![]() "A high priority for California employers is the management of medical marijuana issues in the workplace," said Michael Nader, an attorney with Ogletree Deakins in Sacramento, in an interview with SHRM Online. Thus, employers shouldn't use random drug testing at all, unless the city's law is pre-empted by federal requirements (such as the Department of Transportation's random drug-testing rules for pilots and other transportation positions). For example, a San Francisco ordinance prohibits random testing altogether. Northern California employers must also pay attention to local laws that place additional limits on drug testing. Random testing is highly restricted in the state and should be reserved for certain safety-sensitive positions. After an offer has been made, employees can test for legal and illegal substances as part of a medical examination.Īfter employees start working, they have a higher expectation of privacy-so drug testing should be further limited in most cases to suspicion-based inquiries. Stella noted that it is safer to administer pre-employment drug tests only after a conditional job offer has been made. In the hiring process, employers are allowed to test for illegal drugs at the applicant stage-though it is unclear if marijuana is "illegal," since it is permitted under state law but remains illegal under federal law. Pre-employment drug testing, however, is generally permitted as long as it is conducted in a fair and consistent manner and administered to all applicants who are applying for a position within a specific job class, Stella said. He was speaking at the California State Council of the Society for Human Resource Management (CalSHRM) 2018 California State Legislative & HR Conference in Sacramento.Ĭalifornia provides a constitutional right to privacy-which restricts employers from monitoring off-duty conduct. They should think about recreational marijuana like alcohol, said Walter Stella, an attorney with Miller Law Group in San Francisco. yet.Įmployers should note that they don't have to tolerate on-the-job marijuana consumption or intoxication. But the rules governing marijuana and the workplace haven't really changed. What are the pros and cons of working at Volt Workforce Solutions?Īccording to reviews on CareerBliss, employees commonly rated the pros of working at Volt Workforce Solutions to be Company Culture, Growth Opportunities, People You Work With and Person You Work For, and no cons.Recreational marijuana sales in California started in January, causing many employers in the state to re-evaluate their substance-abuse and drug-testing policies. Browse Volt Workforce Solutions Salaries by Job Profile. ![]() What is the lowest paying job at Volt Workforce Solutions?Īccording to our data, the lowest paying job at Volt Workforce Solutions is aĬustomer Service Specialist at $16,000 annually. Lead Business Analyst at $181,000 annually. What is the highest paying job at Volt Workforce Solutions?Īccording to our data, the highest paying job at Volt Workforce Solutions is a Employees also rated Volt Workforce Solutionsģ.8 for support you get. How satisfied are employees working at Volt Workforce Solutions?Ĩ9% of employees would recommend working at Volt Workforce Solutions with the overall rating of 3.9 out of 5. Find Volt Workforce Solutions Salaries by Job Title. Per hour, which is 47% lower than the national salary average of $66,000 per year.ġ4 Volt Workforce Solutions employees have shared their salaries on CareerBliss. Volt Workforce Solutions employees earn $35,000 Does Volt Workforce Solutions pay their employees well? 89% of employees would recommend working at Volt Workforce Solutions. ![]() Volt Workforce Solutions has an overall rating of 3.9 Average Rating out of 5, based on over 36 Volt Workforce Solutions Review Ratings left anonymously by Volt Workforce Solutions employees, which is equal to the average rating for all companies on CareerBliss. Volt Workforce Solutions Reviews FAQs Is Volt Workforce Solutions a good company to work for?
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