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Drug-Free Workplace Policy and Program Template

Kansas Drug Testing Laws and Regulations

State: Kansas
Statute of Order: Kan. Gen. Stat. Ann. §75-4362
Covered Employers: State government.
Applicant Testing: Testing authorized of applicants for safety- sensitive jobs in state government after a job offer has been made. Advertisements for safety- sensitive jobs must include notice of drug testing requirement.
Employee Testing: Testing authorized of state employees holding safety-sensitive jobs and individuals taking office as governor, lieutenant governor, or attorney general, but only if there is reasonable suspicion of substance abuse, as evidenced by a workplace accident or medical emergency that could be attributed to drug use, by direct observation of impaired performance, by information that the employee is using drugs, or by physical signs of on-the-job drug use. Employee testing positive for the first time must have opportunity to undergo drug evaluation and recommended treatment.
Conditions & Methods: Confidentiality of test results.
Important Bulletpoints:
  • Kansas has a drug screening program for its key State positions and other safety sensitive employees of the State. The program is intended to establish the State government as a model for a drug-free workplace.
  • Among those mandated by Kansas State’s statutes to undergo drug screening is the office of the governor, lieutenant governor or the attorney general. Safety sensitive positions of the State include law enforcement officers, correction officers, parole officers, heads of State agencies, the governor’s staff members, and certain employees of correctional, juvenile and mental health facilities.
  • Employers with a drug free workplace program may be required a written policy in relation to administering workers’ compensation and unemployment benefits. It must be made known to the employees that the policy includes alcohol and controlled substance testing as a required condition of employment.
  • Substance abuse testing with probable cause is allowed as well as voluntary testing for an employee assistance program or similar drug or alcohol rehabilitation program.
  • As per the law, collection and testing for controlled substances must be done by licensed professionals and be performed and confirmed at certified laboratories only.
  • Employees’ refusal to undergo chemical testing for presence of drugs is only admissible evidence if employer can show probable cause.
  • Workers’ compensation and unemployment benefits may be denied for employees impaired due to alcohol intoxication or use of any drugs.
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    Material on these pages (state drug testing laws and drug testing regulations) is provided for informational purposes only and does not constitute legal, medical or technical advice. This drug testing related information is not intended as substitute for obtaining legal advice from attorney, or a relevant medical technical or financial professional. TestCountry is not a law firm or a legal agency, therefore cannot guarantee the accuracy of this content. Drug testing laws are collected from legal and/or state sources, and it may or may not be valid by the time you are viewing it. Any views or opinions expressed are solely those of the author and do not necessarily represent those of Global Business Support System Inc. DBA TestCountry.

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