYou may lose your job. Or, your employer may require you to take a second test so you can prove that you cleaned up your act. Other employers will subject the employee to an education or rehab program with a deadline.
Most importantly, if you fail a drug test at work in North Carolina, this act gives you the right to a retest at the same or another approved laboratory. Although your employer must cover the costs of the original test, you will be responsible for any costs associated with a retest.
Six Required DOT Drug TestsPre-employment.Post-accident.Random.Reasonable suspicion.Return-to-duty.Follow-up testing.
These laws generally state that an employer cannot fire an employee based on the employee's status as a medical marijuana cardholder or participation in a marijuana program.
