pre-employment among their urine, blood, hair, and chain-of-custody procedures set by confirmation tests or in Wisconsin. Private employers working employees. etc. the substance abuse and mental health re-tests. Employers on public works services administration of the federal working on construction projects must Substances: There Department of Health and Human There are no state public works are require that employees is no state law of Services. laws protecting responsible for submit to drug and alcohol general applicability applicants who test the cost of drug testing at all of the regulating what positive for drugs or and alcohol following times: substances for alcohol. Alcoholism testing of its before starting work on a which private is considered a employees under • project; employers can test. disability, and an the substance randomly; employee may not be abuse prevention • if the employer has disciplined because program. • reasonable suspicion; and the employee is an after an accident. alcoholic. An • employer may (Wis. Stat. Ann. § discipline an 103.503(3)(a)) employee if the current employee’s use of alcohol impacts the job employee’s performance. (Charles H. Squires v. LIRC, 294 N.W.2d 48, 51 (Wis. Ct. App. 1980)) An employer working on public works must immediately remove an employee from work on such project if the employee tests positive. The employee may return to work on the project if the employer provides to the contracting agency appropriate documentation showing a negative testing and not under the influence. Wyoming Wyoming has not There is no state law Wyoming courts State law does not State law does not specify how drug State law does not State law does enacted any regulating the have held that specify which kind tests must be conducted. specify a protocol if a not specify who employment drug circumstances employees are of testing (urine, drug test comes back must pay for a
pre-employment in Wisconsin. Private employers working on public works construction projects must require that employees submit to drug and alcohol testing at all of the following times: • before starting work on a project; • randomly; • if the employer has reasonable suspicion; and • after an accident. (Wis. Stat. Ann. § 103.503(3)(a)) among their employees. urine, blood, hair, etc. Substances: There is no state law of general applicability regulating what substances for which private employers can test. and chain-of-custody procedures set by the substance abuse and mental health services administration of the federal Department of Health and Human Services. confirmation tests or re-tests. There are no state laws protecting applicants who test positive for drugs or alcohol. Alcoholism is considered a disability, and an employee may not be disciplined because the employee is an alcoholic. An employer may discipline an employee if the employee’s current use of alcohol impacts the employee’s job performance. (Charles H. Squires v. LIRC, 294 N.W.2d 48, 51 (Wis. Ct. App. 1980)) An employer working on public works must immediately remove an employee from work on such project if the employee tests positive. The employee may return to work on the project if the employer provides to the contracting agency appropriate documentation showing a negative testing and not under the influence. Employers working on public works are responsible for the cost of drug and alcohol testing of its employees under the substance abuse prevention program. Wyoming Wyoming has not enacted any employment drug There is no state law regulating the circumstances Wyoming courts have held that employees are State law does not specify which kind of testing (urine, State law does not specify how drug tests must be conducted. State law does not specify a protocol if a drug test comes back State law does not specify who must pay for a