Alabama Drug Laws
We are going to explore two aspects of Alabama drug laws and the information necessary to learn how to pass a drug test in Alabama.
There are two factors to our presentation concerning Alabama Drug test laws.
- Learning the basics of Alabama Drug Laws. We are not attorneys and can not provide specific advice on the Alabama Drug Laws. It is very important you seek professional advice skilled in the ins False Failure[/su_button]
There Are Four Major Drug Tests Given In Alabama.
Each drug test has its own specific strengths you must avoid and weakness in which one can take advantage. What you learn here could make the difference between failing and passing a drug test in Alabama.
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Learn What They Don’t Want You To Know.
Know The Ins And Outs Of The Drug Testing Dilemma. The science of drug testing is purposely loaded against you. This is done by keeping the information you need to pass from you, while making passing a drug test sound way too complicated to beat. To pass any drug test in not magic or complicated and it need not be based upon luck. Following our advice will have a huge positive impact on your chances to pass any drug test. It will also leave you knowing more about the your drug test than the testers. Follow our advice and always test clean in Alabama.
Alabama Drug Laws For Employees.
Alabama Drug Laws allow drug testing in certain situations as long as the employer follows the procedural rules. Alabama employers with a drug-free workplace program must test employees in the following circumstances:
- after an accident resulting in lost work time.
- on reasonable suspicion of drug use (reasons for suspicion must be documented and made available to the employee on request).
- as part of a routinely scheduled fitness-for-duty medical examination.
- after the employee returns to work following rehabilitation for a positing drug test. Testing is not required if the employee entered rehab voluntarily, rather than after a positive drug test.
In addition, employers may conduct random drug testing as they see fit.
Notice and Procedural Rights for Employees.
An employer that conducts drug testing must post its policy and employees must have at least 60 days’ notice of the policy implementation. Employees who test positive have five days to contest or explain the result. Alabama Drug Laws also require employers to use certain procedures for gathering specimens, testing, maintaining confidentiality and so on.
Legal Claims Arising From Drug Testing.
Have you been illegally asked or required to take a drug test in Alabama? Even though Alabama Drug Laws allow an employer to drug test, many employees and might may have legal claims based on how the test was conducted, who was tested or how the results were used.
Here are some examples:
- Violation of Alabama Drug Laws And Procedures. Although an employer has the legal right to test, it must follow the state’s requirements. An Alabama employer that doesn’t provide the required notice of its testing policy or observe state procedural rights (for example, by failing to conduct a confirmation test after an initial positive result or by allowing unauthorized personnel to perform the test) could face legal problems.
- Disability Discrimination. An applicant or employee who is taking medication for a disability is protected by the Americans with Disabilities Act (ADA). Some prescribed medications turn up on drug tests and some drugs that would otherwise be illegal (such as opiates) are legitimately prescribed for certain conditions. If an applicant is turned down because of a positive drug test and the applicant’s medication was legally prescribed for a disability, the company could be liable.
- Other Discrimination Claims. An employer who singles out certain groups of employees – for example, by race, age, or gender – for drug testing could face a discrimination claim.
- Invasion Of Privacy. Even an employer that is allowed or required to test might violate employee privacy in the way it conducts the test. For example, requiring employees to disrobe or provide a urine sample in front of others could be a privacy violation.
- Defamation. An employee might have a valid claim for defamation if the employer ( that the employee tested positive, if the employer has reason to know that the test might not be accurate. For example, if a retest showed that the first test was a false positive or the employee has appealed the first test, the employer may be liable for revealing the results of the positive test beyond those with a need to know.
Breakdown Of Alabama Drug Laws.
Employees must receive 60 days’ advance notice of testing policy, which must be conspicuously posted.
|Statute of Order:||Alabama Code §25-5-330 et seq.|
|Covered Employers:||All employers.|
|Applicant Testing:||Testing authorized after applicant is given notice of drug-testing policy and a conditional offer of employment.|
|Employee Testing:||Testing authorized, including random testing and testing on reasonable suspicion, as part of fitness-for-duty exam, after on- the-job injury, or as follow-up to a rehabilitation program.|
|Conditions & Methods:||Confirming test in case of positive result. Opportunity to contest or explain positive test within five days of receiving results.|
|Testing Bullet Points:||
The Alabama Drug Law For Marijuana Possession.
The Vast Majority Of Drug Test Failures in Alabama Are For Breaking Alabama Drug Laws For Marijuana, Not Federal Or Local Laws.
Alabama drug laws have their own specific strengths you must avoid and weakness in which one can take advantage when it comes to marijuana. The same is true of the Federal Laws concerning marijuana.
Marijuana is the third most popular recreational drug in Alabama behind only alcohol and tobacco. Marijuana is used by nearly 100 million Americans at one time or another with an equal cross-section of people in Alabama using marijuana. According to the federal government, some 25 million Americans have smoked marijuana in the past year and more than 14 million do so regularly despite harsh laws against its use. Alabama is no exception in its implementation of marijuana law.
Unlike alcohol, for which impairment is reasonably measured using a breathalyzer, valid detection for marijuana requires drug testing. This is time-consuming, complicated and the drug tests for marijuana cannot determine an approximate degree of impairment. The detection of marijuana is complicated by the various types of drug testing available and the types of myths, half-truths and rumors that surround marijuana drug testing.
NOLO – Legal Encyclopedia – Alabama Laws on Workplace Drug Testing.