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Why do companies use pre-employment drug testing? There are three circumstances in which workers encounter drug tests during the hiring process. The first is when workers have applied for jobs ...
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 ...
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.
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.
Its most widely accepted use is in the fields of forensic toxicology, in pre-employment drug testing and, increasingly, in environmental toxicology. [1] [2] Several alternative medicine fields also use various hair analyses for environmental toxicology, but these uses are controversial, evolving, and not standardized.
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]
The Arizona Department of Economic Security told the Arizona Sonora News Service earlier this year that over the course of more than five years, "42 people have been asked to take a follow-up drug ...
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.
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