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A blanket requirement for drug testing for all reported injuries would require drug testing after injuries such as bee stings, repetitive strain injuries, injuries caused by lack of machine guarding, or a machine or tool malfunction, that may be unrelated to any employee impairment.

Indiscriminate testing of employees for drug use is an intrusive and degrading process that undermines our most deeply held tenets of fairness and privacy in the workplace. It should not be surprising, then, that a recent study concluded that workplace drug testing lowers productivity.

Employers can only drug test if there is a drug testing policy that the employee is aware of and agrees to. This may be in your contract or staff handbook, both of which you should check to see if your employer can make you have a drug test.

Six Best Practices for Managing a Random Drug and Alcohol Testing Program Practice True Random Selection.Limit Time Between Notification and Testing.Know Your Clinic's Hours and Policy.Follow State and Federal Regulations.Tune Testing to Fit Your Industry.Document the Entire Process.

Be sure to use a scientifically valid method to select employees for testing, which may include: use of a random-number table, a computer-based random number generator that's traceable to a specific employee (or with FRA, a group).

There are currently no workplace drug testing laws in Indiana that restrict the use of random testing methods in the workplace.

The law requires employers to provide their employees with working conditions that are free of known dangers. The OSH Act created the Occupational Safety and Health Administration (OSHA), which sets and enforces protective workplace safety and health standards.

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.

Yes. Section 1904.35(b)(1)(iv) prohibits an employer from taking adverse action against employees simply because they report work-related injuries. Rather, employers must have a legitimate business reason for requiring a drug test, such as a reasonable belief that drug use contributed to the injury.

The federal government requires random drug testing for all safety-sensitive workers. Your drug policy should state the rate of random selection (example: 50% of employees) and how often (50% annually, spread out equally throughout the year).

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To make an appointment or get detailed lab information use the search below. Walk-ins are also welcome.Hancock County Common Pleas Drug Court Participant Handbook. After 30 days, you will need to fill out a new application if you still want to be considered for a position. But when you see MET on the screen, it's easy to select the wrong drug. " A five-letter fix: making it stick. Why don't private sector employees have Garrity Rights?

The problem is that they need to be notified a lot sooner than their colleagues in the public sector. That means they need to get their names on a call slip and be ready to come in and explain themselves. And there's a lot more to public sector jobs than just filing a lot of paperwork. Getting hired is a good chance to learn skills, get a little experience, and maybe even get out and demonstrate your credentials (see a sample appointment letter). If you have a strong case in court, you can get a lower payout than you could in a private sector position. And your employer might be able to offer you a promotion. The good news is that once the court does take notice, many employers want you back within a few weeks. However, in order to retain you, they will probably need to give you something in return (you might get a raise, for example). Why Public Sector Staff don't have Garrity Rights. But there are some good reasons why public sector employees don't enjoy their Garrity rights.

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Wayne Michigan Memo to All Employees Regarding Drug Testing

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