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Oregon - 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 Oregon

Instant or POCT Testing

Restricted

Facilities must register with the State and meet conditions to be able to provide instant or onsite testing. Only FDA approved devices can be utilized.

Drug Panels

No Restrictions except for alcohol

For alcohol testing the employer may conduct reasonable suspicion alcohol tests or when the individual gives consent to be tested; device must be NHTSA approved and conform to 49 CFR part 40; the employer must pay for the test.

Laboratory

Restrictions

All laboratories performing the tests, examinations or analyses must be licensed under the provisions of ORS 438.010 to 438.510 and must employ qualified technical personnel to perform the tests, examinations and analyses. SAMHSA certified laboratories will qualify.

Medical Review Officer (MRO)

Not required

Not required but highly recommended to avoid exposure to liability.

Random Testing

No restrictions

Post-Accident

No restrictions

Reasonable Suspicion

Restrictions for alcohol testing

For alcohol testing the employer may conduct reasonable suspicion alcohol tests or when the individual gives consent to be tested; device must be NHTSA approved and conform to 49 CFR part 40; the employer must pay for the test.

Oral Fluids

No restrictions

Hair Testing

No restrictions

Unemployment Denial

Yes

Address in your company policy see § 657.176
Grounds and procedure for disqualification

Workers Comp Discount

No

Intoxication Defense

Yes

A compensable injury does not include an injury where the major contributing cause of which is demonstrated to be by a preponderance of the evidence the injured worker's consumption of alcoholic beverages or the unlawful consumption of any controlled substance, unless the employer permitted, encouraged or had actual knowledge of such consumption.

Medical Marijuana

Yes

Neither state nor federal disability laws require employers to accommodate the use of illegal drugs at work or at home. Be sure to address Medical Marijuana in your company drug free workplace policy. Statute does not require an employer to accommodate medical
marijuana use in the workplace.

Recreational Marijuana

Yes

When stated in a company policy, recreational marijuana smokers will have no defense if they come up positive on a workplace urinalysis.

Report Driver DOT Positives

Yes

The regulation applies to positive DOT drug test results; positive alcohol test results are not reported. The MRO initiates the report using a standard Oregon State form and forwards it to the employer. The employer completes the form and forwards it to the State agency. The information is entered into a State database and released to employers only with a signed release from the driver. No actions are taken on the driver’s CDL.

General Statute

The Oregon civil rights laws don´t specifically address drug testing of employees. Click Here for tips on a drug testing program that eliminates exposure to liability.