The work environment is able to function with a little thing we call trust.
Employers do not know when they can trust whether or not an employee or future employee is capable of coming into work under the influence or capable of influencing his or her habits on other employees.
However, some employers abuse this power and are not aware of the legal consequences of performing illegal and unnecessary drug tests.
When an employer does such an act, it then becomes hard for the employee to trust the employer and how her or she uses authority.
Employers are required to give any applicants or employees written notice of drug testing that may take place within the duration of their employment.
The same notice is also supposed to mention specific non-prescription medications that may yield a positive result in the testing process.
Drug testing, under some laws, can also only take place in job environments where safety or security is a prioritized concern.
Employers who have more than 15 employees working for them must abide by the Americans with Disabilities Act or ADA.
The ADA is a federal act that protects Americans with disabilities from being discriminated against.
Since many people with disabilities are under medication that may yield positive results during testing, he or she may need to undergo a different procedure.
Unfortunately for some, employees may be denied certain benefits or compensation after traces of drugs have been found in their system.
Even if you were injured or sick and required medication that yielded positive test results, you may still be denied benefits or compensation, including unemployment.
Some employers have charged employees with drug testing fees when the employer is required to pay the fee.
Some laws prohibit employers from severely disciplining employees who have tested for drugs or alcohol for the first time.
Other laws can prohibit employees from implementing random drug tests.
You can find out if it is legal for your employer to perform random drug tests in your area by contacting a lawyer.
Testing must also be done correctly and may involve hair analysis, blood analysis, saliva and sweat analysis, urine analysis, or blood analysis.
Because testing is done in these manners, federal health concerns require most employers to abide by the Substance Abuse and Mental Health Services Administration (SAMHSA).
If you would like legal information on drug testing in the workplace and your rights as an employee, contact the Houston employee drug testing lawyers of the Ross Law Group.
Employers do not know when they can trust whether or not an employee or future employee is capable of coming into work under the influence or capable of influencing his or her habits on other employees.
However, some employers abuse this power and are not aware of the legal consequences of performing illegal and unnecessary drug tests.
When an employer does such an act, it then becomes hard for the employee to trust the employer and how her or she uses authority.
Employers are required to give any applicants or employees written notice of drug testing that may take place within the duration of their employment.
The same notice is also supposed to mention specific non-prescription medications that may yield a positive result in the testing process.
Drug testing, under some laws, can also only take place in job environments where safety or security is a prioritized concern.
Employers who have more than 15 employees working for them must abide by the Americans with Disabilities Act or ADA.
The ADA is a federal act that protects Americans with disabilities from being discriminated against.
Since many people with disabilities are under medication that may yield positive results during testing, he or she may need to undergo a different procedure.
Unfortunately for some, employees may be denied certain benefits or compensation after traces of drugs have been found in their system.
Even if you were injured or sick and required medication that yielded positive test results, you may still be denied benefits or compensation, including unemployment.
Some employers have charged employees with drug testing fees when the employer is required to pay the fee.
Some laws prohibit employers from severely disciplining employees who have tested for drugs or alcohol for the first time.
Other laws can prohibit employees from implementing random drug tests.
You can find out if it is legal for your employer to perform random drug tests in your area by contacting a lawyer.
Testing must also be done correctly and may involve hair analysis, blood analysis, saliva and sweat analysis, urine analysis, or blood analysis.
Because testing is done in these manners, federal health concerns require most employers to abide by the Substance Abuse and Mental Health Services Administration (SAMHSA).
If you would like legal information on drug testing in the workplace and your rights as an employee, contact the Houston employee drug testing lawyers of the Ross Law Group.
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