Oklahoma Employee Drug Testing Memo
Description
How to fill out Employee Drug Testing Memo?
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FAQ
The provisions prohibit employers from using drug testing or the threat of a drug test to discourage workers from reporting on-the-job injuries and illnesses. Specifically, OSHA said employers shouldn't administer blanket post-accident drug tests in situations when drug use likely did not cause an injury.
The most common consequence that a worker can face if they refuse to take a mandatory drug test is that they will be terminated from their job. Alternatively, if they are a prospective candidate for a job, then they will most likely not receive a job offer.
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.
In Oklahoma, employers are allowed to require employees to take drug tests at random or for cause. Oklahoma employees injured in a workplace accident may be asked to submit to a drug test to determine if a controlled substance played any part in their accident.
A participating student who refuses to submit to a drug test authorized under this policy, shall not be eligible to participate in any activities covered under this policy including all meetings, practices, performance and competitions for the remainder of the school year.
Anyone fired for refusing a test or testing positive will be disqualified for unemployment. Oklahoma state has authorized the medical use of CBD (Cannabidiol) for limited medical conditions. Standards for Workplace Drug and Alcohol Testing Act Chapter 15 a written policy is required.
Under the new law, employers can't discipline, fire or deny employment to Oklahomans just because they're medical marijuana patients. They also can't fire a patient for a positive marijuana drug test. This does not include employees at safety sensitive jobs like construction workers.
The Unity Bill, effective as of August 29. 2019, brought about further clarification for employers in Oklahoma. It reiterates that employers cannot take adverse employment action against applicants or employees based solely on their status as a medical marijuana licensee.
Unfortunately, no. Nurses are involved with direct patient care, and are, considered safety-sensitive workers. Workers employed by the state of Oklahoma are included in HB 2612's employment protections as long as the job position does not fall under the guidelines for safety-sensitive jobs.
