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All across the United States, restrictions on medicinal and recreational marijuana usage are being lifted. Although the drug remains illegal at the federal level, this may not always be the case. Such major changes can have a significant impact on how employers implement and structure their drug testing policies.

For example, some experts now argue that requiring applicants to undergo corporate drug testing before being given a position can be interpreted as a violation of their medical privacy rights. As these issues continue to develop, business leaders must strive to stay current on what they can and cannot ask of their applicants and employees.

Drug TestingAt this stage, governments in states like California still permit drug testing for the same reason alcohol testing is allowed; although alcohol is legal, employers don’t want their staff members drinking on the job. The same is true of marijuana. Even if recreational use becomes legal across the country, a business owner can have relevant concerns about employees using it at home and arriving to work in an intoxicated state. This isn’t just a productivity problem—in many instances, it’s a safety issue.

However, alcohol testing is usually designed to ensure a worker hasn’t consumed any alcohol during work hours or immediately beforehand. Marijuana is a more difficult subject because employees can test positive for use several after the fact. While such a mild degree of recreational use may not have an effect on their ability to perform reliably at work, it could prevent them from securing a position.

As legalization gives more people the freedom to engage in marijuana use, some employers may see their candidate pool begin to dwindle. These issues are in constant flux, and, as an employer, it’s up to you to decide how your business will adapt to the changing laws.

 

Looking for reliable professionals to handle your drug testing needs? Get in touch with US Compliance Consortium Inc. in Phoenix, NV. Contact them online to learn more about their services, or call (602) 765-2200.

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