skip navigation


Register for Latest Research

Stay Informed
Register with NCJRS to receive NCJRS's biweekly e-newsletter JUSTINFO and additional periodic emails from NCJRS and the NCJRS federal sponsors that highlight the latest research published or sponsored by the Office of Justice Programs.

NCJRS Abstract

The document referenced below is part of the NCJRS Virtual Library collection. To conduct further searches of the collection, visit the Virtual Library. See the Obtain Documents page for direction on how to access resources online, via mail, through interlibrary loans, or in a local library.


NCJ Number: 156357 Find in a Library
Title: Testing for Drugs and Alcohol in the Workplace
Journal: Maryland Bar Journal  Volume:27  Issue:6  Dated:(November-December 1994)  Pages:21-22,24-25
Author(s): R C Kellner; B W Warbasse
Date Published: 1994
Page Count: 4
Type: Report (Technical Assistance)
Format: Article
Language: English
Country: United States of America
Annotation: In deciding whether to institute drug and alcohol testing of job applicants and employees, employers should be familiar with the legal issues and consider the benefits expected to be gained from testing, the cost of testing, the impact of testing, and how they will respond to a positive test result.
Abstract: The main reasons to adopt a testing program are the prevalence of drug abuse and the potential adverse consequences. Testing may be required by a governmental agency or by a customer. In adopting testing programs, Maryland employers must also be familiar with both Maryland law and the Americans with Disabilities Act. Pre-employment testing is the most prevalent form of testing. Employers must establish fair procedures to minimize the employer's exposure to claims for invasion of privacy, defamation, and discrimination. The collection of test specimens should be done by a facility with experience in the field. A positive test or refusal to take a test will generally lead to termination of employment. However, employers may decide to allow employees to return to work, usually requiring that the employee complete a rehabilitation program, have future random testing, or both. Many employers offer the opportunity only to employees who admit their problem and request help before being sent for a drug test or otherwise being caught by the employer. By carefully designing and implementing such a program, Maryland employers can improve workplace safety and productivity with minimal legal risks.
Main Term(s): Employee drug testing
Index Term(s): Employer-employee relations; Federal Code; Maryland; Substance abuse in the workplace
To cite this abstract, use the following link:

*A link to the full-text document is provided whenever possible. For documents not available online, a link to the publisher's website is provided. Tell us how you use the NCJRS Library and Abstracts Database - send us your feedback.