Workplace Drug Testing Issues – Alaska State Laws
These categories do not affect DOT-regulated drug testing. Government employers should always call for potential additional restrictions on employee drug testing.
Alaska employers may test job applicants for any job-related purpose, consistent with business necessity and the terms of the employer’s policy. See Alaska Statutes Title 23. Labor and Workers’ Compensation
Workplace Drug Testing Laws in Arizona
| Drug Testing Issue | Status | Comments |
|---|---|---|
| Instant or POCT Testing | Not Allowed | All initial and confirmation testing must take place in a laboratory. |
| Drug Panels | No Restrictions | |
| Laboratory | Certification Required | CAP or SAMHSA |
| Medical Review Officer | Required | |
| Random Testing | Possible Restrictions | Case law may limit random testing to safety-sensitive employees. |
Medical Marijuana – Alaska Statute. 17.37.040(d)
Intoxication Defense – Alaska Statute 23.30.235.
Intoxication Defense – Denial of Workers Compensation Claim – States vary in their willingness to allow employers to use an injured worker’s intoxication against a compensation claim. State laws’ intoxication defenses generally fall into one of three rough categories: reasons that do not depend on causation; defenses that require some form of proximate causation between intoxication and injury; and defenses that require that intoxication be the sole cause of injury. Always check with your insurance company and attorney when you have a positive post-accident test after an injury.
In Alaska, take these five steps to protect your business:
- Determine how to treat marijuana strategically.
- Develop new policies if none exist or update existing policies.
- Consider implementing a drug-testing program if you have not already done so. Be sure it complies with Alaska’s Safe Harbor Statute.
- Provide any changes in policy or new policy to employees.
- Decide how you will treat a breach of your policies or a confirmed positive test.
Policy Statement Example:
The Company considers employee use of marijuana for medical and recreational purposes potential health, safety, and security problem. To ensure the maintenance of safety, productivity, quality of services, and property security, the Company maintains a zero-tolerance policy for all employees, including but not limited to employees in “safety-sensitive” positions.
This chart is intended for informational purposes only and should not be relied upon for legal guidance. State and local laws vary greatly; therefore, you are advised to consult experienced legal counsel during the design of your actual substance abuse testing program and with any questions that follow.