Government agencies have drug-testing policies for all of their employees. Employee drug testing is allowed in the private sector during several situations, including pre-employment, reasonable suspicion, post-workplace, accident and random testing. However, for some organizations to receive grants or contractors to receive contract, they must abide by other drug-free guidelines.
The Drug-Free Workplace Act is federal legislation aimed at preventing drug use in the office and other work locations.
No. It only applies to organizations that have contracts with the federal government and those receiving federal grants.
The Act requires every organization affected by the legislation to agree to create a drug-free workplace. The organization must be free of drugs prior to entering into a government contract or receiving a grant from the U.S. government. For example, an organization must post anti-drug policies around the workplace and make employees aware of drug use policies.
Yes. All permanent and temporary employees must follow the guidelines instituted in the Act. Volunteers who are not paid are not subjected to the drug-free workplace rules.
Yes. An organization can receive one or more sanctions for:
The sanctions for non-compliance can vary depending on the infraction, but they can include suspension of grant payments or termination of a grant. The sanctions cannot last more than five years.
Yes. To understand the anti-drug policy guidelines for receiving a contract or grant from the federal government, contact an employment lawyer to learn more. The lawyer may also help if the government agency believes you are not in compliance.
Last Modified: 09-14-2015 06:58 PM PDTLaw Library Disclaimer
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