As more and more states make marijuana legal, for medical or recreational purposes, or both, more questions will be raised as employers try to deal with the changing laws. One area of particular concern is drug screening. Questions have been raised around CBD oil and how it differs from marijuana, specifically in a drug screen.
The people of the State of Michigan passed Proposal 18-1, also known as Proposal 1 or Prop 1, legalizing the recreational use of marijuana. Below are answers to some of the questions employers may have around the legalization of marijuana and drug testing in the workplace.
More and more employers are using background screening as part of the employment process. This is important for protecting employees as well as the company. These days we see acts of violence happening in the work place far too often in the news. We also see more litigation against employers based not only on what they knew, but what they should have known, so it is logical that background screening is important.
You run pre-employment background checks on your candidates, and those that pass your company policies for screening are hired. Education and employment information that has been verified won’t change, but criminal records, driving records, and credit reports can change. How do you know if your employees still meet the necessary criteria for their job? Many employers are moving to a continuous screening process to aid in risk management.
We have all been exposed to the belief that things come in threes, deaths, good things, bad things, etc. There is even a name for the superstition that things come in threes, Triaphilia. ASE gets repeated questions in many areas of background checking and drug screening, and the following outlines the most frequently asked questions.
Did you know that except for December, the summer months are more dangerous than winter months for driving? Many organizations have employees that drive as part of their job, so it’s important to keep them educated and safe on the road.
You found an applicant for your open position, extended an offer, and received the results of the background verification. The report has items listed under the criminal or driving checks that you don’t like, so you decide to rescind the offer. That’s no problem because of the background check, right? Actually, that is very wrong and can put your company at risk for a lawsuit.
Opioid addiction and related deaths are all over the news, along with all the rhetoric about marijuana, but those are not the only drugs out there which are becoming problems. Cocaine is making a comeback, and according to the National Institute of Drug Abuse, cocaine is second only to opioids when it comes to drug related deaths.
Never judge a book by its cover. When it comes to selecting the best candidates to work for your company, going deeper than just face value should be a routine practice. Yet, according to a 2017 CareerBuilder survey that outlines myths around background checks, not all companies or workers understand the process.
Drug testing laws vary from state to state, and sometimes from city to city. It seems almost every day something is in the news about marijuana laws, and those laws are not always as simple as medical vs. recreational marijuana. New legislation has been passed in several states in 2017, and if your company has offices in other states, it is critical that you know the laws for each of your locales. Following are some of the updates from 2017:
Here we are in the second week of January– many people had extended time off the last few weeks in December, so theoretically most people should be well rested. So why are so many of us tired at this time?
Drug testing is an important step in the hiring process, and in many cases, in continuing employment. The more you know about the testing process and requirements, the better prepared you are to administer the process for your company. As Benjamin Franklin once said, “By failing to prepare, you are preparing to fail.” So what should you be prepared for?
On the TV show “Friends,” the character Monica Geller was the victim of a credit card thief. When she received her statement from the credit card company she commented, “She's living my life, and she's doing it better than me! Look at this, look. She buys tickets for plays that I wanna see. She, she buys clothes from stores that I'm intimidated by the sales people. She spent three hundred dollars on art supplies.”
Why should I run background checks on my applicants? What do other employers check on backgrounds? These are questions that I get quite often from our customers. “An ounce of prevention is worth a pound of cure.” ― Benjamin Franklin.
As Rick Steves says, “Smart consumers should know what all the options are.” When it comes to criminal background checks there are several options for the type of checks that can be completed as part of a background screen, and the combinations make that number even higher. So what checks should you run?
Greek philosopher Plato once said, “Happiness springs from doing good and helping others,” and recent studies have shown that he was right. When you volunteer, you improve your health. And if you volunteer with others, you improve your relationships.
Medical students must take the Hippocratic Oath in an important step to becoming a doctor. One of the most well-known premises of that oath is, “first, do no harm.” That is a good oath for any profession and is certainly something to be considered in background screening.
Ban-the-Box laws were instituted with the idea that by delaying the point in the hiring process in which an employer can ask an applicant about conviction history, the applicants would have a fair chance at gaining employment, but do the laws work?
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