Hay muchos casos en los que una persona puede sentirse como si él o ella está siendo tratado mal por su empleador. Este suele ser el caso de las cuestiones relacionadas con la discriminación o el acoso. Sin embargo, it can also be apparent in circumstances where an individual is alienated by their employer through drug and alcohol testing or other behavior indicating suspicion towards an employee.
A pesar de que la ley de California permite que las pruebas de drogas, it’s critical to note that it is only allowed in a very limited set of strictly defined circumstances.
Las circunstancias de las Pruebas
Hay una serie de circunstancias en las que las pruebas de drogas o alcohol pueden ser considerados como razonables. Estas situaciones incluyen:
- La ley de California permite que los empleadores requieren una prueba de drogas o alcohol como una condición de empleo, ya sea después se propone una oferta de trabajo, o inmediatamente después de que se emplea una persona. Esta prueba puede llevarse a cabo sin necesidad de sospecha previa, and simply acts as an underlying check before an employee is placed on the payroll.
- pruebas de sospecha razonable permite a los empleadores requieren pruebas de drogas o alcohol basado en la observación de hechos específicos o inferencias racionales que se han elaborado a partir de aquellos hechos que pudieran indicar abuso de alcohol o drogas por un empleado. For instance, it’s worth noting that the courts have upheld testing of employees following serious accidents.
En tono rimbombante, an employer in California will not be permitted to subject his or her employees to random drug or alcohol testing except under very narrow circumstances.
Discriminación en el empleo
Si bien puede ser razonable para una persona en California, o compañía de rechazar el empleo a una persona que no puede pasar una prueba de drogas obligatoria al comienzo de su empleo o antes de su fecha de contratación, it is not reasonable for a person to be rejected from the possibility of employment based on a previous problem that they had with drugs or alcohol.
The Federal Americans with Disabilities Act, ADA, and the California Fair Employment and Housing Act might not protect individuals who are currently in possession of and using drugs, but they do protect people who are designated as former abusers of illegal drugs or alcohol, who have now been successfully rehabilitated through a program.
En otras palabras, if a person is refused an interview, or a chance to advance in their career simply on the basis that they used to have a drug or alcohol problem that they have now overcome, chances are that the person in question might have an employment litigation and discrimination case to bring before the court.
Cases of Employment Law
Fundamentally, it can be quite difficult to win a case of employment law, as it is difficult to prove that a company or party chose not to hire an individual based on their background with drugs or alcohol alone. Debido a esto, con el fin de presentar un caso de discriminación, it’s crucial to have the resources and proof available to back up your claim.
Speaking to a legal professional could help you to determine whether you have grounds for an employment discrimination case. To learn more, contactar Makarem & Associates, ya sea por teléfono al 310.312.0299, o por correo electrónico a: info@makaremlaw.com.
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