Search results
Results from the WOW.Com Content Network
Workplaces in the United States must display this poster explaining the Employment Polygraph Protection Act to employees. The Employee Polygraph Protection Act of 1988 (EPPA) is a United States federal law that generally prevents employers from using polygraph (lie detector) tests, either for pre-employment screening or during the course of employment, with certain exemptions.
In the United States, smoker protection laws are state statutes that prevent employers from discriminating against employees for using tobacco products. Currently twenty-nine states and the District of Columbia have such laws. Although laws vary from state to state, employers are generally prohibited from either refusing to hire or firing an ...
In a pilot drug testing program in Florida in 1999-2000, 5.1% returned a positive urinalysis. [24] A 2015 study by ThinkProgress found that out of seven states reporting data on welfare drug testing, only one had a usage rate above 1%. [15]
Drug Enforcement Administration (DEA) ... List of space companies and facilities in Virginia; References. Top Secret America: Government Organizations
Hair testing is commonly used in the USA as pre-employment drug test. The detection time for this test is roughly 3 months, which is the time, that takes head hair to grow ca. 1.5 inches, that are collected as a specimen. Longer detection times are possible with longer hair samples.
The testing and certification are conducted in accordance with U.S. consensus-based product safety test standards. These test standards are not developed or issued by OSHA but by U.S. standards organizations (e.g., ANSI, the American National Standards Institute ) arrived at by consensus amongst representatives of other standards organizations ...
These policies are commonly included as part of an employment contract. [5] While the majority of states have legalized marijuana in some form, covered employers are still required to treat marijuana use as a disciplinable offense under the Drug-Free Workplace Act, as it is still considered a controlled substance under federal law.
The TLEA covers "non-employees" as well, while not employed directly, are paid directly by the employer for labor or services. Companies in Tennessee are required to request and maintain copies of certain identity and work authorization documents for non-employees, unless an exception applies (i.e. workers are employed by a separate company). [91]