LD 1760
pg. 5
Page 4 of 6 An Act To Amend the Random Drug Testing Laws Page 6 of 6
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LR 2275
Item 1

 
routine technical rulemaking pursuant to Title 5, chapter 375,
subchapter 2-A.

 
SUMMARY

 
This bill amends the laws regarding substance abuse testing of
employees in the following ways.

 
1. It continues the discretion of the employer to require
random or arbitrary testing of employees but makes the following
changes:

 
A. If the employer has 50 or more employees and the
employer chooses to require random or arbitrary substance
abuse testing, then all employees of the employer who are
not covered under a collective bargaining agreement must be
subject to the random or arbitrary testing. Currently,
under the Maine Revised Statutes, Title 26, section 684,
subsection 3, only those employees who have bargained for
random or arbitrary substance abuse testing or those
employees who work "in a position the nature of which would
create an unreasonable threat to the health or safety of the
public or the employee's co-workers if the employee were
under the influence of a substance of abuse" are subject to
random or arbitrary testing. This provision remains true
for those employers with fewer than 50 employees;

 
B. For those employers with 50 or more employees, the
random or arbitrary substance abuse testing policy is
established by a committee consisting of at least 10
employees selected by the employer. The employees must be
from a cross-section of the positions employed by the
employer. The committee must have at least one member who
is a person in the medical profession, such as a physician
or nurse. If there is no such person employed by the
employer, then the employer must obtain the services of a
person in the medical profession to serve on the committee;

 
C. The committee establishes the frequency of testing and
the number of employees to be tested;

 
D. The Department of Labor chooses the employees to be
tested from a list of all employees provided by the
employer. The list provided to the department does not
contain any information that would allow the department to
identify a specific employee;

 
E. The policy must be submitted to the Department of Labor
and approved by the department prior to implementation; and


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