{"id":357923,"date":"2025-06-04T09:55:39","date_gmt":"2025-06-04T14:55:39","guid":{"rendered":"https:\/\/content.findlaw-admin.com\/ability-law\/employment\/workplace-privacy\/pre-employment-drug-testing-laws-by-state.html"},"modified":"2025-06-04T10:10:36","modified_gmt":"2025-06-04T15:10:36","slug":"pre-employment-drug-testing-laws-by-state","status":"publish","type":"page","link":"https:\/\/www.findlaw.com\/employment\/workplace-privacy\/pre-employment-drug-testing-laws-by-state.html","title":{"rendered":"State Pre-Employment Drug Testing Laws"},"content":{"rendered":"\n<div class=\"wp-container-core-columns-is-layout-9d6595d7 fl-sectionWithSidebar fl-container fl-flex fl-flex-wrap fl-gap30\">\n    \n    <div class=\"fl-page-articles fl-section-main fl-section-main-full-width\">\n        <h1 class=\"fl-no-margin-top\">State Pre-Employment Drug Testing Laws<\/h1>\n<section class=\"fl-gutenberg-byline\">\n    <div class=\"fl-gutenberg-byline-content\">\n                    By <a href=\"https:\/\/www.findlaw.com\/company\/our-team\/susan-buckner-j-d\/\">Susan Buckner, J.D.<\/a> | Legally reviewed by <a\n                href=\"https:\/\/www.findlaw.com\/company\/our-team\/laura-temme-esq\/\">Laura Temme, Esq.<\/a>\n                | Last updated\n        <time>\n                            June 04, 2025\n                    <\/time>\n    <\/div>\n\n    \n    <details class=\"fl-gutenberg-byline-toggle fl-gutenberg-byline-legally-reviewed\">\n        <summary>\n            <i class=\"fl-gutenberg-byline-icon\" aria-hidden=\"true\"><\/i>\n            Legally Reviewed\n        <\/summary>\n\n        <div class=\"fl-gutenberg-byline-toggle-content\">\n            <p><em>This article has been written and reviewed for legal accuracy, clarity, and style by <a href=\"https:\/\/www.findlaw.com\/company\/our-team.html\">FindLaw\u2019s team of legal writers and attorneys<\/a> and in accordance with <a href=\"https:\/\/www.findlaw.com\/company\/company-history\/editorial-policy.html\">our editorial standards<\/a>.<\/em><\/p>\n\n        <\/div>\n    <\/details>\n\n    <details class=\"fl-gutenberg-byline-toggle fl-gutenberg-byline-fast-checked\">\n        <summary>\n            <i class=\"fl-gutenberg-byline-icon\" aria-hidden=\"true\"><\/i>\n            Fact-Checked\n        <\/summary>\n\n        <div class=\"fl-gutenberg-byline-toggle-content\">\n            <p><em>The last updated date refers to the last time this article was reviewed by FindLaw or one of our <a href=\"https:\/\/www.findlaw.com\/company\/our-team\/contributing-authors.html\">contributing authors<\/a>. We make every effort to keep our articles updated. For information regarding a specific legal issue affecting you, please <a href=\"https:\/\/lawyers.findlaw.com\/?fli=bylinelink\" target=\"_blank\" rel=\"noopener\">contact an attorney in your area<\/a>.<\/em><\/p>\n\n        <\/div>\n    <\/details>\n<\/section>\n    <div class=\"fl-callout-text article-blockquote\">\n        <p>Pre-employment drug testing laws vary by state, and while all states allow drug testing, the specifics can differ significantly. These laws determine how and when drug tests can be conducted, and they must align with federal regulations, particularly for safety-sensitive positions regulated by agencies like the Department of Transportation (DOT).&nbsp;<\/p>\n\n    <\/div>\n\n<p>Although some states and employers have relaxed their restrictions on marijuana, all 50 states still permit employee drug testing. There are no federal drug testing requirements except in a few \u201csafety-sensitive\u201d occupations.<\/p>\r\n<p>In general, federal law permits states and employers to set drug policies and testing programs as they see fit, within the bounds of other federal and state laws.<\/p>\r\n<p>To learn how these rules might apply to your unique situation, consult your state&#8217;s laws. A <a href=\"https:\/\/lawyers.findlaw.com\/employment-law-employee\/?fli=dcta\" title=\"local employment law attorney \" target=\"_blank\" rel=\"noopener\">local employment law attorney<\/a> can help you handle issues with workplace drug testing, including:<\/p>\r\n<ul>\r\n<li>Wrongful termination<\/li>\r\n<li>Unlawful withdrawal of a job offer<\/li>\r\n<li>Violation of protections for legal marijuana use<\/li>\r\n<\/ul>\r\n<p>This article explains employer drug testing policies and outlines regulations from each state. It focuses on pre-employment drug testing. For more information on other types of workplace drug tests, such as post-accident testing, visit these FindLaw resources:<\/p>\r\n<ul>\r\n<li><a href=\"https:\/\/www.findlaw.com\/employment\/workplace-privacy\/drug-testing-at-work.html\" title=\"Drug Testing at Work\">Drug Testing at Work<\/a><\/li>\r\n<li><a href=\"https:\/\/www.findlaw.com\/employment\/workplace-privacy\/legal-marijuana-and-workplace-drug-testing.html\" title=\"Legal Marijuana and Workplace Drug Testing\">Legal Marijuana and Workplace Drug Testing<\/a><\/li>\r\n<li><a href=\"https:\/\/www.findlaw.com\/employment\/workplace-privacy\/workplace-searches-and-interrogations.html\" title=\"Workplace Searches and Interrogations\">Workplace Searches and Interrogations<\/a><\/li>\r\n<\/ul>\r\n<p>First, let&#8217;s review federal laws on employee drug screening.<\/p>\r\n<h2>Drug-Free Workplace Rules<\/h2>\r\n<p>The federal Drug-Free Workplace Act of 1988 requires all federal job applicants to submit to drug screening. Under the <a href=\"https:\/\/www.dol.gov\/agencies\/eta\/RRW-hub\/Getting-started\/Preventing-substance-use\" title=\"Drug-Free Workplace Program\" target=\"_blank\" rel=\"noopener\">Drug-Free Workplace Program<\/a>, federal employers must:<\/p>\r\n<ul>\r\n<li>Inform prospective employees that drug testing is a condition of employment<\/li>\r\n<li>Inform applicants that a positive drug test may be grounds to rescind a job offer<\/li>\r\n<li>Carry out drug testing in a manner approved by federal regulations before a final offer of employment<\/li>\r\n<\/ul>\r\n<p>Federal contractors and businesses that have joined the Drug-Free Workplace Program for workers\u2019 compensation benefits must also follow these requirements.<\/p>\r\n<h2>DOT Regulations<\/h2>\r\n<p>The most common pre-employment drug tests involve jobs regulated by the <a href=\"https:\/\/www.transportation.gov\/odapc\" title=\"Department of Transportation (DOT)\" target=\"_blank\" rel=\"noopener\">Department of Transportation (DOT)<\/a>.<\/p>\r\n<p>DOT-regulated positions are those where substance abuse could jeopardize transportation or involve hazardous materials. Examples include:<\/p>\r\n<ul>\r\n<li>Truck drivers<\/li>\r\n<li>Train engineers and operators<\/li>\r\n<li>School bus drivers<\/li>\r\n<li>Air traffic controllers, pilots, and flight crews<\/li>\r\n<li>Oil pipeline operators and oil rig crews<\/li>\r\n<\/ul>\r\n<p>The <a href=\"https:\/\/www.transportation.gov\/odapc\/omnibus-transportation-employee-testing-act-1991\" title=\"Omnibus Transportation Employee Testing Act of 1991\" target=\"_blank\" rel=\"noopener\">Omnibus Transportation Employee Testing Act of 1991<\/a> expanded DOT regulations to all safety-sensitive positions within the transportation industry. This includes jobs regulated by:<\/p>\r\n<ul>\r\n<li><a href=\"https:\/\/www.faa.gov\/about\/office_org\/headquarters_offices\/avs\/offices\/aam\/drug_alcohol\" title=\"The Federal Aviation Administration (FAA)\" target=\"_blank\" rel=\"noopener\">The Federal Aviation Administration (FAA)<\/a><\/li>\r\n<li><a href=\"https:\/\/www.nrc.gov\/about-nrc\/employment\/drug-testing-faq.html\" title=\"The Nuclear Regulatory Commission\" target=\"_blank\" rel=\"noopener\">The Nuclear Regulatory Commission (NRC)<\/a><\/li>\r\n<li><a href=\"https:\/\/railroads.dot.gov\/railroad-safety\/divisions\/drug-and-alcohol\/drug-and-alcohol\" title=\"The Federal Railroad Administration (FRA) \" target=\"_blank\" rel=\"noopener\">The Federal Railroad Administration (FRA)<\/a><\/li>\r\n<\/ul>\r\n<p>Department of Defense (DOD) contractors and private employers who work with the DOD must also follow federal drug-free workplace policies.<\/p>\r\n<h2>State Pre-Employment Drug Testing Laws<\/h2>\r\n<p>Every state has its own requirements for pre-employment <a href=\"https:\/\/www.findlaw.com\/employment\/workplace-privacy\/drug-testing.html\">drug testing programs.<\/a> In general, state governments fall into three categories:<\/p>\r\n<p><b>Mandatory states<\/b>. Like the federal government, mandatory states require pre-employment drug testing for safety-sensitive industries or other positions designated by the state. Employers have the <i>option<\/i> to test in other industries and for non-safety-sensitive positions. But federal and state laws apply, and employers must follow all regulations.<\/p>\r\n<p><b>Open states<\/b> do not have specific statutes regulating pre-employment drug testing. Employers must still follow federal laws in DOT-regulated workplaces. Employers in open states must still follow other federal guidelines like the ADA and state and federal case laws when implementing drug testing programs.<\/p>\r\n<p><b>Voluntary states<\/b> offer workers\u2019 compensation discounts for employers who enforce a drug-free workplace policy. They are not fully \u201copen\u201d states, since once an employer signs up for the program, they are bound by the policy requirements. Employers who do not opt in to the program do not have to follow any state testing laws, but may still need to follow federal regulations.<\/p>\r\n<p>Most state governments have pre-employment and post-employment drug testing policies for workers that differ from private employers. Private companies who contract with state agencies must follow state drug policies.<\/p>\r\n<h3>Marijuana Drug Testing<\/h3>\r\n<p>Marijuana use presents an interesting problem for employers today. As of 2025, 39 states allow some form of <a href=\"https:\/\/www.findlaw.com\/cannabis-law\/cannabis-laws-and-regulations\/medical-marijuana-laws-by-state.html\">medical marijuana use<\/a>, and 24 allow <a href=\"https:\/\/www.findlaw.com\/criminal\/criminal-charges\/marijuana-legalization-and-decriminalization-overview.html\">recreational use<\/a>. At the same time, all 50 states permit employers to enact drug-free workplace programs and test their employees for illegal drugs.<\/p>\r\n<p>Unlike alcohol, there is no specific test for marijuana impairment. Due to the way THC metabolizes in the body, the presence of THC in a person\u2019s urine does not mean they used marijuana recently. A <a href=\"https:\/\/www.webmd.com\/mental-health\/addiction\/what-to-know-about-how-long-marijuana-stays-in-your-system\" target=\"_blank\" rel=\"noopener\">one-time use of marijuana<\/a> could appear in a urine test up to 72 hours later. A pre-employment drug test may find nothing more harmful than last week\u2019s party.<\/p>\r\n<p>Below are a few things to consider in states with legal medical or recreational marijuana laws:<\/p>\r\n<ul>\r\n<li>Employers subject to DOT regulations <b>may not permit marijuana use<\/b> by their employees. This includes employers subject to the Omnibus Transportation Employee Testing Act.<\/li>\r\n<li><b>Medical marijuana<\/b> does not fall under the <a href=\"https:\/\/www.findlaw.com\/civilrights\/discrimination\/the-americans-with-disabilities-act-overview.html\" title=\"Americans with Disabilities Act (ADA)\">Americans with Disabilities Act (ADA)<\/a>. Use of medical marijuana is not a \u201creasonable accommodation.\u201d However, eight states prohibit employers from taking adverse action against employees based on medical marijuana use<\/li>\r\n<li><b>Federal contractors and grantees<\/b> must abide by the Drug-Free Workplace Act, including testing for marijuana.<\/li>\r\n<li>The <a href=\"https:\/\/www.findlaw.com\/employment\/wages-and-benefits\/what-is-the-nlrb.html\" title=\"National Labor Relations Act (NLRA)\">National Labor Relations Act (NLRA)<\/a> <b>requires union negotiations<\/b> before employers implement drug testing policies.<\/li>\r\n<\/ul>\r\n<p>Many employers have mandatory drug and alcohol testing after a serious accident or safety incident in the workplace. Most states bar random drug testing before an accident unless the employer can show:<\/p>\r\n<ul>\r\n<li>There is reasonable suspicion of impairment<\/li>\r\n<li>The employee is in a position where their impairment would endanger the health or safety of other individuals<\/li>\r\n<li>The employer allows the employee to rebut the drug test results or have the sample independently tested<\/li>\r\n<\/ul>\r\n<p>Most states require <b>reasonable suspicion<\/b> before an employer can carry out drug testing on an employee. \u201cReasonable suspicion\u201d means an employee exhibits some signs of impairment or intoxication.<\/p>\r\n<h2>Overview of State Pre-Employment Drug Testing Laws<\/h2>\r\n<p>The table below outlines each state&#8217;s approach to pre-employment drug testing.<\/p>\r\n<p>A <a href=\"https:\/\/lawyers.findlaw.com\/employment-law-employee\/?fli=dcta\" title=\"local employment attorney\" target=\"_blank\" rel=\"noopener\">local employment attorney<\/a> can help you understand how these rules might apply to your unique circumstances. Most employers are allowed to conduct drug testing, including before hiring. But applicants may still have a legal claim if the testing is carried out in a way that discriminates against certain groups or fails to comply with state law.<\/p>\r\n<table>\r\n<tbody><tr><td><p><b>State<\/b><\/p>\r\n<\/td>\r\n<td><p><b>Can employers conduct pre-employment tests?<\/b><\/p>\r\n<\/td>\r\n<td><p><b>Marijuana Regulations<\/b><\/p>\r\n<\/td>\r\n<td><p><b>Program Type<\/b><\/p>\r\n<\/td>\r\n<td><p><b>Random Tests?<\/b><\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Alabama<\/b><\/p>\r\n<\/td>\r\n<td><p>After receipt of policy and conditional offer.<\/p>\r\n<\/td>\r\n<td><p>Recreational marijuana <a href=\"https:\/\/www.findlaw.com\/state\/alabama-law\/alabama-marijuana-laws.html\" title=\"remains illegal\">remains illegal<\/a>. No protection for medical marijuana users from consequences of an employment-related drug test.<\/p>\r\n<\/td>\r\n<td><p><a href=\"https:\/\/labor.alabama.gov\/wc\/drugfree.aspx\" title=\"Voluntary\" target=\"_blank\" rel=\"noopener\">Voluntary<\/a><\/p>\r\n<\/td>\r\n<td><p>Permitted. Employers must include in drug testing polices and give 60 days notice before beginning random drug screenings<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Alaska<\/b><\/p>\r\n<\/td>\r\n<td><p>After receipt of policy. Positive results\/refusal may be grounds for not hiring.<\/p>\r\n<\/td>\r\n<td><p>Medical marijuana card holders protected if they only test positive for THC.<\/p>\r\n<\/td>\r\n<td><p>Open<\/p>\r\n<\/td>\r\n<td><p>Permitted. Employees must get 30 days notice.<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Arizona<\/b><\/p>\r\n<\/td>\r\n<td><p>After receipt of policy. Positive results\/refusal may be grounds for not hiring.<\/p>\r\n<\/td>\r\n<td><p>Medical marijuana cardholders protected.<\/p>\r\n<\/td>\r\n<td><p>Mandatory<\/p>\r\n<\/td>\r\n<td><p>&nbsp;Permitted<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Arkansas<\/b><\/p>\r\n<\/td>\r\n<td><p>After receipt of policy and conditional offer.<\/p>\r\n<\/td>\r\n<td><p>Medical marijuana restrictions<\/p>\r\n<\/td>\r\n<td><p><a href=\"https:\/\/labor.arkansas.gov\/workers-comp\/voluntary-drug-free-workplace-program\/\" title=\"Voluntary\" target=\"_blank\" rel=\"noopener\">Voluntary<\/a><\/p>\r\n<\/td>\r\n<td><p>Permitted<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>California<\/b><\/p>\r\n<\/td>\r\n<td><p>After job offer but before employee begins work.<\/p>\r\n<\/td>\r\n<td><p>State prohibits discrimination against applicants or employees for off-duty, off-site use of cannabis<\/p>\r\n<\/td>\r\n<td><p>&nbsp;Open<\/p>\r\n<\/td>\r\n<td><p>Generally not permitted<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Colorado<\/b><\/p>\r\n<\/td>\r\n<td><p>No state statute; federal regulations apply<\/p>\r\n<\/td>\r\n<td><p>No protection for legal cannabis use<\/p>\r\n<\/td>\r\n<td><p>Open<\/p>\r\n<\/td>\r\n<td><p>&nbsp;Permitted<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Connecticut<\/b><\/p>\r\n<\/td>\r\n<td><p>After receipt of policy.<\/p>\r\n<\/td>\r\n<td><p>Medical marijuana restrictions<\/p>\r\n<\/td>\r\n<td><p>Mandatory<\/p>\r\n<\/td>\r\n<td><p>Not permitted<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Delaware<\/b><\/p>\r\n<\/td>\r\n<td><p>Required for certain positions such as <a href=\"https:\/\/codes.findlaw.com\/de\/title-21-motor-vehicles\/de-code-sect-21-2708.html\" title=\"school bus drivers\" target=\"_blank\" rel=\"noopener\">school bus drivers<\/a> and <a href=\"https:\/\/regulations.delaware.gov\/AdminCode\/title19\/4000\/4100\/4104.shtml#TopOfPage\" title=\"public work contractors\" target=\"_blank\" rel=\"noopener\">public work contractors<\/a>.<\/p>\r\n<\/td>\r\n<td><p>Registered medical marijuana patients protected as long as marijuana use does not impair their work performance<\/p>\r\n<\/td>\r\n<td><p>Open<\/p>\r\n<\/td>\r\n<td><p>&nbsp;Permitted<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Florida<\/b><\/p>\r\n<\/td>\r\n<td><p>After receipt of policy. Positive results\/refusal may be grounds for not hiring.<\/p>\r\n<\/td>\r\n<td><p>Employers are not required to accommodate medical cannabis use and can prohibit on-site use<\/p>\r\n<\/td>\r\n<td><p><a href=\"https:\/\/www.myfloridacfo.com\/division\/wc\/employer\/frequently-asked-questions\/lists\/WorkersCompensationDataProvider\/panels-employers-frequently-asked-questions\/a1b6a6e0-fd1a-4981-9a6a-3284b999ad8c\" title=\"Voluntary\" target=\"_blank\" rel=\"noopener\">Voluntary<\/a><\/p>\r\n<\/td>\r\n<td><p>Permitted&nbsp;<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Georgia<\/b><\/p>\r\n<\/td>\r\n<td><p>After conditional offer. Before offer for high-risk jobs.<\/p>\r\n<\/td>\r\n<td><p>No protection for employees who use medical marijuana<\/p>\r\n<\/td>\r\n<td><p><a href=\"https:\/\/sbwc.georgia.gov\/organization\/about-state-board-workers-compensation\/drug-free-workplace\" title=\"Voluntary\" target=\"_blank\" rel=\"noopener\">Voluntary<\/a><\/p>\r\n<\/td>\r\n<td><p>&nbsp;Permitted<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Hawaii<\/b><\/p>\r\n<\/td>\r\n<td><p>After conditional job offer. Applicant may disclose current drug use.<\/p>\r\n<\/td>\r\n<td><p><a href=\"https:\/\/codes.findlaw.com\/hi\/division-1-government\/hi-rev-st-sect-329-122\/\" title=\"Medical cannabis use is not authorized at work\" target=\"_blank\" rel=\"noopener\">Medical cannabis use is not authorized at work<\/a><\/p>\r\n<\/td>\r\n<td><p><a href=\"https:\/\/health.hawaii.gov\/substance-abuse\/prevention-treatment\/drug-free\/\" title=\"Voluntary\" target=\"_blank\" rel=\"noopener\">Voluntary<\/a><\/p>\r\n<\/td>\r\n<td><p>&nbsp;Permitted<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Idaho<\/b><\/p>\r\n<\/td>\r\n<td><p>Testing allowed before hiring. Written drug and alcohol testing policy required.<\/p>\r\n<\/td>\r\n<td><p>All cannabis use is illegal<\/p>\r\n<\/td>\r\n<td><p>Mandatory<\/p>\r\n<\/td>\r\n<td><p>&nbsp;Permitted<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Illinois<\/b><\/p>\r\n<\/td>\r\n<td><p>Testing permitted, no state drug testing law<\/p>\r\n<\/td>\r\n<td><p>Employers cannot discipline employees who fail drug tests because of legal products used off-duty<\/p>\r\n<\/td>\r\n<td><p>&nbsp;Open<\/p>\r\n<\/td>\r\n<td><p>&nbsp;Permitted<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Indiana<\/b><\/p>\r\n<\/td>\r\n<td><p>Testing permitted, usually conducted after an offer is made. Drug tests required for employees of childcare providers and public works contractors<\/p>\r\n<\/td>\r\n<td><p>No protection; Cannabis use is illegal at the state level<\/p>\r\n<\/td>\r\n<td><p>Open<\/p>\r\n<\/td>\r\n<td><p>&nbsp;Permitted<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Iowa<\/b><\/p>\r\n<\/td>\r\n<td><p>Applicants must be informed at time of application or ad.<\/p>\r\n<\/td>\r\n<td><p>No protection; medical marijuana users can be fired or suspended if they fail a drug test<\/p>\r\n<\/td>\r\n<td><p><a href=\"https:\/\/codes.findlaw.com\/ia\/title-xvi-criminal-law-and-procedure-chs-687-916\/ia-code-sect-730-5\/\" title=\"Mandatory\" target=\"_blank\" rel=\"noopener\">Mandatory<\/a><\/p>\r\n<\/td>\r\n<td><p>&quot;Unannounced&quot; testing permitted, but employees must be chosen at random<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Kansas<\/b><\/p>\r\n<\/td>\r\n<td><p>Testing for safety-sensitive jobs after conditional offer.<\/p>\r\n<\/td>\r\n<td><p>Both medical and recreational cannabis remain illegal.<\/p>\r\n<\/td>\r\n<td><p>Open<\/p>\r\n<\/td>\r\n<td><p>&nbsp;Permitted<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Kentucky<\/b><\/p>\r\n<\/td>\r\n<td><p>After conditional offer.<\/p>\r\n<\/td>\r\n<td><p>No protections for medical cannabis users<\/p>\r\n<\/td>\r\n<td><p><a href=\"https:\/\/elc.ky.gov\/Workers-Compensation\/Pages\/Drug-Free-Workplace.aspx\" title=\"Voluntary\" target=\"_blank\" rel=\"noopener\">Voluntary<\/a><\/p>\r\n<\/td>\r\n<td><p>Permitted; must be unannounced<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Louisiana<\/b><\/p>\r\n<\/td>\r\n<td><p>Testing permitted.<\/p>\r\n<\/td>\r\n<td><p>Employees with medical marijuana cards cannot be dismissed for failing a drug test<\/p>\r\n<\/td>\r\n<td><p>Open<\/p>\r\n<\/td>\r\n<td><p>&nbsp;Permitted<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Maine<\/b><\/p>\r\n<\/td>\r\n<td><p>After a conditional offer.<\/p>\r\n<\/td>\r\n<td><p>Employers cannot discipline employees for off-duty cannabis use<\/p>\r\n<\/td>\r\n<td><p>Mandatory<\/p>\r\n<\/td>\r\n<td><p>Permitted for <a href=\"https:\/\/codes.findlaw.com\/me\/title-26-labor-and-industry\/me-rev-st-tit-26-sect-684.html\" title=\"some employers\" target=\"_blank\" rel=\"noopener\">some employers<\/a><\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Maryland<\/b><\/p>\r\n<\/td>\r\n<td><p>Testing permitted.<\/p>\r\n<\/td>\r\n<td><p>No protections for off-duty cannabis use<\/p>\r\n<\/td>\r\n<td><p>Mandatory<\/p>\r\n<\/td>\r\n<td><p>Permitted if done for a &quot;legitimate business purpose&quot;<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Massachusetts<\/b><\/p>\r\n<\/td>\r\n<td><p>Federal regulations apply<\/p>\r\n<\/td>\r\n<td><p>Employers must reasonably accommodate off-duty medical cannabis use<\/p>\r\n<\/td>\r\n<td><p>Open<\/p>\r\n<\/td>\r\n<td><p>No<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Michigan<\/b><\/p>\r\n<\/td>\r\n<td><p>Testing permitted after conditional offer for public employment; No state law regulates testing for private employment<\/p>\r\n<\/td>\r\n<td><p>No protection for medical or off-duty use<\/p>\r\n<\/td>\r\n<td><p>Open<\/p>\r\n<\/td>\r\n<td><p>Permitted<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Minnesota<\/b><\/p>\r\n<\/td>\r\n<td><p>After a conditional offer, only if all applicants are tested. Employers cannot refuse to hire solely because a drug test detects marijuana<\/p>\r\n<\/td>\r\n<td><p>Employers cannot discipline or fire employees for using legal cannabis outside of work<\/p>\r\n<\/td>\r\n<td><p>Open<\/p>\r\n<\/td>\r\n<td><p>Limited to safety-sensitive positions and professional athletes<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Mississippi<\/b><\/p>\r\n<\/td>\r\n<td><p>Only if written policy is provided.<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<td><p><a href=\"https:\/\/codes.findlaw.com\/ms\/title-71-labor-and-industry\/ms-code-sect-71-3-201.html\" title=\"Voluntary\" target=\"_blank\" rel=\"noopener\">Voluntary<\/a><\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Missouri<\/b><\/p>\r\n<\/td>\r\n<td><p>Federal regulations apply<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<td><p>Open<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Montana<\/b><\/p>\r\n<\/td>\r\n<td><p>Testing permitted.<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<td><p>Mandatory<\/p>\r\n<\/td>\r\n<td><p>No<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Nebraska<\/b><\/p>\r\n<\/td>\r\n<td><p>Testing permitted.<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<td><p>Mandatory<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Nevada<\/b><\/p>\r\n<\/td>\r\n<td><p>Candidate cannot be refused for a positive marijuana test.<\/p>\r\n<\/td>\r\n<td><p>Medical marijuana restrictions<\/p>\r\n<\/td>\r\n<td><p>Mandatory<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>New Hampshire<\/b><\/p>\r\n<\/td>\r\n<td><p>Federal regulations apply<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<td><p>Open<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>New Jersey<\/b><\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<td><p>Cannot refuse a candidate because of cannabis use.<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<td><p>No<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>New Mexico<\/b><\/p>\r\n<\/td>\r\n<td><p>Zero-tolerance policies permitted.<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<td><p>Open<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>New York<\/b><\/p>\r\n<\/td>\r\n<td><p>Marijuana screening permitted for safety-sensitive jobs.<\/p>\r\n<\/td>\r\n<td><p>Medical marijuana restrictions<\/p>\r\n<\/td>\r\n<td><p>Open<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>North Carolina<\/b><\/p>\r\n<\/td>\r\n<td><p>Testing permitted.<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<td><p>Mandatory<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>North Dakota<\/b><\/p>\r\n<\/td>\r\n<td><p>Federal regulations apply<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<td><p>Open<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Ohio<\/b><\/p>\r\n<\/td>\r\n<td><p>Required for the state\u2019s drug-free safety program.<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<td><p><a href=\"https:\/\/info.bwc.ohio.gov\/for-employers\/incentive-programs\/drug-free-safety-program\" title=\"Voluntary\" target=\"_blank\" rel=\"noopener\">Voluntary<\/a><\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Oklahoma<\/b><\/p>\r\n<\/td>\r\n<td><p>After a conditional offer and a written notice.<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<td><p>Mandatory<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Oregon<\/b><\/p>\r\n<\/td>\r\n<td><p>Testing permitted with reasonable suspicion at the time of application.<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<td><p>Mandatory<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Pennsylvania<\/b><\/p>\r\n<\/td>\r\n<td><p>Federal regulations apply<\/p>\r\n<\/td>\r\n<td><p>Medical marijuana restrictions<\/p>\r\n<\/td>\r\n<td><p>Open<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Rhode Island<\/b><\/p>\r\n<\/td>\r\n<td><p>After a conditional notice.<\/p>\r\n<\/td>\r\n<td><p>Medical marijuana restrictions<\/p>\r\n<\/td>\r\n<td><p>Mandatory<\/p>\r\n<\/td>\r\n<td><p>No<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>South Carolina<\/b><\/p>\r\n<\/td>\r\n<td><p>Testing is not restricted.<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<td><p><a href=\"https:\/\/www.scdhhs.gov\/sites\/default\/files\/Drug%20Free%20Workplace%20Act.pdf\" title=\"Voluntary\" target=\"_blank\" rel=\"noopener\">Voluntary<\/a><\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>South Dakota<\/b><\/p>\r\n<\/td>\r\n<td><p>Testing permitted. Ads must carry notice of drug testing.<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<td><p>Open<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Tennessee<\/b><\/p>\r\n<\/td>\r\n<td><p>Testing is not restricted.<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<td><p><a href=\"https:\/\/www.tn.gov\/workforce\/injuries-at-work\/employers\/employers\/drug-free-workplace-program.html\" title=\"Voluntary\" target=\"_blank\" rel=\"noopener\">Voluntary<\/a><\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Texas<\/b><\/p>\r\n<\/td>\r\n<td><p>Federal regulations apply<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<td><p>Open<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Utah<\/b><\/p>\r\n<\/td>\r\n<td><p>Testing is not restricted. Public testing requires notice and a written policy.<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<td><p><a href=\"https:\/\/codes.findlaw.com\/ut\/title-34-labor-in-general\/ut-code-sect-34-41-101.html\" title=\"Voluntary\" target=\"_blank\" rel=\"noopener\">Voluntary<\/a> for state government entities only<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Vermont<\/b><\/p>\r\n<\/td>\r\n<td><p>After a conditional offer and an advance notice, if the test is part of the pre-employment physical.<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<td><p>Mandatory<\/p>\r\n<\/td>\r\n<td><p>No<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Virginia<\/b><\/p>\r\n<\/td>\r\n<td><p>Testing permitted. Cannot discriminate against medical cannabis use.<\/p>\r\n<\/td>\r\n<td><p>Cannabis oil<\/p>\r\n<\/td>\r\n<td><p>Voluntary<\/p>\r\n<p>Standards set by insurer; <a href=\"https:\/\/codes.findlaw.com\/va\/title-65-2-workers-compensation\/va-code-sect-65-2-813-2.html\" title=\"\u00a7 65.2-813.2\" target=\"_blank\" rel=\"noopener\">\u00a7 65.2-813.2<\/a><\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Washington<\/b><\/p>\r\n<\/td>\r\n<td><p>After a conditional offer and an advance written notice.<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<td><p>Open<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>West Virginia<\/b><\/p>\r\n<\/td>\r\n<td><p>Federal regulations apply<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<td><p>Open<\/p>\r\n<\/td>\r\n<td><p>No<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Wisconsin<\/b><\/p>\r\n<\/td>\r\n<td><p>Federal regulations apply<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<td><p>Open<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<\/tr><tr><td><p><b>Wyoming<\/b><\/p>\r\n<\/td>\r\n<td><p>Federal regulations apply<\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<td><p><a href=\"https:\/\/dws.wyo.gov\/dws-division\/workers-compensation\/employers\/risk-management\/discount-programs\/\" title=\"Voluntary\" target=\"_blank\" rel=\"noopener\">Voluntary<\/a><\/p>\r\n<\/td>\r\n<td><p>&nbsp;<\/p>\r\n<\/td>\r\n<\/tr><\/tbody><\/table>\r\n<h2><b>Get Legal Advice from an Employment Law Attorney<\/b><\/h2>\r\n<p>The shifting laws around marijuana and workplace drug testing make applying for new jobs or keeping existing jobs tricky. The legalization of marijuana does not always include protections for employees in the way many workers would like.<\/p>\r\n<p>If you need help with pre-employment drug tests or have a positive test result that could endanger your job, contact an <a href=\"https:\/\/lawyers.findlaw.com\/employment-law-employee\/?fli=dcta\" target=\"_blank\" rel=\"noopener\">employment law attorney<\/a> in your state for assistance.&nbsp;They can evaluate your options under federal, state, and local law and walk you through your options.&nbsp;<\/p>\r\n<div class=\"was-this-helpful\">\n    <div\n            class=\"was-this-helpful__question-container\"\n            aria-labelledby=\"was-this-helpful__question\"\n            role=\"group\"\n    >\n        <span\n                id=\"was-this-helpful__question\"\n                class=\"was-this-helpful__question fl-text-lg-bold\"\n        >Was this helpful?<\/span>\n        <button\n                class=\"was-this-helpful__button fl-text-sm\"\n                aria-label=\"Yes\"\n                value=\"yes\"\n        >\n            <span class=\"was-this-helpful__button-text fl-text-bold\">Yes<\/span>\n            <i class=\"was-this-helpful__button-icon\">\n                <svg width=\"22\" height=\"22\" viewBox=\"0 0 22 22\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\">\n                    <g id=\"thumbs-up\" clip-path=\"url(#clip0_604_3418)\">\n                        <path id=\"Vector\"\n                              d=\"M6 21H3C2.46957 21 1.96086 20.7893 1.58579 20.4142C1.21071 20.0391 1 19.5304 1 19V12C1 11.4696 1.21071 10.9609 1.58579 10.5858C1.96086 10.2107 2.46957 10 3 10H6M13 8V4C13 3.20435 12.6839 2.44129 12.1213 1.87868C11.5587 1.31607 10.7956 1 10 1L6 10V21H17.28C17.7623 21.0055 18.2304 20.8364 18.5979 20.524C18.9654 20.2116 19.2077 19.7769 19.28 19.3L20.66 10.3C20.7035 10.0134 20.6842 9.72068 20.6033 9.44225C20.5225 9.16382 20.3821 8.90629 20.1919 8.68751C20.0016 8.46873 19.7661 8.29393 19.5016 8.17522C19.2371 8.0565 18.9499 7.99672 18.66 8H13Z\"\n                              stroke=\"#666666\" stroke-width=\"2\" stroke-linecap=\"round\"\n                              stroke-linejoin=\"round\"><\/path>\n                    <\/g>\n                    <defs>\n                        <clipPath id=\"clip0_604_3418\">\n                            <rect width=\"22\" height=\"22\" fill=\"white\"><\/rect>\n                        <\/clipPath>\n                    <\/defs>\n                <\/svg>\n            <\/i>\n        <\/button>\n        <button\n                class=\"was-this-helpful__button fl-text-sm\"\n                aria-label=\"No\"\n                value=\"no\"\n        >\n            <span class=\"was-this-helpful__button-text fl-text-bold\">No<\/span>\n            <i class=\"was-this-helpful__button-icon\">\n                <svg width=\"22\" height=\"22\" viewBox=\"0 0 22 22\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\">\n                    <g id=\"thumbs-down\" clip-path=\"url(#clip0_604_3423)\">\n                        <path id=\"Vector\"\n                              d=\"M16 0.999995H18.67C19.236 0.989986 19.7859 1.18813 20.2154 1.55681C20.645 1.9255 20.9242 2.43905 21 3V10C20.9242 10.5609 20.645 11.0745 20.2154 11.4432C19.7859 11.8119 19.236 12.01 18.67 12H16M9.00003 14V18C9.00003 18.7956 9.3161 19.5587 9.87871 20.1213C10.4413 20.6839 11.2044 21 12 21L16 12V0.999995H4.72003C4.2377 0.994543 3.76965 1.16359 3.40212 1.47599C3.0346 1.78839 2.79235 2.22309 2.72003 2.7L1.34003 11.7C1.29652 11.9866 1.31586 12.2793 1.39669 12.5577C1.47753 12.8362 1.61793 13.0937 1.80817 13.3125C1.99842 13.5313 2.23395 13.7061 2.49846 13.8248C2.76297 13.9435 3.05012 14.0033 3.34003 14H9.00003Z\"\n                              stroke=\"#666666\" stroke-width=\"2\" stroke-linecap=\"round\" stroke-linejoin=\"round\"\/>\n                    <\/g>\n                    <defs>\n                        <clipPath id=\"clip0_604_3423\">\n                            <rect width=\"22\" height=\"22\" fill=\"white\"\/>\n                        <\/clipPath>\n                    <\/defs>\n                <\/svg>\n            <\/i>\n        <\/button>\n    <\/div>\n    <span class=\"was-this-helpful__taken-action fl-text-sm-bold\"><\/span>\n    <div class=\"was-this-helpful__feedback-container\">\n        <div class=\"was-this-helpful__choose-option-message\" role=\"status\">\n            <p class=\"was-this-helpful__choose-option-message-text\"><\/p>\n        <\/div>\n        <form class=\"was-this-helpful__feedback-form\">\n            <div class=\"was-this-helpful__feedback was-this-helpful__feedback--positive\">\n                <fieldset>\n                    <legend class=\"was-this-helpful__feedback-form-title\" tabindex=\"0\">Why was this helpful?<\/legend>\n                    <div class=\"fl-radio-button-field fl-flex was-this-helpful__feedback-form-title\">\n                        <input\n                                id=\"was-this-helpful__radio-button--understandable\"\n                                class=\"fl-radio-button-field-input\"\n                                type=\"radio\"\n                                name=\"positive-feedback\"\n                                value=\"Easy to understand\"\n                        >\n                        <label\n                                class=\"fl-radio-button-field-label fl-text-sm was-this-helpful__radio-label\"\n                                for=\"was-this-helpful__radio-button--understandable\"\n                        >Easy to understand<\/label>\n                    <\/div>\n                    <div class=\"fl-radio-button-field fl-flex was-this-helpful__feedback-form-title\">\n                        <input\n                                id=\"was-this-helpful__radio-button--solved-problem\"\n                                class=\"fl-radio-button-field-input\"\n                                type=\"radio\"\n                                name=\"positive-feedback\"\n                                value=\"Solved my problem\"\n                        >\n                        <label\n                                class=\"fl-radio-button-field-label fl-text-sm was-this-helpful__radio-label\"\n                                for=\"was-this-helpful__radio-button--solved-problem\"\n                        >Solved my problem<\/label>\n                    <\/div>\n                    <div class=\"fl-radio-button-field fl-flex was-this-helpful__feedback-form-title\">\n                        <input\n                                id=\"was-this-helpful__radio-button--other\"\n                                class=\"fl-radio-button-field-input\"\n                                type=\"radio\"\n                                name=\"positive-feedback\"\n                                value=\"Other\"\n                        >\n                        <label\n                                class=\"fl-radio-button-field-label fl-text-sm was-this-helpful__radio-label\"\n                                for=\"was-this-helpful__radio-button--other\"\n                        >Other<\/label>\n                    <\/div>\n                <\/fieldset>\n            <\/div>\n            <div class=\"was-this-helpful__feedback was-this-helpful__feedback--negative\">\n                <fieldset>\n                    <legend class=\"was-this-helpful__feedback-form-title\" tabindex=\"0\">Why was this not helpful?<\/legend>\n                    <div class=\"was-this-helpful__choose-option-message\" role=\"status\">\n                        <p class=\"was-this-helpful__choose-option-message-text\"><\/p>\n                    <\/div>\n                    <div class=\"fl-radio-button-field fl-flex was-this-helpful__feedback-form-title\">\n                        <input\n                                id=\"was-this-helpful__radio-button--missing-info\"\n                                class=\"fl-radio-button-field-input\"\n                                type=\"radio\"\n                                name=\"negative-feedback\"\n                                value=\"Missing Information\"\n                        >\n                        <label\n                                class=\"fl-radio-button-field-label fl-text-sm was-this-helpful__radio-label\"\n                                for=\"was-this-helpful__radio-button--missing-info\"\n                        >Missing the information I need<\/label>\n                    <\/div>\n                    <div class=\"fl-radio-button-field fl-flex was-this-helpful__feedback-form-title\">\n                        <input\n                                id=\"was-this-helpful__radio-button--complicated\"\n                                class=\"fl-radio-button-field-input\"\n                                type=\"radio\"\n                                name=\"negative-feedback\"\n                                value=\"Too complicated\"\n                        >\n                        <label\n                                class=\"fl-radio-button-field-label fl-text-sm was-this-helpful__radio-label\"\n                                for=\"was-this-helpful__radio-button--complicated\"\n                        >Too complicated \/ too many steps<\/label>\n                    <\/div>\n                    <div class=\"fl-radio-button-field fl-flex was-this-helpful__feedback-form-title\">\n                        <input\n                                id=\"was-this-helpful__radio-button--dated\"\n                                class=\"fl-radio-button-field-input\"\n                                type=\"radio\"\n                                name=\"negative-feedback\"\n                                value=\"Out of date\"\n                        >\n                        <label\n                                class=\"fl-radio-button-field-label fl-text-sm was-this-helpful__radio-label\"\n                                for=\"was-this-helpful__radio-button--dated\"\n                        >Out of date<\/label>\n                    <\/div>\n                    <div class=\"fl-radio-button-field fl-flex was-this-helpful__feedback-form-title\">\n                        <input\n                                id=\"was-this-helpful__radio-button--negative-other\"\n                                class=\"fl-radio-button-field-input\"\n                                type=\"radio\"\n                                name=\"negative-feedback\"\n                                value=\"Other\"\n                        >\n                        <label\n                                class=\"fl-radio-button-field-label fl-text-sm was-this-helpful__radio-label\"\n                                for=\"was-this-helpful__radio-button--negative-other\"\n                        >Other<\/label>\n                    <\/div>\n                <\/fieldset>\n  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An attorney can offer tailored advice and help prevent common mistakes.<\/p>\n\n            <\/div>\n                            <div class=\"fl-editors-summary-content-link fl-flex\" data-testid=\"fl-editors-summary-content-link\">\n                <i class=\"fa fa-angle-right medium\" aria-hidden=\"true\"><\/i>\n                <p class=\"find-attorney\"><a href=\"https:\/\/lawyers.findlaw.com\/employment-law-employee\/#USER_GEO\/?fli=esum:FL17\" target=\"_blank\" rel=\"noopener\">Find a local attorney<\/a><\/p>\n\n            <\/div>\n            <\/div>\n<\/div>\n\n    <div class=\"popularDirectory\">\n        <div class=\"general-popular-directory \">\n            <div class=\"general-popular-directory-title\">\n                <h3>Attorney Directory<\/h3>\n            <\/div>\n            <ul>\n                                    <li><a href=\"https:\/\/lawyers.findlaw.com\/same-sex\/\" target=\"_blank\" rel=\"noopener\">Employment Law  Lawyers<\/a><\/li>\n                        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<\/p>\n","protected":false},"author":41135,"featured_media":0,"parent":357911,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"app\/Http\/Controllers\/Templates\/ArticleWithBreadcrumbsController.php","meta":{"_acf_changed":false,"_stopmodifiedupdate":true,"_modified_date":"","_autodraft_ids":[],"_cloudinary_featured_overwrite":false,"_sb_is_suggestion_mode":false,"_sb_show_suggestion_boards":false,"_sb_show_comment_boards":false,"_sb_suggestion_history":"","_sb_update_block_changes":"","_is_real_time_mode":false,"_realtime_collaborators":"","footnotes":"","cf_checklist_status":[]},"categories":[2739],"tags":[],"state_laws_tags":[],"flmsa":[],"class_list":["post-357923","page","type-page","status-publish","hentry","category-employment"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.findlaw.com\/law-api\/wp-json\/wp\/v2\/pages\/357923","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.findlaw.com\/law-api\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/www.findlaw.com\/law-api\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/www.findlaw.com\/law-api\/wp-json\/wp\/v2\/users\/41135"}],"replies":[{"embeddable":true,"href":"https:\/\/www.findlaw.com\/law-api\/wp-json\/wp\/v2\/comments?post=357923"}],"version-history":[{"count":0,"href":"https:\/\/www.findlaw.com\/law-api\/wp-json\/wp\/v2\/pages\/357923\/revisions"}],"up":[{"embeddable":true,"href":"https:\/\/www.findlaw.com\/law-api\/wp-json\/wp\/v2\/pages\/357911"}],"wp:attachment":[{"href":"https:\/\/www.findlaw.com\/law-api\/wp-json\/wp\/v2\/media?parent=357923"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.findlaw.com\/law-api\/wp-json\/wp\/v2\/categories?post=357923"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.findlaw.com\/law-api\/wp-json\/wp\/v2\/tags?post=357923"},{"taxonomy":"state_laws_tags","embeddable":true,"href":"https:\/\/www.findlaw.com\/law-api\/wp-json\/wp\/v2\/state_laws_tags?post=357923"},{"taxonomy":"flmsa","embeddable":true,"href":"https:\/\/www.findlaw.com\/law-api\/wp-json\/wp\/v2\/flmsa?post=357923"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}