Privacy Issues in the Community College Workplace

* Note that the following tests, except for the drug and alcohol screen, are for example purposes only. In order to avoid claims of discrimination (age, sex, handicap, etc.), employers should only require tests which establish objective job-related physical requirements. Moreover, employers should only subject applicants to suspicionless drug tests when it has established that there is a “special need” for such tests because the position in question is, for example, safety- sensitive or involves a danger to the public. Employers should also be aware that the Americans with Disabilities Act, California Fair Employment and Housing Act, and other laws require employers to consider reasonable accommodation of certain conditions.

Privacy Issues in the Community College Workplace ©2019 (c) Liebert Cassidy Whitmore 182