June 25, 2018

The NLRB, OSHA and Enhanced Drug Testing Challenges in Today’s Workplace

What You’ll Learn

Recent aggressive actions by the National Labor Relations Board (NLRB) and Occupational Safety & Health Administration (OSHA) could have significant effects on workplace substance abuse testing, including a greater likelihood of legal proceedings and litigation. To avoid pitfalls, management officials with responsibility for administering employer substance abuse policies and testing programs, especially those with unionized workforces, must remain mindful of recent NLRB decisions and OSHA initiatives. Members of Jackson Lewis’ Labor and Preventive Practices and Workplace Safety and Health Practice Groups invite you to join them for this interdisciplinary webinar with the firm’s Drug Testing and Substance Abuse Management team. Topics covered will include:

 

What is my duty to bargain with a union over substance abuse policies for employees and applicants?

How do I handle employee substance abuse policy violations with a new union before negotiating a contractual grievance procedure?

What considerations apply in drafting a collectively-bargained substance abuse policy?

Must I negotiate with a union representative over federally-mandated DOT drug and alcohol testing policies?

Do unionized employees have a right to representation when asked to take a substance abuse test?

What training must supervisors receive to implement my substance abuse policy in a union workforce?

Which strategies can work in arbitrating substance abuse policy violation cases?

How may OSHA requirements affect my drug and alcohol testing program?