Many employers want to incorporate a pre-employment drug test into their hiring process, but if it isn’t carried out properly they could be at risk of violating a potential employee’s right to privacy.
As part of their “onboarding series,” attorneys at Seyfarth Shaw are offering some advice on how best to carry out pre-employment drug tests. They also clarify for California employers their obligations with regard to a potential hire’s use of medical marijuana.
This content has been archived. It is available through our partners, LexisNexis® and Bloomberg Law.
To view this content, please continue to their sites.
Not a Lexis Subscriber?
Subscribe Now
Not a Bloomberg Law Subscriber?
Subscribe Now
LexisNexis® and Bloomberg Law are third party online distributors of the broad collection of current and archived versions of ALM's legal news publications. LexisNexis® and Bloomberg Law customers are able to access and use ALM's content, including content from the National Law Journal, The American Lawyer, Legaltech News, The New York Law Journal, and Corporate Counsel, as well as other sources of legal information.
For questions call 1-877-256-2472 or contact us at [email protected]
