State laws regarding on-site drug & alcohol testing by employers vary from state to state. To stay current with the law and proposed changes of the law in your state please see the following list.
States that do not appear to limit the use of on-site testing by private employers for employment testing.
| - Arkansas - California - Colorado * - Delaware - District of Columbia - Kansas ** - Indiana - Kentucky *** |
- Michigan - Missouri - New Hampshire - New Jersey - New Mexico - North Dakota - Pennsylvania - South Carolina |
- South Dakota - Texas - Virginia - West Virginia - Wisconsin - Wyoming |
* A recent Attorney General's opinion states that laboratory law does not apply to on-site tests but state laboratory officials disagree.
*** States where state officials have incorrectly interpreted medical or laboratory laws to apply to employment drug testing. In these states the laws can be contested.
States where on-site tests can only be used as initial screens for
employment testing. Positive results may have to be confirmed by a laboratory.
| - Alaska - Connecticut - Hawaii - Idaho * |
- Iowa - Nebraska - North Carolina - Oregon |
- Rhode Island - Utah |
Voluntary laws that may require the use of laboratories.
| - Alabama - Arizona - Florida |
- Georgia * - Mississippi - Ohio |
- Tennessee - Washington |
State that may require Federal written procedures and possibly a
laboratory.
- Montana
States that require use of some form of approved laboratory.
| - Louisiana * - Maine - Maryland |
- Minnesota - Nevada |
- Oklahoma - Vermont |
States where clinical laboratory laws have been interpreted by state officials to apply and laboratories may be required.
| - Connecticut - Illinois |
- Massachusetts - New York * |