Workplace Drug Testing Issues – Nebraska State Laws
These categories do not affect DOT-regulated drug testing. Government employers should always call for potential additional restrictions on employee drug testing.
Workplace Drug Testing Laws in Nebraska
| Drug Testing Issue | Status | Comments |
|---|---|---|
| Instant or POCT Testing | No restrictions | All non-negative results must be confirmed at a certified lab. |
| Drug Panels | No restrictions | |
| Laboratory | Use Certified Labs | The law requires all confirmations to be conducted at qualified lab facilities. |
| Medical Review Officer | Not required | While the law does not require the use of an MRO, it is standard in the practice of workplace drug testing and strongly advised. |
| Random Testing | No restrictions |
The intent of the Nebraska Legislature through sections 48-1901 to 48-1910 is to help treat and eliminate drug and alcohol use and abuse in the workplace while protecting the employee’s rights. The State of Nebraska maintains a drug-free workplace program for its employees.
Intoxication Defense – Denial of Workers Compensation Claim – 48-102. Employer’s liability; negligence; action; defenses denied. “In all cases brought under sections 48-101 to 48-108, it shall not be a defense (a) that the employee was negligent unless it shall also appear that such negligence was willful, or that the employee was in a state of intoxication; (b) that the negligence of a fellow employee caused the injury; or (c) that the employee had assumed the risks inherent in, or incidental to, or arising from the failure of the employer to provide and maintain safe premises and suitable appliances, which grounds of defense are now abolished.”
48-127. Compensation; willful negligence; intoxication; effect. “If the employee is injured because of their intentional, willful negligence, or because of being in a state of intoxication, neither he nor she nor his or her beneficiaries shall receive any compensation under the Nebraska Workers’ Compensation Act.”
This chart is intended for informational purposes only and should not be relied upon for legal guidance. State and local law 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.