Skip to Content
Loading

Connecticut - 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 Connecticut

Instant or POCT Testing

Restrictions

Non-negative tests must be confirmed at a laboratory.

Drug Panels

No Restrictions

Recommend following SAMHSA guidelines

Laboratory

Restrictions

Recommend using SAMHSA certified laboratories.

Medical Review Officer (MRO)

Not required

Use of MRO highly recommended to avoid liability in your drug testing program.

Random Testing

Restrictions

Random testing only allowed for State designated safety-sensitive occupations or employee voluntarily enrolled in EAP.

Post-Accident

Restrictions

Only with reasonable suspicion of drug or alcohol use. Recommend a trained supervisor making determinations.

Reasonable Suspicion

No Restrictions

Document carefully

Oral Fluids

No Restrictions

Hair Testing

No Restrictions

Comments

Unemployment Denial

Yes, address in company policy

Employer not charged for benefits when employee violated employer’s drug-testing policy (established in accordance with state or federal law).

Workers Comp Discount

No

Intoxication Defense

Yes, available

Sec. 31-275 … (C) In the case of an accidental injury, a disability or a death due to the use of alcohol or narcotic drugs shall not be construed to be a compensable injury;

Medical Marijuana

Yes

PALLIATIVE USE OF MARIJUANA, HB 5389. Employer can act if the individual used or was under the influence of marijuana at work.

Recreational Marijuana

No

Report Driver DOT Positives

No

Comments

General Statute

Many restrictions on employee drug testing. See Connecticut Department of Labor SECTIONS 31-51t THROUGH 31-51aa