Nebraska Drug Laws

We are going to explore two aspects of Nebraska drug laws and the information necessary to learn how to pass a drug test in Nebraska.

Learning The Basics Of Nebraska Drug Laws.  

First, we are not attorneys and can not provide specific advice on the Nebraska Drug Laws.  It is very important you seek professional advice skilled with legal advice that is familiar with the ins and outs of local Nebraska drug laws.

Second, for those of you who are concerned with those Nebraska Drug Laws being applied to you, we offer information on the major just four major drug tests one might be facing in Nebraska.

 

There Are Four Major Drug Tests Given In Nebraska.

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 Nebraska.

Urine Drug Test Information.The Urine Drug Test is the most pop­u­lar, the least com­pli­cated and is by far the eas­i­est to beat.

Hair Drug Test Information.The Hair Drug Test can use any hair on your body, detect usage for at 90+ days and is the hard­est to beat.
Saliva Mouth Drug Test Information.The Saliva Drug Test can be given anywhere, is hard to beat and always requires a detox prod­uct to pass.
The Best Blood Drug Test Information.The Blood Drug Test is rare, has a short drug detec­tion time but is often given with a urine test.

 
 

Nebraska Drug Laws For Employees.

How To Pass A Drug Test Under Nebraska Drug Laws.

Nebraska law places very few restrictions on employers who want to require drug testing.  Nebraska allows employers to require applicants and employees to take drug tests, as long as the employer follows state procedures. Employers are not required to drug test. The state’s drug testing law applies only to employers with at least six employees, whether full-time or part-time.

Drug Testing for Nebraska Applicants.

Nebraska places no restrictions on an employer’s right to require applicants to take drug tests.

Drug Testing for Nebraska Employees.

Nebraska employers may require employees to take drug tests. There are no restrictions on the circumstances in which an employer may require a drug test. An employer may fire or take other adverse action against an employee if:

  • the employee tampers with a drug test sample
  • the employee refuses to take a drug test, or
  • the employee tests positive for drugs, and that result is confirmed in a certified clinic, hospital, or laboratory. 

Legal Claims Arising From Drug Testing.

Have you been illegally asked or required to take a drug test in Nebraska?  Even though Nebraska 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.

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Here are some examples:

  • Violation of Nebraska Drug Laws And Procedures.  Although an employer has the legal right to test, it must follow the state’s requirements.  An Nebraska 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 Nebraska Drug Laws.

State: Nebraska
Statute of Order: Neb. Rev. Stat. §48-1901 et seq.
Covered Employers: Private employers with six or more employees; public employers.
Applicant Testing: Applicant testing not subject to restriction.
Employee Testing: Employee testing authorized without restriction. Discipline or discharge authorized after a confirming positive test or refusal to submit to test.
Conditions & Methods: Confirming test in case of positive findings, option for blood test after positive breath test, and methods to ensure confidentiality of test findings.
Testing Bullet Points:
  • Employers must pay for the costs of medical examination that is required by the employer to any applicant as a condition of employment. Violations of this provision constitute a Class V misdemeanor per individual offense.

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  • Confirmatory tests conducted by a certified laboratory in compliance with the federal Clinical Laboratories Improvement Act is required before any adverse employment action can be taken by the employer versus an employee in the case of a positive test result.
  • The act of altering or tampering with the results of drug or alcohol tests is regarded as a Class I misdemeanor and is a ground for disciplinary action including termination of employment. An employee’s refusal to test is also a ground for discontinuation of employment.
  • Workers’ compensation and unemployment benefits may be denied of an employee if the circumstances for the claim are due to intoxication or being under the influence of a controlled substance.
 

The Nebraska Drug Law For Marijuana Possession.

The Vast Majority Of Drug Test Failures in Nebraska Are For Breaking Nebraska Drug Laws For Marijuana, Not Federal Or Local Laws.

Federal And Nebraska Drug Test Laws On Marijuana.

Nebraska Drug Laws On Marijuana.

Nebraska 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 Nebraska behind only alcohol and tobacco.  Marijuana has been used by nearly 100 million Americans at one time or another with an equal cross-section of people in Nebraska 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.  Nebraska is no exception in its implementation of marijuana law.

Unlike alcohol, for which impairment can be 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 also complicated by the various types of drug testing available and the types of myths, half-truths and rumors that surround marijuana drug testing.

 

Overview Of Nebraska Drug Test Laws.

  1. Legal Stand – This is a necessary test in the mining industry and left to voluntary decision otherwise. Discounted programs are available for workers of other industry. A miner cannot refuse to undergo drug testing and inability clear the testing process involves suspension of certificate.
  2. Policy – Nebraska law does not dictate the need for a policy except in the mining industry where a policy is a necessity. The policy is also needed in organizations where the employers have chosen to volunteer for the discounted state scheme.
  3. Cost Of Testing – The law clearly states that the cost of a medical exam is to be borne by the employer. An applicant or employee can turn to legal recourse if asked to bear the cost. However, the law does not clearly include drug tests as part of the medical tests. Drug test cost is specified as payable in the laws pertaining to the mining industry.
  4. Positive Test Result – The law for the mining industry specifies suspension of certificate if the drug test returns positive. A workers compensation claim can also be refuted if the test is positive in another industry. If the miner is able to prove that the drug is being taken under licensed prescription, the positive result does not lead to suspension of certificates and legal action. If a SAMHSA lab and procedure conducts the test, the individual can be considered to have carried out misconduct and may lose any compensation benefits on account of the accident.
  5. Drug Specification – The law does not specify the drugs to be tested for the non-mining industry. In the mining industry, a 11-panel drug test is prescribed.
  6. Approved  – SAMHSA certified lab and procedures are required for carrying out drug tests for the mining industry. If a compensation claim is to be refuted, an approved laboratory must conduct all tests.
  7. Timing of Drug Tests – Law does not specify the timing of drug testing. If a mining accident has occurred, due to the presence of intoxicants in a miner’s system, an immediate drug test is required on the victims who have either caused or suffered in the accident.
  8. Types of Jobs – A mandatory substance abuse testing and a rehabilitation program legally is specified for the mining industry. Other industries are free to choose the approach to the possible existence of substance abuse that might create workplace issues. While the law does not specify details, it takes a strong view of substance related accidents and endangering of lives in the mining industry.
  9. Substance Abuse Program – A miner who is undergoing a substance abuse program on a regular basis will not face suspension of the certificate. If the individual has not shown attendance in the program, suspension is possible.
  10. Method – The legal framework accepts federal DOT and SAMHSA procedures. In case of the mining industry, these procedures are necessary, in the other industries, these procedures are legally accepted for rebutting a compensation claim.