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Colorado - STATE LAWS

Coming Soon, State Laws for Workplace Drug Testing

Regulations for workplace drug testing are very important to maintain an effective and legal drug free workplace program. It is particularly important to pay attention to individual state laws regarding employer drug testing programs. Employers need to be concerned about limiting exposure to liability in a drug testing program.

A good drug testing program will go a long way toward addressing safety, OSHA compliance, ADA Compliance, performance and workers’ comp issues; having the right company policies, education programs and insurance coverage will go the extra step to protect you against potential lawsuits and financial liability. Many states have different laws regarding drug testing, check back to view the guidelines for drug testing in your state.

Workplace Drug Testing Laws in Colorado

Instant or POCT Testing

No Restrictions

Drug Panels

No Restrictions

Laboratory

No Restrictions

Highly recommend - SAMHSA certified laboratory

Medical Review Officer

No Restrictions

Highly recommended to avoid liability

Random Testing

No Restrictions

Post-Accident

No Restrictions

Base decision to test after an accident on a reasonable decision that drug or alcohol use could have caused the accident, always have a written policy.

Reasonable Suspicion

No Restrictions

Oral Fluid Testing

No Restrictions

Hair Follicle Testing

No Restrictions

Unemployment Denial

Yes

Must have a written policy, no unemployment compensation if employee is terminated for failing a drug test.

Workers Comp Discount

No

Intoxication Defense

Yes

Employer to claim "presumption of intoxication" and thus reduce all non-medical benefits by 50%, employer will need to prove that your test was conducted in a certified/licensed facility and that a second sample has been preserved for re-testing.

Medical Marijuana

Yes

The law states nothing shall require any employer to accommodate the medical use of marijuana in the workplace. The Colorado Supreme Court has upheld and employee termination for testing positive even when the employee claimed medical marijuana.

Recreational Marijuana

Yes

Amendment 64 states: “Nothing in this section is intended to require an employer to permit or accommodate the use, consumption, possession, transfer, display, transportation, sale or growing of marijuana in the workplace or to affect the ability of employers to have policies restricting the use of marijuana by employees.”

Report Driver DOT Positives

No

General Statute

There are no statutes that restrict employers to conduct drug and alcohol testing.