In this 2-minute compliance video, Elizabeth McLean, an expert in the background screening legal landscape and General Counsel at GoodHire, shares tips to help you stay up to date on marijuana laws and drug screening policies.
There’s a cloud of confusion around federal and state laws governing marijuana. Depending on their industry, location and policies, some employers have decided to stop testing for marijuana use. To meet their needs, GoodHire has introduced a 4-panel drug screening option that doesn’t test for marijuana but does screen for other drugs. Learn more.
The cloud of confusion around federal and state laws governing marijuana use has many employers wanting to “just say no” to testing for the substance at all.
With the dramatic rise of prescription drug abuse, though, few want to abandon the notion of employee drug testing all together.
GoodHire recently introduced a 4-panel drug screening option to suit the needs of employers who have decided to stop testing for marijuana.
If you do choose to test for marijuana, either to comply with industry employment drug screening laws for your industry or to comply with company policy, you can still select the 5- or 10-panel option. (See what’s included in each drug screening option.)
How It Works
You can add 4-, 5-, or 10-panel drug screening to any background check you order. Once you’ve selected a background check (Basic, Standard, or Premium), simply choose “Drug Screening” from the list of add-ons.
You’ll see the option to specify the drug-screening package that meets your needs.
You enter the candidate’s or employee’s information, and GoodHire handles everything else – from emailing the candidate or employee for consent to arranging the test site.
Candidates take the test within 21 days of the email. GoodHire updates the results in your dashboard as soon as they’re available (typically within 1 to 3 business days).
Learn more about pre-employment drug tests.
The resources provided here are for educational purposes only and do not constitute legal advice. We advise you to consult your own counsel if you have legal questions related to your specific practices and compliance with applicable laws.