Why is
it important to have a drug test policy for pre-employment and employment drug
tests? This case is an example of why a
drug testing policy that clearly defines the employers policy to test both
pre-employment and employees. If the
employer did not have a clear policy, the employer may have been liable to an
existing employee for testing. We
recommend that our clients have clearly drafted drug test policies and that
national employers consider state regulations in their policies.
An Iowa appellate
court reversed an award of damages to an employee under the ADA after the
employee was discharged for refusing to submit to a post-accident drug test.
The employee had taken a number of prescription painkillers throughout his
employment and due to safety issues associated with his job as a maintenance
laborer, the employer prohibited the employee from using power tools or driving
vehicles. At a subsequent time, the employee took a medical leave of absence
while using the prescription painkillers, and upon his return to work, cut his
finger. The Company's drug and alcohol policy required a post-accident test
because the employee suffered an injury at work. The employee refused to submit
to the drug test, even after he was advised that the test was for illegal
drugs, not for prescription medications, and was subsequently fired. The
employee filed suit under the ADA, arguing that he was terminated based on his
disability. The case proceeded to a jury trial and the jury entered a verdict
in the employee's favor. The appellate court reversed and dismissed the case,
finding that the employer had the right to subject the employee to a
post-accident drug test under its policy, and noted that the employee testified
that he was aware that refusing to test could be grounds for termination.
Employers should always include a provision in their substance abuse policies
advising employees that refusing to test will lead to termination, and defining
the types of conduct that constitute a "refusal to test."
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