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Section 8205 is amended to read: 8205. Reasonable Suspicion Testing. (a) An employee may be tested when there is a reasonable suspicion that the employee may have engaged in drug,alcohol or substance use or appears by observable subjective factors to be impaired.
If you suspect an employee of being impaired on the job: Take immediate action to remove the employee from any safety-sensitive work and begin gathering evidence of the incident. If applicable state laws and your employer policy allows, send the employee for a drug or alcohol test.
Failing a drug test, especially if it isnt your first, can result in you going to jail in Texas.
If you fail the drug test during the pre-employment process, that could lead to disqualification for the job. If youre already employed and fail a random or for cause test, you may either get fired or be required to address your drug use through a rehab program.
Florida employers with a drug-free workplace program must test employees in the following circumstances: on reasonable suspicion of drug use (reasons for suspicion include observable phenomena, erratic or abnormal behavior, or a report of drug use)
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1 CONDITIONS FOR REASONABLE SUSPICION TESTING Reasonable suspicion must be based on facts or circumstances that lead a supervisor to believe the employee may: (a) Be under the influence of drugs or alcohol. (b) Currently have or had possession of drugs either on- or off-duty, or on or off City premises.
Texas Administrative Code. (a) Notification to employees. An employee will be notified in writing that the employee is subject to drug and alcohol testing before being required to submit to an alcohol or drug test.
There are practically no limits on the drug testing that a private employer can conduct. However, government employers must have a compelling justification for performing a drug test. Otherwise, administering drug tests on employees could constitute an unreasonable search and seizure.

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