Mississippi Pre Employment Drug Screening And Drug Testing
We provide convenient pre-employment drug screening and drug testing primarily through
Quest Diagnostics with thousands of offices located nationwide.
In Mississippi employer testing of job applicants and employees for drugs and alcohol is governed by the Miss. Code Ann. § 71-7-5.
Employers may administer employment related drug and alcohol tests in the following circumstances:
A. Random Testing: Employers may engage in random or routine testing in certain situations.
B. Pre employment: For pre-employment screening, an employer may test applicants for drug and alcohol use and may refuse to hire an applicant that has a positive test result.
C. Reasonable Suspicion: Employers may test current employees whom the employer has a reasonable suspicion is under the influence of drugs or alcohol at work.
Employers may test applicants for drug and alcohol and may refuse to hire an applicant based on a positive test result.
Employers may test a current employee who the employer has a reasonable suspicion is under the influence of drugs or alcohol at work.
Employers may engage in random or routine testing in certain situations.
Also, the employer must have a written drug testing policy in place that provides for the following items:
A. A description of the employees or job applicants subject to testing under the policy;
B. The right of an employee or job applicant to explain a positive test result and request and pay for a confirmatory retest.
C. Any consequences or disciplinary or other adverse action that may be taken based on a positive test result.
D. The right of an employee or job applicant to refuse to undergo drug and alcohol testing and the consequences of refusal.
E. Any appeal procedures available to employees.
F. Any circumstances under which drug or alcohol testing may be requested or required.
Collective Bargaining Provisions: A statement concerning the applicability of any collective bargaining agreement must also be included.
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.)