Drug Testing Information Oklahoma City

Both individuals and employers need drug and alcohol testing services in Oklahoma City and surrounding areas.  National Drug Screening has drug testing centers throughout Oklahoma including Oklahoma City, Tulsa, Broken Arrow, Fort Sill, Picher, Norman, Lawton, Edmond, Moore, Midwest City, Enid, and Stillwater.

It is easy to order a drug or alcohol test in Oklahoma City, just give us a call for same day service.  Individuals often will need a drug test for probation or other court ordered reasons.  Employers often need a pre-employment drug test right away in order to get someone hired immediately.

Oklahoma City, the capital of Oklahoma is also the largest city with a population of about 600,000.  The city has a western charm and a lot to do.  For basketball fans the Thunder is a great team.  Oklahoma City is known for fast food restaurants with a very high number of heavy consumers of burger and chicken fast food establishments.

Medical marijuana has been a hot topic for Oklahoma.  Currently legal is access to high-CBD (also known as low-THC) cannabis oil, but only for minors, and only if they have severe forms of epilepsy or other serious seizure conditions.  This was passed in 2015 and would not affect workplace drug testing.

2016 legislation proposed allowing adults access high-CBD cannabis oil and expand the eligible conditions to include Alzheimer’s disease, dementia, and PTSD.  A second bill, H.B. 2351, would allow minors with any serious medical condition to use high-CBD cannabis oil.

Oklahoma does have very severe penalties for possession of less than an ounce of marijuana.  These are some of the strictest measures in the United States and the Marijuana Policy Project continues to lobby for relaxation of these penalties.

Employers in Oklahoma can implement drug-free workplace programs in order to have safety and more productive workplaces. All types of drug testing are allowed for employers in Oklahoma but there are some provisions of the law that must be followed.  A written drug-free workplace policy must address who can be tested and under what circumstances; what drugs are being tested for; possible consequences for testing positive, appeal procedures. The policy must be given to new employees upon being hired.

For unemployment cases in Oklahoma, an employee discharged on the basis of a refusal to undergo drug or alcohol testing or a positive drug or alcohol test conducted in accordance with the provisions of the Standards for Workplace Drug and Alcohol Testing Act shall be considered to have been discharged for misconduct and shall be disqualified for unemployment.

Regarding workers compensation claims no employee who tests positive for the presence of substances defined and consumed pursuant to Section 465.20 of Title 63 of the Oklahoma Statutes, alcohol, illegal drugs, or illegally used chemicals, or refuses to take a drug or alcohol test required by the employer, shall be eligible for such compensation

The Oklahoma Standards for Workplace Drug and Alcohol Testing Act provides for employer drug testing. Employers may conduct drug and alcohol testing in accordance with the Standards for Workplace Drug and Alcohol Testing Act. Employers who choose to conduct drug or alcohol testing may only request or require an applicant or employee to undergo testing under any of the following circumstances:

Applicant and transfer/reassignment testing: A public or private employer may request or require an applicant to undergo drug or alcohol testing and may use a refusal to undergo testing or a positive test result as a basis for refusal to hire. A public or private employer may also request or require an employee who transfers to a different position or job, or who is reassigned to a different position or job, to undergo drug or alcohol testing;

For-cause testing: A public or private employer may request or require an employee to undergo drug or alcohol testing at any time it Page 2 Effective May 8, 2012 §§ 40-551 ET SEQ. STANDARDS FOR WORKPLACE DRUG AND ALCOHOL TESTING ACT reasonably believes that the employee may be under the influence of drugs or alcohol, including, but not limited to, the following circumstances:

1. drugs or alcohol on or about the employee’s person or in the employee’s vicinity,
2. conduct on the employee’s part that suggests impairment or influence of drugs or alcohol,
3. a report of drug or alcohol use while at work or on duty,
4. information that an employee has tampered with drug or alcohol testing at any time,
5. negative performance patterns, or f. excessive or unexplained absenteeism or tardiness;

Post-accident testing: A public or private employer may require an employee to undergo drug or alcohol testing if the employee or another person has sustained an injury while at work or property has been damaged while at work, including damage to equipment. For purposes of workers’ compensation, no employee who tests positive for the presence of substances defined and consumed pursuant to Section 465.20 of Title 63 of the Oklahoma Statutes, alcohol, illegal drugs, or illegally used chemicals, or refuses to take a drug or alcohol test required by the employer, shall be eligible for such compensation;

Scheduled, fitness-for-duty, return from leave and other periodic testing: A public or private employer may request or require an employee to undergo drug or alcohol testing if the test is conducted as a routine part of a routinely scheduled employee fitness-for-duty medical examination, or is requested or required by the employer in connection with an employee’s return to duty from leave of absence, or which is scheduled routinely as part of the employer’s written policy, except that a public employer may require scheduled, periodic testing only of employees who:

1. are police or peace officers,
2. have drug interdiction responsibilities,
3. are authorized to carry firearms,
4. are engaged in activities which directly affect the safety of others,
5. are working for a public hospital including any hospital owned or operated by a municipality, county, or public trust, or
6. work in direct contact with inmates in the custody of the Department of Corrections or work in direct contact with juvenile delinquents or children in need of supervision in the custody of the Department of Human Services; and

Random testing: A public or private employer may request or require an employee or all members of an employment classification or group to undergo drug or alcohol testing at random and may limit its random testing programs to particular employment classifications or groups, except that a public employer may require random testing only of employees who: a. are police or peace officers, b. have drug interdiction responsibilities, c. are authorized to carry firearms, d. are engaged in activities which directly affect the safety of others, e. are working for a public hospital including any hospital owned or operated by a municipality, county, or public trust, or f. work in direct contact with inmates in the custody of the Department of Corrections or work in direct contact with juvenile delinquents or children in need of supervision in the custody of the Department of Human Services;

Post-rehabilitation testing: A public or private employer may request or require an employee to undergo drug or alcohol testing for a period of up to two (2) years commencing with the employee’s return to work, following a positive test or following participation in a drug or alcohol dependency treatment program.

National Drug Screening can assist employers in Oklahoma with drug free workplace policies.  Just give us a call for immediate service.  Drug testing centers are operated in all areas of Oklahoma.  Drug and alcohol testing services are comprehensive with great competitive prices.