Connecticut Termination Letter - Substance Abuse
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How to fill out Termination Letter - Substance Abuse?
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FAQ
According to the law, most businesses in Connecticut will no longer be able to decide not to hire an applicant due to a positive result for marijuana on a pre-employment drug test. Exceptions to this rule include federal employers, along with workers in healthcare, transportation, law enforcement, and more.
The policy should be set out in your contract of employment or in the company handbook. Your employer should limit testing to the employees that need to be tested to deal with the risk. If your employer wants to carry out random tests of these employees, bear in mind that the tests should be genuinely random.
Substances frequently abused include:Alcohol.Marijuana.Prescription medicines, such as pain pills, stimulants, or anxiety pills.Methamphetamine.Cocaine.Opiates.Hallucinogens.Inhalants.
Addiction is considered to be a disability and, as such, an employee cannot be fired for being addicted to substances such as drugs or alcohol. In fact, employers are required to accommodate employees who suffer from addiction to the point of undue hardship.
Are Substance Use Disorders Considered Disabilities? In short, yes. Diagnosable drug and alcohol addictions, or substance use disorders (SUDs), are considered disabilities under Section 504 of the Rehabilitation Act, the Americans with Disabilities Act (ADA), and Section 1557 of the Affordable Care Act.
Random tests. (a) No employer may require an employee to submit to a urinalysis drug test unless the employer has reasonable suspicion that the employee is under the influence of drugs or alcohol which adversely affects or could adversely affect such employee's job performance.
You may need to enlist the guidance of a professional to help you with this. In the US, your employer can discipline or fire you if your alcohol or drug use impairs your ability to do your job. However, employers cannot discipline or fire you simply because you tell them you have a substance problem.
While it is unlawful for an employer to fire an employee solely because he is an alcoholic, a company may fire a person for unacceptable behavior, such as a safety lapse, violation of company rules or repeated absence, even if the behavior is caused by alcoholism.
Believe they should lie to others to hide the effects of their parents problems.Prescription Drug Abuse.Illegal Drug Abuse.Alcohol Abuse.Solvent Abuse.Legal High Abuse.
' " Current illegal drug use is not protected, but recovering addicts are protected under the ADA.
