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Employers are also free to require pre-employment drug testing and/or to enforce random drug testing multiple times a year. Employers can test for any substances using any accepted method ...
Delta 9 THC is the parent compound. If a saliva sample is tested in a lab, the detection level can be as low as 0.5 ng/mL (up to 72 hours after intake). [24] Per National Institute on Drug Abuse saliva drug testing provides a reasonable alternative to other drug testing methods. [25]
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.
This includes random drug tests, even if someone was not high at work. After Amendment 3 goes into effect, employers still have the right to make their own company marijuana policies.
A 2000 study by the US NIST [6] examined 12 chemical spot tests and concluded that all the tests examined "may indicate a specific drug or class of drugs is in the sample, but the tests are not always specific for a single drug or [class]". The study also noted that "mace, nutmeg and tea reacted with the modified Duquenois–Levine [test]".
Integrity testing for employment selection became popular during the 1980s. [2] Human Resources personnel found integrity tests were an improvement over polygraph tests . Polygraph tests were no longer able to be used for screening of most future employees in the United States due to the Employee Polygraph Protection Act of 1988 (EPPA). [ 2 ]
A new law says California employers can’t discriminate against employees for using marijuana in off hours. What does that mean? In 2024, California employers can no longer punish employees for ...
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.