Maryland State Drug Testing Laws Workplace Drug Testing Issues – Maryland State Laws
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Maryland State Drug Testing Laws

Workplace Drug Testing Issues – Maryland State Laws

These categories do not affect DOT-regulated drug testing. Government employers should always call for potential additional restrictions on employee drug testing.

Workplace Drug Testing Laws in Maryland

Drug Testing Issue Status Comments
Instant or POCT Testing Restricted Pre-employment testing only, Employer must register with the State.
Drug Panels Not restricted References Controlled Dangerous Substances
Laboratory Certification required SAMHSA or CAP certification or licensure.
Medical Review Officer Required in some testing events MRO must review positive results for applicant testing; highly recommended for all other testings.
Random Testing No restrictions
Post-Accident No restrictions Drug testing policies should limit post-incident testing to situations in which employee drug use cannot be ruled out as potentially contributing to the incident.
Reasonable Suspicion No restrictions
Oral Fluids No restrictions
Hair Testing Restricted Pre-employment only
Unemployment Denial Yes Reference misconduct in your policy, terminate.
Workers Comp Discount No
Intoxication Defense Yes
Medical Marijuana Yes No limits on employers; the law explicitly says no need to accommodate use at work.
Recreational Marijuana No
Report Driver DOT Positives No
General Statute Title 17, subtitle 2, §17-214 & Regulations (Title 10, Ch. 10)

Employers wishing to conduct workplace drug testing must follow state rules.

Workplace Drug and Alcohol Testing Statute - (Title 17, subtitle 2, §17-214) & Regulations (Title 10, Ch. 10)

Can an employer in Maryland discipline a medical marijuana patient who tests positive for marijuana? – Yes, if the requirements of state drug testing law are met.

Workers' Compensation intoxication defense to a claim exists. However, there is a presumption that intoxication or drugs did not cause the injury.

Maryland Occupational Safety and Health regulations require employers with safety-sensitive employees to undergo mandatory drug testing to meet DOT and Maryland drug testing regulations. The following positions are deemed safety-sensitive: crane operators, signal persons, riggers, and crane operator trainees.

Intoxication Defense – Denial of Workers Compensation Claim - States vary in their willingness to allow employers to use an injured worker's intoxication against a claim for compensation. State laws' intoxication defenses generally fall into one of three rough categories: defenses that do not depend on causation; defenses that require some form of proximate causation between intoxication and injury; and defenses that require that intoxication be the sole cause of injury. Always check with your insurance company and attorney when you have a positive post-accident test after an injury.

This chart is intended for informational purposes only and should not be relied upon for legal guidance. State and local law vary greatly; therefore, you are advised to consult experienced legal counsel during the design of your actual substance abuse testing program and with any questions that follow.

View Individual State Law Summaries