Talcada’s Post

Watch my video to learn more about the DEA's recent recommendation to reclassify marijuana as a Schedule III drug. This potential shift could have significant implications for HR drug policies across the board. I delve into what this change means for: -workplace drug testing -employee rights -company compliance requirements Visit https://lnkd.in/gX-q9XCS to learn more about how Guardian HR can help you navigate the ever evolving landscape of HR and employment law. Let’s navigate these changes together! #MarijuanaReclassification #HRPolicies #DEA #WorkplaceCompliance #EmployeeRights

Drug testing is being implemented more and more in workplaces. The subject is naturally controversial given the need to balance the employer’s obligation to maintain a safe workplace with the employee’s right to privacy and other human rights. Follow the link to read the full article by Chris D. Drinovz https://lnkd.in/gYbfiBFh

"A recent case highlights the importance of clear drug testing policies in the workplace. A worker was terminated after testing positive, but the legal complexities show why employers must ensure their policies are well-defined and consistently applied. Read More: https://buff.ly/3M7AwOI #WorkplaceSafety #DrugTesting #HRCompliance"

It is important to develop a system to protect the confidentiality of employee drug testing records. You can do this by selecting a person within your organization who is aware of confidentiality protocol that will be responsible for receiving drug test results. Also be sure to let employees know how drug-testing results can be used to inform their treatment, rehabilitation, and re-integration into the workplace. #drugtesting #drugfree #workplace #employers #DOToperations #legal #court #personaltesting #paternitytest #ADT #AmericanDrugTesting

"A recent case highlights the importance of clear drug testing policies in the workplace. A worker was terminated after testing positive, but the legal complexities show why employers must ensure their policies are well-defined and consistently applied. Read More: https://buff.ly/3M7AwOI #WorkplaceSafety #DrugTesting #HRCompliance"

Drug testing in today's workplace is a common practice aimed at ensuring a safe and productive environment. Employers often implement drug testing policies to prevent substance abuse, which can lead to accidents, decreased productivity, and potential legal liabilities. ASE's newest pulse survey, Workplace Drug Testing, assesses current drug testing policies and practices in the workplace. The report is now available. Download your copy at https://lnkd.in/gvJRniEt #drugtesting #workplacedrugtesting #ASE #HR

Drug free workplace programs aren’t about controlling your employees, they are about increasing productivity and safety. Contact us today to see how we can help with your drug testing needs. #drugtesting #drugfree #workplace #employers #DOToperations #legal #court #personaltesting #paternitytest #ADT #AmericanDrugTesting

"More employees are cheating on workplace drug tests. Here's how they do it"... and how to stop it. A record number of U.S. workers are cheating on drug tests by tampering with urine samples or using synthetic formulas, according to Quest Diagnostics, which found a six-fold increase in such attempts in 2023. This surge coincides with more states legalizing recreational marijuana, complicating employers' efforts to maintain a drug-free workplace. Workers commonly cheat by substituting urine with synthetic or animal urine or by tampering with their samples. To combat this, fingerprint drug testing offers a robust solution. Unlike urine tests, fingerprint drug testing is non-invasive, hygienic, and tamper-proof. It collects sweat from a fingerprint, making substitution or adulteration almost impossible. Additionally, it provides immediate results and enhances detection accuracy, ensuring timely and relevant screenings. Source: CBS News https://cbsn.ws/3XhdETA

Where a zero-tolerance stance has been adopted, employers should review the substance use policies in place to determine whether a zero-tolerance approach is justifiable in the context of that workplace with due consideration to the nature of the operations, and the inherent requirements of the roles executed in that workplace. Where it is determined that a zero-tolerance stance is not operationally justified, employers are still within their rights to regulate substance use by other means, including establishing cut-off limits. Webber Wentzel Mehnaaz Bux Eugene Chaphi Neo Conference Moerane https://lnkd.in/deJfAmJy

📅 Mark your calendars! On July 24, we are hosting a crucial training session on ‘Reasonable Suspicion: The Impact of Marijuana, Drugs, and Alcohol at Work’. Gain insights into legal requirements, responding to substance use, and developing robust workplace policies. Ideal for HR professionals, supervisors, and managers. Secure your spot today! https://loom.ly/dYC0zKM #HRTraining #WorkplaceSafety #SubstanceAbusePolicy