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Workplaces in the United States must display this poster explaining the Employment Polygraph Protection Act to employees. The Employee Polygraph Protection Act of 1988 (EPPA) is a United States federal law that generally prevents employers from using polygraph (lie detector) tests, either for pre-employment screening or during the course of employment, with certain exemptions.
Drug testing of welfare recipients has been proposed but not implemented in Canada, the UK, [2] and Australia. [3] In New Zealand, recipients of some payments may be required to take a drug test if this is a requirement of a potential employer or trainer.
National Treasury Employees Union v. Von Raab, 489 U.S. 656 (1989), was a United States Supreme Court case involving the Fourth Amendment and its implication on drug testing programs. The majority of the Court upheld the drug testing program in the United States Customs Service.
These policies are commonly included as part of an employment contract. [5] While the majority of states have legalized marijuana in some form, covered employers are still required to treat marijuana use as a disciplinable offense under the Drug-Free Workplace Act, as it is still considered a controlled substance under federal law.
Hair testing is commonly used in the USA as pre-employment drug test. The detection time for this test is roughly 3 months, which is the time, that takes head hair to grow ca. 1.5 inches, that are collected as a specimen. Longer detection times are possible with longer hair samples.
Integrity testing for employment selection became popular during the 1980s. [2] Human Resources personnel found integrity tests were an improvement over polygraph tests. Polygraph tests were no longer able to be used for screening of most future employees in the United States due to the Employee Polygraph Protection Act of 1988 (EPPA). [2]
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