|
|

Mississippi Alcohol and Drugs: What you need to know

Mississippi has a voluntary testing law that regulates alcohol and drug testing of applicants and employees, requires employers that test to have a written policy, and specifies testing procedures. However, if an employer elects to conduct drug and/or alcohol testing, it must follow the requirements set forth in the law. The Employee Drug and Alcohol Testing Act, when implemented, specifically absolves any employer that chooses to comply with the provisions from civil liability (MS Code Sec. 71-7-1et seq.).
For a Limited Time receive a FREE HR Report on the "Critical HR Recordkeeping”.  This exclusive special report covers hiring records, employment relationships, termination records, litigation issues, electronic information issues, tips for better recordkeeping, and a list of legal requirements.  Download Now
Applicants. Employers may require job applicants to take a drug or alcohol test as a condition of employment and may refuse to hire an individual who will not submit to a test or who receives positive confirmed test results.
Employees. Employees may be required to take a drug or alcohol test under the following circumstances:
• When an employer has a reasonable suspicion of substance abuse, including when there is information that an employee has caused or contributed to an accident while at work
• If an employee is participating in rehabilitation or as a follow-up to rehabilitation
• As part of a routine fitness-for-duty physical examination
• On a “neutral selection” basis
• If the employee has had a positive confirmed test result within the past 12 months
• If the test is conducted in accordance with the terms of an applicable collective bargaining agreement or contract that allows the employer to test on a neutral selection or routine basis
An employer may discharge an employee who refuses to take a test or who receives positive confirmed test results. An employee who tests positive must be given a chance to explain the results or challenge their accuracy.
Notification. Applicants must be notified in writing ...

>> Read more about Alcohol and Drugs

More on this topic:

State Requirements

National | Alabama | Alaska | Arizona | Arkansas | California | Colorado | Connecticut | Delaware | District of Columbia | Florida | Georgia | Hawaii | Idaho | Illinois | Indiana | Iowa | Kansas | Kentucky | Louisiana | Maine | Maryland | Massachusetts | Michigan | Minnesota | Mississippi | Missouri | Montana | Nebraska | Nevada | New Hampshire | New Jersey | New Mexico | New York | North Carolina | North Dakota | Ohio | Oklahoma | Oregon | Pennsylvania | Rhode Island | South Carolina | South Dakota | Tennessee | Texas | Utah | Vermont | Virginia | Washington | West Virginia | Wisconsin | Wyoming |

Mississippi Alcohol and Drugs Resources

Alcohol and Drugs Products

Free Special Reports
Get Your FREE HR Management Special Report. Download Any One Of These FREE Special Reports, Instantly!
Featured Special Report
Claim Your Free Copy of Critical HR Recordkeeping

Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
Download Now!


This special report will discuss how you can ensure your records are in good order, and establish a record-retention policy.

Topics covered:
1. Hiring Records
2. Employment Relationships
3. Termination Records
4. Litigation Issues
5. Electronic Information Issues
6. Tips for Better Recordkeeping
7. A List of Legal Requirements

Make sure you have the information you need to know to keep your records in order.