North Carolina – State Law Drug & Alcohol Testing Issues at a Glance

PocketPart40 State Laws at a Glance is a collaboration with professionals across the workplace drug testing industry to provide a free resource on workplace drug testing laws, regulations, legislation, issues of interest and significant case authority. See disclaimer below.

1)      Workers Compensation Voluntary Premium Reduction State (if yes see below)
2)      Employers Covered by Federal Drug Free Workplace Act
3)      State Constitution Privacy Provision
4)      Penalties and Remedies for Employer Non-Compliance
5)      Significant Testing Restrictions
6)      Disability Coverage
7)      Drug and Alcohol Testing Restrictions
8)      Worker’s Compensation Disqualification Laws
9)      Unemployment Compensation Disqualification Laws
10)  Alcohol Cut-off Levels
Not Specified
11)  Substances Allowed for Testing
(1) Amphetamines; (2) Cannabinoids; (3) Cocaine; (4) Phencyclidine (PCP); (5) Opiates or a metabolite of any of the above substances; and (6) Alcohol
·        Substances Cut-off Levels
HHS/SAMHSA requirements
12)  Drug Specimen Types
Urine, saliva, blood or hair
13)  Types of Drug Testing and Restrictions
·        Pre Employment
Allowed but not required
·        Reasonable Cause
Allowed but not required
·        Random
Allowed but not required
·        Post Accident
Allowed but not required
·        Follow-up Testing
Allowed but not required
14)  Restrictions on Types of Workplace Drug Tests
15)  Collection Procedures
·        Generally
·        Observed Collections
Not Specified
·        Split Specimen
16)  Drug Testing Falsification Law
17)  Point-of-Collection Device
·        Urine
·        Oral Fluids
18)  Safety-Sensitive Restriction
19)  Laboratory Based Testing
·        Laboratory Certifications
·        Oral Fluids
·        Hair Testing
Not Specified
20)  Notification of Test Results
Within 30 days of receiving notice of confirmed positive, employer must inform employee or applicant  of confirmed test results and rights regarding re-testing
21)  Rehabilitation Requirements
Not Specified
22)  Retest Required
23)  Wage Payment Requirements
Employer Responsibility
24)  Disciplinary Action Restriction
25)  State CDL DMV Reporting
26)  State Medical Marijuana Laws
27)  Union Agreements
28)  Unique to State Issues
29)  State Enforcement Agency
30)  Web Resources
31)  Significant Case Authority

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This blog is for educational purposes only and does not constitute legal advice. "No representation is made that the quality of legal services to be performed is greater than the quality of legal services performed by other lawyers."

PocketPart40 Editors:

Tommy Eden is a management labor & employment law attorney with Constangy, Brooks & Smith. LLP, who is licensed to practice in Alabama and Georgia. or call 334-241-8030

Dr. C.B Thuss, Jr is a Certified Medical Review Officer. or 205-283-1040

Mary Hines is past president of SAPAA and owner of Simple Path training and compliance solutions. or 214-697-1249

North Carolina Contributors: