A link between the absence of employer substance abuse testing and the incidence of abusing employees in the workforce appears to emerge from a study recently released by the Substance Abuse and Mental Health Services Administration ("SAMHSA"), a division of the United States Department of Health and Human Services.
The following are among the factors employers should consider in using a skills or ability test or a psychological test as a tool in making employment decisions
Employment-based discrimination on the basis of AIDS/HIV status may be prohibited by the states' fair employment practices laws, either explicitly or through a
Kentucky does not have a genetic testing law.
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Kentucky has no law governing the use of polygraphs in employment.
Polygraph testing posterPolygraph testing poster
How do you set up a drug-free workplace? Start with a written substance abuse policy that clearly and concisely explains what you are going to do and why you are going to do it.
The following clauses address the issue of HIV and AIDS testing in the workplace and can be easily added to your company AIDS policy.
Explanation.
Note: If properly completed by the employer, the following notice, which must be both provided to the employee and read to the employee and then signed by the e
The importance of applicant background checks and employment verification was made clear by a survey that revealed 8.3 percent of all job applicants have crimin
Salaried employees performing computer-related tasks may be exempt from the overtime requirements.
Respecting and protecting privacy rights in terminations is important for managers and supervisors in part because once an employee has been terminated, there m
Federal, state and local laws not only restrict an employer's ability to test employees—and applicants—for AIDS, those laws also regulate the way in which an em
Yes, effective for plan years beginning on or after May 21, 2009 (January 1, 2010, for calendar year plans), the Genetic Information Nondiscrimination Act (GINA
Alabama does not have a genetic testing law.
Any person found guilty of violating Alabama's polygraph testing law will be guilty of a Class A misdemeanor (Sec. 2, P.A. 523, L. 1995).
An employer who violates the polygraph testing law is guilty of a misdemeanor and, upon conviction, is subject to a fine of not more than $1000 or to imprisonme
Arizona has no law governing the use of polygraphs in employment.