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create your own employee handbook a legal and practical guide phần 8

Tham khảo tài liệu 'create your own employee handbook a legal and practical guide phần 8', ngoại ngữ, ngữ pháp tiếng anh phục vụ nhu cầu học tập, nghiên cứu và làm việc hiệu quả | DRUGS AND ALCOHOL 17 15 State Drug and Alcohol Testing Laws continued a treatment program. Employer is not however required to provide paid leave. Employer may fire or refuse to hire an employee whose drug or alcohol use interferes with job duties or workplace safety. Employee rights Employer must safeguard privacy of employee who enters treatment program. Connecticut Conn. Gen. Stat. Ann. 31-51t Employers affected Any individual corporation partnership or unincorporated association. Testing applicants Employer must inform job applicants in writing that drug testing is required as a condition of employment. Testing employees Employer may test when there is reasonable suspicion that employee is under the influence of drugs or alcohol and job performance is or could be impaired when authorized by federal law when employee s position is dangerous or safetysensitive as part of a voluntary employee assistance program. Employee rights Employer may not take any adverse personnel action on the basis of a single positive test that has not been verified by a confirmation test. Florida Fla. Stat. Ann. 440.101 to 440.102 Employers affected Employers who establish a drug-free workplace program to qualify for a workers compensation rate discount. Testing applicants Must inform job applicants that drug and alcohol testing is required as a condition of employment. Testing employees Must test any employee on reasonable suspicion of drug use as part of a routine fitness-for-duty medical exam as part of a required rehabilitation program. Employee rights Employees who voluntarily seek treatment for substance abuse cannot be fired disciplined or discriminated against unless they have tested positive or have been in treatment in the past. All employees have the right to explain positive results within 5 days. Employer may not take any adverse personnel action on the basis of an initial positive result that has not been verified by a confirmation test. Notice and policy requirements .