First Contact HR is equipped to meet a wide range of workplace substance-abuse testing needs, whether for pre-employment, random, post accident, reasonable suspicion, return-to-duty, follow-up, or DOT.David Morrison, a principal in the firm's Litigation and Labor & Employment groups, was recently quoted in SHRM.org's article " Workplace Drug Testing: Can Employers Still Screen for Marijuana?" The article looks at the feasiblity of employee drug testing as medical and recreational marijuana become more socially acceptable and more states are legalizing use of the drug. Tips for employers to consider include carefully reviewing state laws, limits on pre-employment screening and focusing on reasonable suspicion.One area that employers may find difficulty in adapting is their drug and alcohol testing program.
'If there is reasonable suspicion that an employee is currently under the influence of marijuana, then the company should explain to the employee what has been observed,' Morrison said. 'Be sure to mention in the substance-abuse policy that the refusal to take a drug test can be grounds for termination, he added.'"Workplace drug testing is a very important part of any employee screening policy. Mobile Health provides employers flexible and customizable drug testing options such as: -Pre-employment Drug Testing -Annual Drug Testing -Random Drug Testing -Post-incident Drug Testing -Reasonable Suspicion Drug.To read the full article, please click here. Drug testing with reasonable suspicion happens when an employer has reason to believe an employee is impaired. In most cases, the employer will advise the individual not to return to work until their drug test results are back. If you have reasonable suspicion an employee is involved in dangerous behavior that.
Local Drug Testing OrdinancesSan Francisco enacted a local ordinance relating to subjecting employees to drug testing. Private Employers & Drug TestingIn the case cited above, however, the court also considered drug testing and the right to privacy under the state Constitution in its decision, which would apply to private employers. Public Employers & Drug TestingIn a 1997 case, the California Supreme Court refused to allow drug testing to the City of Glendale' s current employees who were applying for promotions, but did allow drug testing of applicants. The courts have clearly upheld testing of employees after a serious accident. Reasonable Suspicion TestingThe courts have generally been supportive of requiring alcohol or drug testing based on specific objective facts and rational inferences drawn from those facts that indicate drug or alcohol abuse, although these facts and inferences may fall short of clear probable cause. Routine or Random Drug TestingYou may not require employees to submit to random drug testing, except under certain narrowly defined circumstances.
Shrm Reasonable Suspicion Drug Testing Free Workplace PoliciesWhether
Drug-free Workplace PoliciesWhether or not your employees come under the requirements of state or federal drug-free workplace regulations, you may choose to create a drug-free workplace policy and/or include a drug-free workplace provision in your employee handbook. Drug or Alcohol RehabilitationIf you have 25 or more employees, you must reasonably accommodate any employee who volunteers to enter an alcohol or drug rehabilitation program, provided the reasonable accommodation does not impose an undue hardship on your business. However, these laws do protect persons who are former abusers of alcohol or illegal drugs and who have been successfully rehabilitated either through a supervised rehabilitation program or through their own program, and who no longer use illegal drugs or abuse alcohol. Disability Discrimination and Drug AbuseThe federal Americans with Disabilities Act (ADA) and the California Fair Employment and Housing Act (FEHA) do not protect individuals who currently use drugs or abuse alcohol. Failure to comply with these regulations can result in significant penalties both to employers and to individual operators. Transportation Industry Alcohol and Drug TestingBoth state and federal laws impose strict requirements on employers and operators engaged in commercial transportation, with respect to alcohol and drug testing.
Open the website or web page you want to pin to your home screen. Enter the name for the shortcut using the on-screen keyboard and tap "Add." Safari will close automatically and you will be taken to where the icon is located on your iPad's desktop. Tap "Add to Home Screen." The Add to Home dialog box will appear, with the icon that will be used for this website on the left side of the dialog box. Tap the icon featuring a right-pointing arrow coming out of a box along the bottom of the Safari window to open a drop-down menu. Enter into the address field the URL of the website you want to create a shortcut to.
You'll be able to enter a name for the shortcut and then Chrome will add it to your home screen.
0 kommentar(er)
