Q: Marijuana is one of the most frequently reported drugs found in post-crash testing. Is there anything I can do to ensure my non-CDL drivers aren’t using?
A: In short, there are still plenty of things that can be done in most states to discourage employees who drive from using marijuana.
According to the U.S. Centers for Disease Control and Prevention (CDC), via law firm Seyfarth Shaw, marijuana use among drivers is on the rise.
In recent guidance, the agency says employers should:
- develop a marijuana policy that takes current laws in each state into consideration, including any state the employer operates in
- have a policy prohibiting employees from using or being under the influence of marijuana while on the job
- provide specific details of what conditions would prompt a required drug test
- give warning that CBD and other marijuana products may contain enough THC to result in a positive drug test
- educate drivers on how marijuana can affect safe driving, and
- train supervisors and managers on best practices for recognizing signs of impairment.
Workers aren’t consistently wearing hearing protection
Q: What can I do to get my employees to consistently wear hearing protection?
A: Increase awareness and provide training on the importance of proper and consistent use of hearing protection devices (HPDs) and how they can protect workers from hazardous noise.
That’s the advice offered by a study from the National Institute for Occupational Safety and Health (NIOSH) that estimates over half of noise-exposed workers don’t “always” or “usually” use hearing protection when exposed to hazardous occupational noise.
The study also recommends ensuring HPDs are comfortable and don’t overprotect from noise so employees can still hear their co-workers talks and catch other audible workplace signals.
Are self-administered, self-read COVID-19 tests OK?
Q: Can employees administer and report their own COVID-19 tests under OSHA’s vaccination emergency temporary standard?
A: No, for OSHA to consider a test to be valid, it can’t be both self-administered and self-read unless the process is observed either by the employer or an authorized telehealth proctor, according to JD Supra.
However, OSHA allows for digitally-read tests – those that produce a date and time-stamped result – as those are not considered “self-read.”
