Workplace Drug Testing in Oregon

Oregon law doesn't address drug testing, but does put limits on workplace alcohol testing.

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Has your Oregon employer or prospective employer asked you to take a drug test? Federal law places few limits on employer drug testing: Although the federal government requires testing by employers in a few safety-sensitive industries (including transportation, aviation, and contractors with NASA and the Department of Defense), federal law doesn’t otherwise require – or prohibit drug tests. For the most part, state and local laws determine whether an employer may test employees and applicants for drugs.

No Oregon Drug Testing Laws

Although many states have passed laws regulating or restricting an employer’s right to require drug testing, Oregon is not one of them. Oregon has no law addressing drug testing in private employment.

However, Oregon law does regulate an employer’s right to test for alcohol. An employer may test an applicant or employee for alcohol only if the person consents to the test or there is a reasonable suspicion that the person is under the influence of alcohol.

Legal Claims for Drug Testing

Because Oregon law doesn’t prohibit or restrict workplace drug testing, employees who believe their test was illegal will have to rely on other legal theories. For example, an employer may run into legal trouble based on who is tested or how the test is conducted. Here are some examples:

  • Disability discrimination. The Americans with Disabilities Act (ACA) protects an applicant or employee who is taking medication for a disability. Some prescribed medications can result in a positive result on a drug test, and some drugs that would otherwise be illegal (such as opiates) are legitimately prescribed for certain conditions. If an applicant is turned down because of a positive drug test, and the applicant's medication was legally prescribed for a disability, the company could be liable (unless the drug is medical marijuana).
  • Other discrimination claims. An employer who singles out certain groups of employees – for example, by race, age, or gender– for drug testing could face a discrimination claim.
  • Invasion of privacy. Even an employer that has a legitimate reason to test might violate employee privacy in the way it conducts the test. For example, requiring employees to disrobe or provide a urine sample in front of others could be a privacy violation, depending on the circumstances.
  • Defamation. An employee might have a valid claim for defamation if the employer publicizes a false positive result, if the employer acts in bad faith and knew (or should have known) that the result was incorrect.

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