ROSEBURG, OR. -- Ever since Oregon legalized marijuana, some employers have been working to find ways to maintain drug-free workplaces and make sure new and future employees understand drug policies.
To help Roseburg businesses, the Chamber of Commerce invited officials from two local health and addiction services, as well as Roseburg Forest Products, to the Douglas County Fairgrounds to share their views on drug policies in the workplace and what employers can do to determine impairment.
Ashley Anderson from Roseburg Forest Products said their drug policies haven’t changed since legalization, and that they have a last chance agreement in their policy.
This LCA allows anyone employed for over six months to come clean if they know they’re going to test positive for the first time, and go through a treatment program to maintain employment rather than be terminated.
For those who don’t have that policy, Jerry Gjesvold of Serenity Lane suggests saliva tests to determine impairment.
“Saliva tests will show, if it’s positive, the person recently, within a few hours, has used the drug marijuana. And then a urine positive shows consistency with ongoing use.”
If your business has a no-tolerance policy and doesn’t use saliva testing, Gjesvold suggests keeping legal counsel on-hand if a terminated employee chooses to fight for unemployment.
But he said to remember that the law is on your side.
“If you want to be zero-tolerance, have a policy statement that indicates where your position is. And, it can be justified. The Oregon Supreme Court has said you don’t have to accommodate the medical use of marijuana.”
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