Test result within 30 days of the initial pre-employment drug test if they wish. Job applicants may submit an independent drug.The law says the employer should define and beĪble to justify what “safety-sensitive” means for roles in their company. Jobs that “in the determination of the employer,Ĭould adversely affect the safety of others” are excluded.Federal drug testing guidelines remain unchanged.Medical technicians (EMT), and drivers are exempt from this law. Positions such as firefighters, emergency.Testing and excludes testing of current employees. The new law only pertains to applicant drug.Sample noted some important language to be aware of in the new Nevada Legislation, the new law is not as cut and dry as the headlines may lead us toīelieve. Typical in the political and legal landscape of marijuana The new law makes it, in most cases, an unlawfulĮmployment practice for an employer to refuse to hire a prospective employeeīecause he or she submitted to a drug screening test and the result indicated The state of Nevada did not ban pre-employment drug testing or even “The new law is not as cut and dried as the headlines We asked industry expert Barry Sample, PhD, Senior Director of Science and Technology, Quest Diagnostics Employer Solutions, about this change to employment practices in the Silver State. This comes just two years after voters approved the legal sale of recreational marijuana in 2016 to adults aged 21 and older. Most recently, Nevada passed a law effective Januthat places restrictions on how employers handle positive tests for marijuana for job applicants. One of the few constants in state marijuana legislation is that it continues to change.
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