State: Nevada Statute of Order: Nev. Rev. Stat. §284-4061 et seq. Covered Employers: State agencies. Applicant Testing: Applicant testing authorized for jobs involving public safety. Employee Testing: Employee testing authorized for jobs involving public safety. Referral for counseling or treatment authorized for employee testing positive. Discipline or discharge authorized for subsequent positive findings, for workplace use, or for working under the influence. Conditions & Methods: Testing only by independent laboratory and confirming test in case of positive findings. Pass Drug Testing Bulletpoints: Under Employment Practices particularly the section on Unlawful Employment Practices, testing for controlled substances or the presence of alcohol is differentiated from restricted genetic tests and are therefore permissible to be conducted in the workplace. Nevada has provisions allowing for the medical use of marijuana but does not require employers to accommodate the medical use of marijuana in the workplace. State employees may be required to undergo screening for alcohol and drug use particularly in cases of reasonable suspicion and for post-accident situations involving law enforcement officers resulting in bodily injury or substantial damage to property. Testing may be performed as well for pre-employment purposes for positions affecting public safety. A person may become ineligible for unemployment benefits if he or she was discharged for misconduct from the last or previous to the last employment. For the purposes of administering industrial insurance benefits, requested or ordered alcohol or drug testing must be performed only by licensed testing laboratories. Compensation may be denied if the proximate cause of the injury is due to intoxication or the use of a controlled substance.

10 Things to Know To Pass A Drug Test In Nevada

1) Legal Outlook

Nevada state law provides a legal framework on how drug testing may be done. Apart from this, the law does not put limitations on drug testing by organizations.

2) Who Can Be Tested?

The law lays down the rules for testing public employees. Apart from this, there are no limitations on the employees an organization may instruct to undertake tests for substance use.

3) Procedure Of Testing

The legal framework defines the procedure to be adopted and the agency to be used for drug testing. Following the framework enables employers to counter employee compensation claims for injury under the effect of substances.

4) Drugs That Can Be Tested

There is legal acceptance of the use of marijuana under medical supervision for certain debilitating conditions. The state drug testing law however, does not tolerate the use of marijuana at the workplace. The law does not spell out other drugs that should be tested for and leaves this to individual employer discretion.

5) Location Of Testing

There are approved agencies for drug testing. If an employer has a preference for another lab’s facilities, it may be allowed to conduct on-site or instant urine tests. If an employer chooses to use this option, there is an application procedure to be completed and a biennial fee of $500 that is payable. In order to fight a worker’s compensation claim, a test report from an approved agency is stronger evidence than from an ‘exempt’ agency.

6) Policy

The law does not require organizations to maintain a stated policy document. In the event of a worker’s compensation claim or a move to fire an errant employee whose drug test has proved positive, a written policy is a must. The policy must lay down the organization’s rules regarding drug use and the effect on the employment contract if the rules are broken.

7) Penalty Of Positive Drug Testing

If the drug test has shown positive in an approved laboratory, a worker’s compensation claim may be countered or rejected. Though marijuana is permitted, there is no legal sanction for workplace use of the substance. There are no further provisions in the law that direct reinstatement or removal of an employee who has tested positive.

8) Timing Of Drug Test

There is no state law or prior event that points to a suitable timing for drug testing. The employer may choose the appropriate timing of employment how to pass a drug test,pass a drug test either at the start or as a basis for continuing employment. The drug-testing agency communicates the appropriate timing in the day when the drug testing should be carried out.

9) Notice

There is no legal guideline regarding posting a written notice at the workplace. The absence of a notice cannot be used in defense against prosecution for substance abuse at work.

10) Cost Of Drug Testing

The law does not clearly put the onus of the cost associated with drug testing on the employer. Drug tests are expensive and it is necessary to know the organization’s stand on the issue.

PASS DRUG TESTING TESTING IN NEVADA