Blog: Articles

In the world of workplace drug testing, consistency is compliance. Yet many employers still follow an outdated practice: sending only laboratory-confirmed positive results to the Medical Review Officer (MRO) while allowing negative results to bypass medical review altogether. It may seem efficient. It may even feel cost-effective. But from a non-DOT drug testing compliance, DOT…

For years, compliance conversations centered around regulated transportation and DOT compliance. Today, the greater risk is often sitting outside the DOT world. Non-DOT employers now operate in an environment filled with evolving marijuana laws, remote work complications, inconsistent state regulations, and increasing litigation. The legal exposure for companies without a clear workplace drug testing policy…

When an accident happens, everything changes in minutes. The decisions made in the first hour often determine whether your company is protected, or exposed. Yet many employers still rely on clinic hours, delayed post-accident drug testing, or internal staff scrambling to “figure it out.” In today’s legal climate, that approach is no longer defensible. A…

Marijuana laws continue to evolve across the country. Unfortunately, workplace confusion is evolving right along with them. Many employees now assume legalization means unrestricted use, including protection from workplace consequences. For employers, that misunderstanding creates risk, inconsistent enforcement, and growing pressure on HR and safety teams. Here is the reality every employer must understand and…

Your First Line of DOT Defense If your company is regulated by the Department of Transportation, you are required to appoint a Designated Employer Representative, or DER. Under 49 CFR Part 40, this role carries real authority and real liability. Yet in many organizations, the DER title gets assigned quietly and treated like paperwork management.…

“The top priority of the collector is to ensure that the integrity of the collection process is maintained throughout the entire collection.” This information is provided for educational purposes only. Reader retains full responsibility for the use of the information contained herein. Most companies today implement some form of drug testing program to promote workplace…

“A drug-abusing employee who is, for example, 5 times more likely to cause a workplace accident, would cost his or her employer much more than $8,800 per year.” This information is provided for educational purposes only. Reader retains full responsibility for the use of the information contained herein. I remember speaking with a friend in…

“Mississippi employers should immediately review their workplace drug and alcohol testing policies to ensure they are up to date regarding the newly passed law.” This information is provided for educational purposes only. Reader retains full responsibility for the use of the information contained herein. In February 2022, Mississippi legalized medical cannabis. But wait a minute…

All employees should be subject to Post-Accident testing when an accident occurs that meets the employer’s criteria for such testing. Note: This article is provided for educational purposes only and should not be relied upon as legal advice. The reader retains full responsibility for ensuring compliance with all applicable laws regarding drug testing. Post-Accident testing…

Employers will still need to tread carefully with employees who use marijuana off-duty and who are not under the influence at work. This information is provided for educational purposes only. Reader retains full responsibility for the use of the information contained herein. When talking about Connecticut, images of centuries-old Ivy League buildings and a J.…