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Marijuana Legalization by State.
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Our intent is to make New Jersey drug test compliance as simple as possible. You don’t have to be a constitutional law scholar to conduct workplace drug testing in New Jersey.
New Jersey is a “mandatory” state, which means any private employer wishing to conduct drug and/or alcohol testing of non-regulated employees within this state must do so according to the Constitution, statutes, regulations, and court decisions that apply.
The rules in New Jersey do not derive from a statute specifically directed at limiting workplace drug testing. No such statute exists in New Jersey. Instead, New Jersey rules stem from related court decisions.
This overview is to introduce you to the nature and history of the state’s workplace drug testing rules and to provide a basic understanding of the compliance issues you may face when testing in this state.
In 1992, for the first time, the Supreme Court of New Jersey addressed the question of private workplace drug testing in Hennessey v. Coastal Eagle Point Oil Co. The Court ruled in favor of the employer but established new rules as it did so. Since the “rules” in this state, which limit employer actions related to drug and alcohol testing, come from court decisions, it will be easier to look at the key case to get a picture of any limitations or requirements that exist.
In the 1992 Supreme Court of New Jersey case Hennessey v. Coastal Eagle Point Oil Co., the Court encountered the first case in which it was required it to decide if workplace random drug testing violates an individual’s right of privacy. The answer is? It depends on the nature of the job.
Under section 16 of P.L.2009, c.307 nothing shall be construed to require a government medical assistance program or private health insurer to reimburse a person for costs associated with the medical use of marijuana, or an employer to accommodate the medical use of marijuana in any workplace.
Employers of this state should update their workplace drug abuse policies to reflect the new law. Also, supply new supervisor training and implement new procedures. The revised policy should include development of written notice to provide individuals who test positive for marijuana: employee is to receive notice of a positive drug test for marijuana, donors right to provide "legitimate medical explanation" their authorization for the use of medical marijuana issued by medical provider. The ability for donor to request confirmatory retest of the original sample at donors expense. Also, the ability to allow them three days to provide such information or request for a confirmatory retest.
Q1. Can I do a random testing for my employees in New Jersey? Yes:
Answer is “Yes”
Keep in mind that testing on a random basis will depend on the nature of the job. Your company must follow the mandate of the Supreme Court, which has made it fairly clear that private employers in this state can require drug and/or alcohol tests if in balance safety must be protected. Absent a clear safety issue testing is limited to cases where there is reasonable suspicion of drug or alcohol use or possible impairment.
This material is time sensitive. Contact us for updates. This information is subject to frequent change through legislative and court action.
All materials in this page and accompanying information are for general educational purposes and not intended to provide legal, scientific or medical advice. Consult with an appropriate professional to address specific issues.
Medical Use: Governor signed A20 on July 2, 2019 the Governor signed A20 which removes the name Compassionate Use Medical Marijuana Act, and now named Jake Honig Compassionate Use medical Marijuana Act. It unlawful for an employer to take any adverse employment action against employee who is a registered patient based solely on the employee's status. If an employer has a drug testing policy and applicant tests positive for marijuana employer may give applicant opportunity to present a legitimate medical explanation.
Personal Use: There are several efforts under way to pass legislation permitting personal use of marijuana.
For more information regarding marijuana at work, refer to Info Cubic’s Drug Screening compliance corner.
Hennessy VS. Coastal Eagle Point Oil Company
Coastal Eagle Point Oil Company. Employee was at-will employee.
Company rewrote policy to prohibit on-premises alcohol, drugs and controlled substances.