Marijuana is totally illegal in this state and there are very staunch possession laws.
In 2021 with S 1017, Idaho further shored up the state’s position on marijuana by amending the state’s Uniformed Controlled Substances Act which mirrors the federal Drug Enforcement Administration’s controlled substance scheduling including placing synthetic cannabinoids in Schedule I.
Idaho has a voluntary drug testing law that, although not required, if an employer elects to comply, they will enjoy limited protections and qualify for a workers’ compensation premium reduction (as determined by their insurance carrier). Additionally, if complied with, this voluntary law affords an employer greater latitude to deny unemployment claims.
Although not required, with compliance of the voluntary law (above), an employer has greater latitude to deny unemployment claims.
Other Impacting Laws
(e.g., drug testing, workers’ compensation, unemployment)
Under the unemployment law specifications, adulteration or submission of a sample that does not belong to the donor are work-related misconduct.
An employee discharged for a confirmed positive drug test will not be eligible for unemployment benefits.
Except with narrow variances, when intoxication is the reasonable and substantial cause of an injury, the employee will not qualify for workers’ compensation benefits.
This resource is designed to provide accurate information regarding the subject matter covered. It is provided with the understanding that those involved in the resource are not engaged in rendering legal counsel. If legal advice is required, the services of a competent professional should be sought.
Where there are quotation marks, the language is directly from published law. This information is only a summary of some issues and it will benefit the reader to review the information in context (go to the law) and in relation to other laws (e.g. workers compensation, unemployment law).
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