Workplace drug testing issues – State Laws – Vermont
Caution: Vermont employers wishing to conduct workplace drug testing must follow state rules. Policies and procedures are critical to a legally defensible drug-testing program in Vermont. Drug testing has restrictions. The Statute allows the only applicant and probable cause testing. Post-accident drug testing in Vermont is prohibited unless there is probable cause of substance abuse.
January 2018 – Vermont legislators pass the recreational marijuana bill. The law restricts marijuana possession to adults over 21 years and allows one ounce of recreational marijuana with no criminal or civil penalties. Currently, workplace drug testing is not affected by the Vermont recreational marijuana law.
Important to Note: Vermont’s law requires a Medical Review Officer (MRO) to report all results to the donor and only positives to the employer – no employer obligation.
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 Vermont
|Drug Testing Issue
|Instant or POCT Testing
|Neither Quest Diagnostics nor LabCorp performs instant testing at their drug testing centers in Vermont. Instant testing is not permitted for employee drug testing.
|Drugs listed are Amitriptyline, amphetamines, barbiturates, benzodiazepines, cannabinoids, cocaine, doxepin, glutethimide, hydromorphone, imipramine, meperidine, methadone, methaqualone, opiates, oxycodone, pentazocine, phenytoin, phencyclidine, phenothiazines, and propoxyphene. Other drugs may be added through regulation.
|The Vermont Department must approve the lab of Health Public Health Laboratory. See List. rnrn
|Medical Review Officer
|Required for both positive and negative results
|DOT or other Federal law only
In Vermont, An employee who tests positive and agrees to enter the EAP or rehabilitation program may not be terminated.
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.
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.