Have Legal Questions? Ask a Lawyer Now.
An employer has the right to require random drug testing so long as the following is done:
1) Testing is applied equally to all employees not based upon age, race, sex, religion or disability as set by the American's with Disability Act
2) The employee was informed of the testing policy either prior to employment or if policy was created after employment, then notice provided prior to the start of the next work cycle/pay period.
3) The employee is notified as to the results if a negative action will be taken against the employee.
1. Does the employee have to sign the policy, at the time of employement, agreeing to the random drug testing?
2. I understand that the testing must be applied equally, as it pertains to protected classes - can we test just one group of employees? We would want, as an example to test wait staff.
3. Does IL have a drug testing law or does IL use the Federal law?
Sorry for the delay. I just received notice of your follow up questions.
No the employee does not have to sign the policy but the employer can terminate the employee at the close of that work cycle/period if it is a requirement for all employee to be tested.
You can not test just one group of people unless you can legally connect the testing say for example you manage a trucking company. You can test all truck drivers but not say the accountant. However, to prevent possible litigation it's best to just test everyone.
Below are webpage links to Illinois Drug Testing Laws:
Thanks. This is helpful. We are able to terminate for a failed drug test? There is no requirement for retesting or providing counseling?
I did find both of those links - the first one seems to apply primarily to contractors and the second one provides no information regarding drug testing beyond payment and fraud.
DISCLAIMER: Answers from Experts on JustAnswer are not substitutes for the advice of an attorney. JustAnswer is a public forum and questions and responses are not private or confidential or protected by the attorney-client privilege. The Expert above is not your attorney, and the response above is not legal advice. You should not read this response to propose specific action or address specific circumstances, but only to give you a sense of general principles of law that might affect the situation you describe. Application of these general principles to particular circumstances must be done by a lawyer who has spoken with you in confidence, learned all relevant information, and explored various options. Before acting on these general principles, you should hire a lawyer licensed to practice law in the jurisdiction to which your question pertains.
The responses above are from individual Experts, not JustAnswer. The site and services are provided “as is”. To view the verified credential of an Expert, click on the “Verified” symbol in the Expert’s profile. This site is not for emergency questions which should be directed immediately by telephone or in-person to qualified professionals. Please carefully read the Terms of Service (last updated February 8, 2012).