Alabama Pre-Employment Drug Screening And Employment Drug Testing
All pre-employment and post employment drug screening in Alabama is regulated by Alabama Code §25-5-330 et seq.
We provide convenient pre-employment drug screening and drug testing primarily through Quest Diagnosticswith thousands of offices located nationwide.
Only after an applicant is given a notice of the drug-testing policy and a conditional offer of employment testing may then be authorized .
Employers are required to provide an education program semi annually on substance abuse in general and particularly its effects on the workplace.
The education program shall be conducted semi-annually for one hour for employees. Supervisors shall have an additional 2 hours of training which includes, but is not limited to, recognizing signs of employee substance abuse and the actions that may be taken.
Confirmation costs and expenses are to be paid by the employer. additional costs (i.e. retesting) not required by the employer are payable by the employee or job applicant.
Subject to classifications of job positions, Limited testing of job applicants are allowed under the program.
Employees or applicants must be given the opportunity to contest or explain positive test within five days of receiving results.
Routine and random testing may be authorized as well as testing on reasonable suspicion, or, as part of fitness-for-duty exam, or after on- the-job injury, or as follow-up to a rehabilitation program. Employees must receive 60 days’ advance notice of the testing policy. The policy must be conspicuously posted.
Random drug testing and other lawful testing procedures are not prohibited
There are no limits to disciplinary action in the case of positive confirmed test results. An Employer’s policy must specify any such disciplinary action which may include ineligibility to workers’ compensation and unemployment benefits that are the result of confirmed positive results.
Drug Free Way To Be In Alabama provided by the State of Alabama:
Time required for testing existing employees is considered compensable work time. Costs for drug tests must be paid by the employer.
Employers may not discriminate by testing only certain groups of employees by race or gender for drug testing.
Nor, may they defame an employee by publicizing an employee’s positive test results.
ADA. An applicant who is taking medication for a disability is protected by the Americans With Disability act (ADA.)
Along with pre-employment drug screening, we also offer a complete menu of all other employment screening services from criminal records checks to instant state driving records.
For a complete listing and description of the other pre-employment screening services we offer, please Click Here
All of our reports are FCRA compliant.
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Disclaimer None of the information contained in this web site should be construed as legal advice. All forms, policies, information and procedures should be reviewed by your legal counsel before being used in any way.