Although the timetable allowing businesses to reopen is different in every state, most businesses are starting to plan for the inevitable day when employees will be allowed to return to the workplace and resume business operations at least in some form. In Iowa, the Governor’s April 27 proclamation loosened restrictions in 77 Iowa counties. Although
This is a question about which Iowa employers are increasingly concerned. The probability your employees and applicants for employment have used marijuana in some form has substantially increased in recent years. Medical marijuana use is now legal in 34 states and the District of Columbia. Recreational use is legal in ten states. But, marijuana is still classified as a “Schedule I” drug under the Federal Controlled Substances Act, making it illegal to possess, use, or sell. The very fact that marijuana is classified as a Schedule I drug means the Food and Drug Administration has determined it has no currently accepted medical use, a lack of accepted safety for use under medical supervision, and a high potential for abuse.
Continue Reading Does Iowa’s Medical Marijuana Law Impact an Employer’s Right to Maintain a Drug-Free Workplace?
In the last two sessions, the Iowa legislature has amended Iowa’s private sector drug testing law to give employers additional tools to combat employee substance abuse. In last year’s session, the legislature amended the law to allow employers to use hair follicle testing for pre-employment drug screens. Prior to the amendment, the law allowed only testing using urine, blood, or oral fluid.
In the 2018 session, the legislature again amended the law to lower the threshold at which an employer may take action based upon an employee’s positive alcohol test. Effective July 1, an employer may take action if the employee has a blood alcohol concentration of at least .02% . The existing standard is .04%.