ARTICLE
QUESTION: With all of the marijuana laws changing around us, is your organization still testing for Marijuana during pre-employment? Initially asked March 2020. INARF is seeking any sample policies and practices for the following: pre-employment screening for any substance, testing based on reasonable suspicion, testing following an accident, and/or random testing. Updated March 2021. Based on the DDRS Policy on Personnel Policies and Manuals, providers are required to have a written personnel policy that includes at minimum “A description of the work-related behavioral criteria used by the Provider to initiate substance abuse screenings with its owners, directors, officers, employees, contractors, subcontractors or agents.” Some providers have chosen to include a pre-employment drug screening as part of their hiring process, but it is not required based on this DDRS policy. However, if your internal policy requires a pre-employment drug screening, then you will need to follow your internal policy. The December 2019 INARF Member Forum includes a panel discussion regarding this topic that can provide additional information (discussion begins at 1:03:29). Sample Policies: Sample Drug Free Workplace Policy 1 Sample Drug Free Workplace Policy 2 Sample Drug Free Workplace Policy 3 Sample Drug Free Workplace Policy 4 Sample Drug Free Workplace Policy 5 Sample Drug Free Workplace Policy 6 Sample Substance Abuse Policy Sample Reasonable Suspicion Checklist We do pre-employment drug screens on all employees, direct care and administrative that work in programs for clients, children or families. This drug screen does include marijuana and we have a zero tolerance policy. Also, if we believe consumers are under the influence and it is causing a problem for services to be provided we halt services. We have not and do not test for drugs upon pre-employment, especially Marijuana, for two reasons: It is very easy to hide the use of marijuana, they just google instructions and they past the test. We would have less staff, because it is so common. Our policies state that we do not permit the use of drugs and that at any time we can ask for a drug sample, which we do randomly. We absolutely are. Nothing has changed with the regulations and it’s still illegal in our state. In Indiana, marijuana is still illegal and the same drug testing policies apply as they always have. You are not permitted to some to work impaired by drugs or alcohol. All new hires who have an inconclusive per-employment drug screen must provide proof of the prescription they are talking or show the use of CBD oil to be considered as an exception. Yes, we still test. It is not legal in Indiana or Federally. Transit is zero tolerance. Even if they say it is CBD, it still counts as Marijuana and our policies and procedures are the same. Our company as a whole, only do pre-employment testing for certain departments, which I believe still includes for marijuana. Some departments have no requirements for pre-employment drug testing. We are still testing for Marijuana during pre-employment. (Multiple organizations) We currently do not do any pre-employment drug screens / testing. (Multiple organizations) If you have additional feedback, please email Heather Newman at heather@inarf.org and your response will be added to this post. This information is a compilation of suggestions, ideas, and opinions shared by INARF Members in response to the featured question. This information should not be considered official interpretation or guidance of State or Federal Policy. Additionally, statements within this document do not necessarily reflect an official position or opinion of INARF.
QUESTION: With all of the marijuana laws changing around us, is your organization still testing for Marijuana during pre-employment? Initially asked March 2020.
INARF is seeking any sample policies and practices for the following: pre-employment screening for any substance, testing based on reasonable suspicion, testing following an accident, and/or random testing. Updated March 2021.
Based on the DDRS Policy on Personnel Policies and Manuals, providers are required to have a written personnel policy that includes at minimum “A description of the work-related behavioral criteria used by the Provider to initiate substance abuse screenings with its owners, directors, officers, employees, contractors, subcontractors or agents.”
Some providers have chosen to include a pre-employment drug screening as part of their hiring process, but it is not required based on this DDRS policy. However, if your internal policy requires a pre-employment drug screening, then you will need to follow your internal policy. The December 2019 INARF Member Forum includes a panel discussion regarding this topic that can provide additional information (discussion begins at 1:03:29).
Sample Policies:
We do pre-employment drug screens on all employees, direct care and administrative that work in programs for clients, children or families. This drug screen does include marijuana and we have a zero tolerance policy. Also, if we believe consumers are under the influence and it is causing a problem for services to be provided we halt services.
We have not and do not test for drugs upon pre-employment, especially Marijuana, for two reasons:
Our policies state that we do not permit the use of drugs and that at any time we can ask for a drug sample, which we do randomly.
We absolutely are. Nothing has changed with the regulations and it’s still illegal in our state.
In Indiana, marijuana is still illegal and the same drug testing policies apply as they always have. You are not permitted to some to work impaired by drugs or alcohol. All new hires who have an inconclusive per-employment drug screen must provide proof of the prescription they are talking or show the use of CBD oil to be considered as an exception.
Yes, we still test. It is not legal in Indiana or Federally. Transit is zero tolerance. Even if they say it is CBD, it still counts as Marijuana and our policies and procedures are the same.
Our company as a whole, only do pre-employment testing for certain departments, which I believe still includes for marijuana. Some departments have no requirements for pre-employment drug testing.
We are still testing for Marijuana during pre-employment. (Multiple organizations)
We currently do not do any pre-employment drug screens / testing. (Multiple organizations)
If you have additional feedback, please email Heather Newman at heather@inarf.org and your response will be added to this post.