[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-seo-298320-105":3,"detail-sidebar-cat-0-en-105":73,"doc-detail-298320-en":122},{"code":4,"msg":5,"data":6},0,"ok",{"site_id":7,"language":8,"slug":9,"title":10,"keywords":11,"description":12,"schema_data":13,"social_meta":66,"head_meta":68,"extra_data":70,"updated_unix":72},105,"en","drug-testing-for-job-applicants-qa-non-cdl-role-and-cdl-transition-considerations","Drug Testing for Job Applicants - Q&A: Non-CDL Role and CDL Transition Considerations","","Q&A addresses whether employers may drug test job applicants for roles that are not CDL positions, and whether the approach changes when the hiring goal is to support a new hire in obtaining a CDL and moving into a CDL role. It emphasizes that pre-employment drug testing is legally complex and recommends consulting an attorney while planning strategically. Key considerations include safety-sensitive duties, disqualification impacts, drug panels, marijuana inclusion, and compliance with 21 VSA §§ 512–514 notice, policy, and conditional offer requirements.",{"@graph":14,"@context":65},[15,34,56],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/document/","Document",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/document/healthcare/","Healthcare",3,{"item":32,"name":10,"@type":21,"position":33},"https://docshare.wps.com/document/drug-testing-for-job-applicants-qa-non-cdl-role-and-cdl-transition-considerations/298320/",4,{"url":32,"name":10,"@type":35,"image":36,"author":41,"headline":10,"publisher":44,"fileFormat":47,"inLanguage":8,"description":12,"dateModified":48,"datePublished":49,"encodingFormat":47,"isAccessibleForFree":50,"interactionStatistic":51},"DigitalDocument",{"url":37,"@type":38,"width":39,"height":40},"https://docshare.wps.com/thumbnails/drug-testing-for-job-applicants-qa-non-cdl-role-and-cdl-transition-considerations/298320.png","ImageObject",300,407,{"name":42,"@type":43},"Connor ","Person",{"url":19,"name":45,"@type":46},"DocShare","Organization","application/pdf","2026-10-22","2026-09-18",true,{"@type":52,"interactionType":53,"userInteractionCount":55},"InteractionCounter",{"@type":54},"ViewAction",9,{"@type":57,"mainEntity":58},"FAQPage",[59],{"name":60,"@type":61,"acceptedAnswer":62},"What legal steps must be followed before testing an applicant under 21 VSA § 512?","Question",{"text":63,"@type":64},"The applicant must receive a conditional offer conditioned on a negative test, and written notice must be provided listing the tested drugs, stating therapeutic medically prescribed levels won’t be reported, and confirming testing follows the requirements and procedures under 21 VSA § 514, including a written policy given to the person tested.","Answer","https://schema.org",{"og:url":32,"og:type":67,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":69,"canonical":32},"index,follow",{"doc_id":71,"site_id":7},298320,1790132169,{"code":4,"msg":74,"data":75},"success",[76,80,84,88,93,98,102,107,111,114,118],{"id":22,"doc_module":4,"doc_module_name":25,"category_name":77,"show_sort_weight":78,"slug":79},"Story & Novel",90,"story-novel",{"id":26,"doc_module":4,"doc_module_name":25,"category_name":81,"show_sort_weight":82,"slug":83},"Literature",80,"literature",{"id":33,"doc_module":4,"doc_module_name":25,"category_name":85,"show_sort_weight":86,"slug":87},"Exam",70,"exam",{"id":89,"doc_module":4,"doc_module_name":25,"category_name":90,"show_sort_weight":91,"slug":92},5,"Comic",60,"comic",{"id":94,"doc_module":4,"doc_module_name":25,"category_name":95,"show_sort_weight":96,"slug":97},6,"Technology",50,"technology",{"id":99,"doc_module":4,"doc_module_name":25,"category_name":29,"show_sort_weight":100,"slug":101},7,40,"healthcare",{"id":103,"doc_module":4,"doc_module_name":25,"category_name":104,"show_sort_weight":105,"slug":106},8,"Research & Report",30,"research-report",{"id":55,"doc_module":4,"doc_module_name":25,"category_name":108,"show_sort_weight":109,"slug":110},"Religion & Spirituality",20,"religion-spirituality",{"id":109,"doc_module":4,"doc_module_name":25,"category_name":112,"show_sort_weight":109,"slug":113},"World Cup","world-cup",{"id":115,"doc_module":4,"doc_module_name":25,"category_name":116,"show_sort_weight":115,"slug":117},10,"Lifestyle","lifestyle",{"id":119,"doc_module":4,"doc_module_name":25,"category_name":120,"show_sort_weight":89,"slug":121},19,"General","general",{"code":4,"msg":74,"data":123},{"doc_id":71,"user_id":124,"nickname":42,"user_avatar":125,"doc_module":4,"category_id":99,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":126,"file_id":127,"file_url":128,"file_type":129,"file_size":130,"view_count":55,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":22,"language":131,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":132,"faqs":133,"seo_title":134,"seo_description":12,"update_tm":135,"read_time":30},687207022233,"https://ap-avatar.wpscdn.com/davatar_155a257f0dc6eb9ab79c44ca47cae57d","Q: May we drug test job applicants for a non-CDL role? Does it make a difference if our goal is to support the new hire in obtaining a CDL in order to move them into a CDL role?  \nA:  \nBecause pre-employment drug testing is legally complex, we strongly recommend conferring with an attorney, if you are considering drug testing applicants.  \nCertainly, you would want to be strategic about doing so. Some questions to consider:  \n• Why do we want to drug test applicants? Is it a safety-sensitive position? Would a positive result disqualify the employee from performing the essential functions of the position?  \n• Would drug testing make sense for all positions or just certain roles, such as those we hope to move into CDL roles?  \n• Which drugs should we test for? Does it make sense to include marijuana?  \no Note: If the position will not be subject to federal requirements, it is probably best not to find out if they are a casual user of marijuana.  \nIn accordance with 21 VSA § 512 , prior to drug testing an applicant:  \n1. The applicant must receive a conditional offer of employment, letting them know the hiring is conditioned upon a negative drug test;  \n2. The applicant must receive written notice of the drug testing that includes:  \na. A list of the drugs to be tested ;  \nb. A statement that therapeutic levels of medically prescribed drugs will not be reported ;  \nc. Testing must follow the myriad requirements and procedures outlined under 21 VSA  \n§ 514 , including having a written policy that must be given to the person being tested.  \nGiven current hiring challenges, some members may want to recruit individuals without a CDL, support them in obtaining their CDL, and, ideally, move them into a CDL role. If the Town has created an applicant drug testing program, with the requisite written policy, that follows legal procedures noted above, the employee would, of course, need to pass a drug test before moving toa CDL role. Be mindful that, since they are already your employee, you will have more statutory obligations toward them if they fail the drug test. It may be helpful, therefore, to have an agreement with the employee that they will obtain a CDL before the end of their probationary period. In this case, having a longer probationary period, rather than a shorter one, may make sense.","cbCaihQVXDe4jIMX","https://ap.wps.com/l/cbCaihQVXDe4jIMX","pdf",99352,"English","# Drug Testing for Non-CDL Applicants\n## Strategic planning and key considerations\n## Screening scope and marijuana inclusion\n# Legal prerequisites under 21 VSA § 512\n## Conditional employment offer\n## Written notice and testing policy requirements\n# Moving employees into CDL roles","[{\"question\":\"What legal steps must be followed before testing an applicant under 21 VSA § 512?\",\"answer\":\"The applicant must receive a conditional offer conditioned on a negative test, and written notice must be provided listing the tested drugs, stating therapeutic medically prescribed levels won’t be reported, and confirming testing follows the requirements and procedures under 21 VSA § 514, including a written policy given to the person tested.\"}]","Drug Testing for Job Applicants - Q&A: Non-CDL Role and CDL Transition Considerations | PDF",1789754670]