DISA Top TPA in 2023 Drug Testing Industry Survey

DISA Top TPA in 2023 Drug Testing Industry Survey

DISA has once again received top recognition as the number one drug testing third-party administrator (TPA) in Drug Testing Industry Survey for the seventh consecutive year!

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Minnesota Legalizes Recreational Cannabis

Minnesota Legalizes Recreational Cannabis

On Tuesday, May 30, 2023, Governor Walz signed HF 100, legalizing recreational cannabis in the state of Minnesota. Adults 21 and older are permitted to use and possess up to two ounces of cannabis in public beginning August 1, 2023. Possession of up to two pounds of cannabis is permitted in the home and limited home grow of up to eight plants is also permitted. While HF 100 also permits commercial cannabis sales, it did not include guidance for the regulatory market. A new state agency, the Office of Cannabis Management, is tasked with drafting and approving rules for the commercial sales market. The state has set a goal to begin accepting applications for recreational cannabis retail shops in May 2024 and to potentially begin sales in January 2025.

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FMCSA Clearinghouse Policies: Contacting Previous Employers

FMCSA Clearinghouse Policies: Contacting Previous Employers

The Federal Motor Carrier Safety Administration (FMCSA) Clearinghouse is an essential tool in ensuring the safety and compliance of commercial drivers. However, there are common misconceptions regarding the requirements for contacting previous employers in relation to the Clearinghouse policies. DISA Global Solutions aims to provide clarity on the obligations of employers when it comes to previous employer checks. By understanding these requirements, employers can navigate the Clearinghouse more effectively and ensure compliance with the necessary regulations.

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Washington State Passes Bill Limiting Pre-Employment Testing for Cannabis

Washington State Passes Bill Limiting Pre-Employment Testing for Cannabis

Governor Inslee of Washington signed Senate Bill 5123 (SB 5123) into law this week, effectively limiting employer rights in the state to pre-employment test for cannabis and take action based on positive results. Employers are required to comply by January 1, 2024. The newly passed bill severely limits an employer’s ability to test applicants for most positions for cannabis. Specifically, employers cannot discriminate in hiring based on a drug test that detects the presence of “nonpsychoactive cannabis metabolites.”

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The Importance of Monitoring ELD Compliance: How DISA Global Solutions Keeps You Informed

The Importance of Monitoring ELD Compliance: How DISA Global Solutions Keeps You Informed

The Federal Motor Carrier Safety Administration (FMCSA) Electronic Logging Device (ELD) Registry is an essential tool for commercial motor carriers and drivers to maintain compliance with federal regulations. It is crucial for companies in the transportation industry to keep track of which ELDs they use and ensure they are listed on the FMCSA's ELD Registry. DISA Global Solutions, a leading provider of compliance solutions, has recognized this need and created a dedicated page that lists all registered and revoked ELDs, updated monthly.

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How Do I Know If a Truck Driver Needs to Take a Sleep Apnea Test?

How Do I Know If a Truck Driver Needs to Take a Sleep Apnea Test?

Sleep apnea is a growing concern in the trucking industry, as untreated sleep apnea symptoms can significantly impact a driver's performance and safety on the road. Often, people equate impaired driving with driving under the influence of drugs or alcohol. However, another form of impaired driving, equally hazardous and unrelated to the consumption of illicit substances, exists. Known as drowsy driving, this form of impairment poses a distinct threat to commercial motor vehicle (CMV) operators, their companies, and others sharing the road.

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DOT Approves Oral Fluid Testing for Covered Employees

DOT Approves Oral Fluid Testing for Covered Employees

The U.S. Department of Transportation (DOT) has recently issued its final rule to amend regulations, allowing oral fluid testing for employees in the transportation industry. This development is set to streamline the drug testing process, offering a more efficient alternative to existing procedures, particularly in shy-bladder scenarios. The Notice of this rule is scheduled to be published in the Federal Register on May 2, 2023. You can find the Notice here: https://public-inspection.federalregister.gov/2023-08041.pdf

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Navigating Michigan's Clean Slate Law: Implications for Employers and Background Checks

Navigating Michigan's Clean Slate Law: Implications for Employers and Background Checks

Michigan has taken a significant step forward in their efforts toward criminal justice reform with the implementation of the new "Clean Slate" law. The law is designed to offer a fresh start to individuals with criminal records by automatically expunging certain convictions if specific conditions are met. While this is a welcome development for many, it poses a significant challenge to those conducting background checks in the state. Several Michigan counties have already initiated updates to their court systems to facilitate the automatic expungement processes.

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California AB 2188: Implications for Employers and Marijuana Testing

California AB 2188: Implications for Employers and Marijuana Testing

California has long been at the forefront of marijuana legalization in the United States. With the passing of AB 2188 in September of last year, employers must now navigate the complexities of this new legislation and its potential impact on their drug testing policies. That’s why it’s so important to thoroughly understand California's marijuana legalization law, AB 2188, and its implications for human resources and safety professionals. Bill Current, founder of the Current Consulting Group, recently presented a webinar for DISA covering everything employers need to know about California’s AB 2188. Here’s a quick and comprehensive summary!

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Delaware Legalizes Recreational Cannabis

Delaware Legalizes Recreational Cannabis

Delaware recently became the latest state to legalize recreational cannabis. Governor Carney, although not in agreement with the push to legalize adult-use cannabis, decided to allow the passage of two bills (HB 1 and HB 2) pertaining to legalization without signing them. Cannabis became legal immediately although the state has yet to establish dispensaries, retail regulations, and more.

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Cannabis and Workplace Drug Testing - Common Misconceptions

Cannabis and Workplace Drug Testing - Common Misconceptions

The legalization of marijuana has led to significant shifts in public perception over recent years. According to a 2021 Gallup poll, 68% of Americans supported the legalization of marijuana, reflecting growing acceptance of its use. This shift in public opinion may contribute to the belief that marijuana should be removed from workplace drug testing panels. Many individuals argue that marijuana use outside of working hours should not be grounds for employment-related consequences.

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Should We Remove Marijuana From Drug Test Panels?

Should We Remove Marijuana From Drug Test Panels?

As marijuana legalization gains momentum across the United States, the topic of workplace drug testing has become increasingly relevant. With some employers considering the removal of marijuana from their drug testing panels, it's essential to examine the implications of this decision.

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Kentucky Legislature Legalizes Medical Cannabis

Kentucky Legislature Legalizes Medical Cannabis

Kentucky Governor Andy Beshear signed SB 47 into effect, making Kentucky the 38th state to permit medical cannabis use for certain serious health conditions, and will be available beginning January 1, 2025. Medical cannabis patients are not to be considered under the influence based solely on the presence of cannabis metabolites. SB 47 provides guidance for employers, including what constitutes a “good faith” determination of impairment.

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In Case You Missed It: Restrictions on Criminal History Usage in Atlanta - An Overview for HR Professionals

In Case You Missed It: Restrictions on Criminal History Usage in Atlanta - An Overview for HR Professionals

In June 2022, the City of Atlanta adopted a new ordinance to amend its existing anti-discrimination laws (Chapter 94 of the Atlanta Municipal Code). The updated laws were effective immediately and apply to all private employers with ten or more employees, so employers that missed the update last year will want to work quickly to make sure they are in compliance.

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The 5 Major Reasons Why HR Background Checks Get Delayed

The 5 Major Reasons Why HR Background Checks Get Delayed

If your HR team is experiencing delays in background check results, you may want to be aware of some of the common causes for delays and what you can do to minimize or prevent them entirely.

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GHRR Earns Top Spot in Industry-Leading Customer Survey

GHRR Earns Top Spot in Industry-Leading Customer Survey

To be clear, we’re ranked higher than your current provider.

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How Your Employment Screening Program Needs To Support a Hybrid Workforce

How Your Employment Screening Program Needs To Support a Hybrid Workforce

A blended workforce consists of employees who work from an office or central location and employees who work remotely.

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4 Reasons Why You Should Pick Ceridian’s Dayforce as Your HCM System

4 Reasons Why You Should Pick Ceridian’s Dayforce as Your HCM System

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California Restrictions on Personal Identifying Data

California Restrictions on Personal Identifying Data

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Clearinghouse Update from Federal Motor Carrier Safety Administration

Clearinghouse Update from Federal Motor Carrier Safety Administration

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Traveling Healthcare Workers: The country’s regulatory checkerboard requires that employers of cross-state candidates exercise proper vigilance.

Traveling Healthcare Workers: The country’s regulatory checkerboard requires that employers of cross-state candidates exercise proper vigilance.

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Making a List, Checking It Often: Healthcare providers ignore the HHS list of excluded individuals and entities at their peril.

Making a List, Checking It Often: Healthcare providers ignore the HHS list of excluded individuals and entities at their peril.

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Compliance Alert! Louisiana Adopts New Law Regulating Use of Criminal History in Hiring Decisions

Compliance Alert! Louisiana Adopts New Law Regulating Use of Criminal History in Hiring Decisions

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Navigating Employment Screening in a Pandemic Era

Navigating Employment Screening in a Pandemic Era

Navigating this terrain is crucial to the quality of patient care and the protection of organizational reputation.

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New York City Tightens the Reins on Employers

New York City Tightens the Reins on Employers

Effective July 29, 2021, New York City further tightens the reigns on employers by broadening the scope of its Fair Chance Act (FCA). The FCA was first enacted in 2015 to help people obtain employment based on their merits rather than their mistakes.

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NLRB Decision Brings Significant Wins for Employers

NLRB Decision Brings Significant Wins for Employers

On January 4, 2021, the National Labor Relations Board issued an opinion regarding union allegations that several provisions of a company’s employee handbook violated the National Labor Relations Act.[1]

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New Year, New Employment Laws – Five Changes in Employment Law to be Aware of for 2021

New Year, New Employment Laws – Five Changes in Employment Law to be Aware of for 2021

Beginning December 2021, a new federal law – the Fair Chance Act – will prohibit federal contractors nationwide from inquiring about a job applicant’s criminal history during the initial stages of the application process. The new restrictions will only apply to positions related to work under the federal contract that subjects the contractor to the Fair Chance Act. The Act was signed into law by President Trump in December of 2019 as part of the National Defense Authorization Act (NDAA).

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11 Best Practices for Background Screening: To avoid a host of litigation-inviting pitfalls when vetting candidates, employers should adopt a few key principles and protocols.

11 Best Practices for Background Screening: To avoid a host of litigation-inviting pitfalls when vetting candidates, employers should adopt a few key principles and protocols.

Hiring executives confronting the checkerboard of state and local regulations on background screening can follow practitioner-tested conventions to dodge problems and improve outcomes.

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Three Things to Know about Adverse Action: If background screening uncovers facts that appear to disqualify a candidate, employers are advised to follow a strict sequence of procedures.

Three Things to Know about Adverse Action: If background screening uncovers facts that appear to disqualify a candidate, employers are advised to follow a strict sequence of procedures.

As mentioned in our previous posts, an employer must navigate candidate and employee background screening with extreme caution.

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Six Things to Know about the FDIC’s Section 19: Recent agency codifications should be carefully reviewed by insured institutions

Six Things to Know about the FDIC’s Section 19: Recent agency codifications should be carefully reviewed by insured institutions

Section 19 of the Federal Deposit Insurance Act has been in existence since 1950, but the Federal Deposit Insurance Corporation provided codifications for the section in 2020.

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Four Things to Know about “Ban the Box” Restrictions: A nationwide trend creates new legal exposure for employers researching a candidate’s criminal history

Four Things to Know about “Ban the Box” Restrictions: A nationwide trend creates new legal exposure for employers researching a candidate’s criminal history

“Ban the Box” is a fast-growing nationwide movement that seeks to protect job applicants who have criminal records by eliminating any inquiry into such histories on initial job applications. As of 2019, 35 states and more than 150 cities and counties had adopted ban-the-box laws, according to the National Employment Law Project.

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Five Things to Know about “Disparate Impact” Rules: Based on federal regulatory guidance, employers must be very careful when taking a candidate’s criminal record into consideration.

Five Things to Know about “Disparate Impact” Rules: Based on federal regulatory guidance, employers must be very careful when taking a candidate’s criminal record into consideration.

As mentioned in our previous blog post, adverse actions that affect candidates for employment or promotion can expose employers to potential legal action. Most common are claims of “disparate impact” on protected classes.

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DHS – Adjusts and Adapts to Remote Enforcement I-9 Provisions. Global HR Research (GHRR) Steps Up to Provide an Employer’s Summary

DHS – Adjusts and Adapts to Remote Enforcement I-9 Provisions. Global HR Research (GHRR) Steps Up to Provide an Employer’s Summary

The year of COVID-19 continues to introduce new challenges to HR’s business-as-usual hiring processes. Thankfully, the federal government continues to listen, learn, and respond. One of the many adjustments include the I-9 verification, also known as the Employment Eligibility Verification, is a United States Citizenship and Immigration Services form. Mandated by the Immigration Reform and Control Act of 1986, it’s used to verify the identity and legal authorization to work of all paid employees in the United States.

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Newly Released Background Screening Report Cites Dramatic Shifts in HR Priorities While High Provider Satisfaction Drops Nearly 10%

Newly Released Background Screening Report Cites Dramatic Shifts in HR Priorities While High Provider Satisfaction Drops Nearly 10%

Global HR Research, the home of Clairiti and –a leading provider of award-winning background screening technology, data, and business analytics announces the release of a critical industry research study curated and managed by HRO Today, a trusted leader in examining the HR industry’s overall satisfaction with background screening services.

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