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Current as of January 01, 2022 | Updated by FindLaw Staff
(a) Except as provided in subsections (b) and (c) of this section, an employer may require a job applicant to submit to testing of his or her blood, urine or any other bodily fluid or tissue if:
(1) The job applicant has been given an offer of employment conditioned on the applicant's receiving a negative test result;
(2) The applicant provides the test sample in private, outside the presence of any person; and
(3) Positive tests of urine, blood, or any other bodily fluid or tissue are confirmed by a federal certified laboratory by means of gas chromatography/mass spectrometry or technology recognized as being at least as scientifically accurate.
(b) The pre-employment drug testing authorized by this section shall not extend to job applicants for positions with any agency or political subdivision of the state or municipalities, except for applicants seeking employment as a law enforcement or correctional officer, firefighter, or any other position where that testing is required by federal law or required for the continued receipt of federal funds.
(c) An employer shall not be required to comply with the conditions of testing under subsection (a) of this section to the extent they are inconsistent with federal law.
Cite this article: FindLaw.com - Rhode Island General Laws Title 28. Labor and Labor Relations § 28-6.5-2. Testing of prospective employees - last updated January 01, 2022 | https://codes.findlaw.com/ri/title-28-labor-and-labor-relations/ri-gen-laws-sect-28-6-5-2/
FindLaw Codes may not reflect the most recent version of the law in your jurisdiction. Please verify the status of the code you are researching with the state legislature or via Westlaw before relying on it for your legal needs.
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