Employer Legal Concerns

Employer's Liability for Failure to Act following Non-Negative results.

Warnings on allowing some employees to stay instead of termination for others follow Drug Policy Violation.

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Employer must act quick, concise and consistant for Positive/Refusals.

Employer's Liability for Failure to Act following Non-Negative results.

Quick, Concise and Consistant Action is required to protect Employers following a Positive/Refusal to Test.

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Employer Warning about Negligent Hiring & Retention Practices

Employer's Liability for Failure to Act following Non-Negative results.

U.S. Equal Employment Opportunity Commission (EEOC) guidance on Reasonable Accomodation vs Firing

How Employers can be held liable for NOT taking proper actions following a Positive or Refusal to Drug Test.

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U.S. Equal Employment Opportunity Commission (EEOC) guidance on Reasonable Accomodation vs Firing

American's with Disabilities Act (ADA) did NOT protect medical marijuana user after testing positive

U.S. Equal Employment Opportunity Commission (EEOC) guidance on Reasonable Accomodation vs Firing

This employee's legal opiode addiction case offers valuable insight into the employers right to fire vs extending the employee a reasonable accomodation....read more about it!

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American's with Disabilities Act (ADA) did NOT protect medical marijuana user after testing positive

Pennsylvania Medical Marijuana Act (PMMA) taken to Federal Court!

This federal court case did not protect a medical marijuana user following a Positive Drug Test

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F.E.H.A. Rules for Employer on race discrimination, disability, and Employer retaliation claims foll

American's with Disabilities Act (ADA) did NOT protect medical marijuana user after testing positive

The California Fair Employment & Housing dismisses current employee's race, disability, and Employer retaliation claims following firing due to Rx and Marijuna Drug Test.

read about it

Forensic Drug Testing Services, Inc.

Kevin Odenbaugh, President/CEO

of Forensic Drug Testing Services, Inc. is one of the original pioneers within the employee drug & alcohol testing industry, starting his business-to-business service in 1991.....still serving in excess of 30 years!

Kevin is also a U.S. Army Military Police Officer Veteran and a retired Southern California Police Officer - Drug Abuse Recognition Expert.

As a federal and state designated Drug & Alcohol Program Manager, Consortium, Third Party Administrator and a California Department of Justice Drug Abuse Recognition Expert-Trainer, he has amassed over three decades of training, experience and expert incite into what makes a successful Employee Drug Testing Program work and work right!

Kevin's training and experience is within the following fields:

Forensic Laboratory Director & Laboratory President

Laboratory Technician & Trainer

Fluorescence Polarization ImmunoAssay (FPIA) Lab Technician

Enzyme-Multiplied Immunoassay Technique (EMIT) Lab Technician

Certified Evidential Breath Testing Device(EBT) Calibration Expert

Certified Evidential Breath Testing Device(EBT) Operator

Certified Breath Alcohol Technician-Trainer

Certified Professional Collector-Trainer

Former Board of Director for S.A.P.A.A.

U.S. Department of Transportation Part 40, 382 & 655 Expert-Trainer

California Highway Patrol C.S.A.T. Expert-Trainer

California Public Utilities Commission Expert-Trainer

U.S. Army Military Police Officer

Retired Southern California Police Officer - 20+ years

Drug Abuse Recognition Expert-Trainer

Driving Under the Influence (D.U.I.) Recognition Expert-Trainer

Forensic Traffic Accident Investigator

Court Certified Expert Witness for Drug & Alcohol Testing Issues

Law Enforcement Training Officer

California LiveScan Fingerprinting Expert

Liability & Litigation Prevention

Policy Production & Implementation Expert

Forensic Chain of Custody Expert-Trainer

Professional Drug & Alcohol Program Manager for 100,000+ Employees

30+ years experience

within the employee drug & alcohol testing industry !

- Let us put our experience to work for you ! -

Employer LEGAL CONCERNS

Employer's Liability for Failure to Act following Non-Negative results.

Employer's Liability for Failure to Act following Non-Negative results.

Employer's Liability for Failure to Act following Non-Negative results.

Employer must act quick, concise and consistant for Positive/Refusals.

Employer's Liability for Failure to Act following Non-Negative results.

Employer's Liability for Failure to Act following Non-Negative results.

Employer Warning about Negligent Hiring & Retention Practices

Employer's Liability for Failure to Act following Non-Negative results.

U.S. Equal Employment Opportunity Commission (EEOC) guidance on Reasonable Accomodation vs Firing

U.S. Equal Employment Opportunity Commission (EEOC) guidance on Reasonable Accomodation vs Firing

American's with Disabilities Act (ADA) did NOT protect medical marijuana user after testing positive

U.S. Equal Employment Opportunity Commission (EEOC) guidance on Reasonable Accomodation vs Firing

American's with Disabilities Act (ADA) did NOT protect medical marijuana user after testing positive

American's with Disabilities Act (ADA) did NOT protect medical marijuana user after testing positive

American's with Disabilities Act (ADA) did NOT protect medical marijuana user after testing positive

F.E.H.A. Rules for Employer on race discrimination, disability, and Employer retaliation claims foll

American's with Disabilities Act (ADA) did NOT protect medical marijuana user after testing positive

American's with Disabilities Act (ADA) did NOT protect medical marijuana user after testing positive

NEED professional LEGAL ADVICE ?

Forensic Drug Testing Services, Inc.