By Dena Lythgoe
Mining is one of the toughest industries in Alaska with some of the toughest Alaskans running and operating these endeavors. With over 4,500 direct mining jobs in Alaska and 9,000 total direct and indirect jobs attributed to the Alaska mining industry it is surprising to know the majority of the operating mines in Alaska are considered small. There are countless small placer mines throughout Alaska with few employees and seasonal operations and no matter how large or small, there are always risks associated with operations.
The initial process for a startup mine is primarily related to exploration which in some instances may not be that much different when compared to placer mining from a risk standpoint. The exploration phase can consist of operating equipment and commercial autos, hauling fuel and hiring employees. The size of the operation will determine the amount of risk that can be financed through insurance in order to provide adequate protection. Below you can review simply worded insurance descriptions based upon standard risk exposures that can be associated with operating a mine.
- General Liability: this coverage provides protection for the policy holder against third party property damage and bodily injury. This is the policy that will defend your actions should a third party (not an employee or volunteer) become injured due to your business operations. A standard commercial general liability policy should have no less than $1,000,000 per occurrence.
- Commercial Auto: a commercial auto policy is different when compared to a personal auto policy. Typically, the limits are higher and the policy is set up to include multiple drivers which are listed on the policy. For proper protection the business should own or be included on the title of registration. The limits recommended for a commercial auto policy should be no less than $1,000,000.
- Workers Compensation: mandated by state law, each operation that has employees must have a workers’ compensation policy providing protection for the employee for work related injuries. Workers compensation also has protection for the employer. Should the employer knowingly have the employee perform an unsafe operation, the employees’ family has the ability to file suit against the employer. The Employers’ liability portion of the policy will provide defense for the employer. The limits for this coverage can be as low as $100,000 for employers’ liability. For a minimal increase in premium the limits can and should be increased to $1,000,000
- Inland Marine: every mine has heavy equipment used to extract natural resources from the ground. Don’t let the name of the policy confuse you. Inland marine is property insurance for property in transit over land i.e. backhoe, loader, scraper, dozer, etc… The inland marine coverage is for the physical damage of the property. Vandalism, theft, and collision are all covered types of losses associated with the majority of inland marine policies. If you have a bank holder lien on your property (equipment) the bank will require physical damage coverage for the property and the inland marine policy is where you will find this coverage. This is an optional coverage as it is a property coverage for your equipment. Varying risk factors associated with each business will help make a determination if coverage should be purchased.
- Pollution: where do you get the fuel for your seasonal operations? If you have on site storage for fuel a pollution policy may be something to consider. If a spill of fuel or any non-native contaminates occur to the site, a pollution policy can be in place to provide protection. Be prepared to fill out information associated with the types of fuel containers and safety procedures associated with the fueling operations as well as operations associated with the maintenance of equipment on site.
- Property: a property policy will provide coverage for property listed at a specific location. This policy protects items such as buildings and can be extended to business personal property including coverage for tools within a certain distance to the covered location/building. Depending on the location of the building certain coverages may be limited. For instance, a building without any fire protection equipment may be very expensive, if coverage can even be provided. Should this policy be something of interest make sure to contact your broker and advise the safety features that are in place to avoid the risk of loss.
- Umbrella/ Excess: this policy is an extension of limits over the underlying policy. For instance, an underlying general liability policy has limits of $1,000,000 per occurrence and a loss occurs of $1,500,000. The standard underlying policy will only pay up to $1,000,000 and no additional coverage would be provided unless an umbrella policy was also in place. The additional $500,000 would then be applied to the Umbrella policy which would provide additional limits of coverage. Umbrella or Excess policies cannot extend property limits therefore it is imperative the limits on property insurance are fully insured to the correct insurable value.
Above are the most common and basic coverages for the many types of businesses including mining operations. As with any industry, there are variations to risks. A small placer mine would potentially have less catastrophic exposure than an underground mine that also has blasting operations. The operation descriptions provided to your insurance broker will help determine the type of coverage, stability of operations and risk associated to the operation. All insurance carriers want to know what they are insuring and the more information provided regarding the operations the higher the likelihood the business will have adequate protection.
Risks associated with hard rock, drilling, blasting and underground mining have specific risks that have specific coverages. Some of the policies associated with the ‘riskier’ exposures can be expensive, minimum premiums of an individual policy can be $5,000 or higher annually. In order to keep cost down the insurance carriers want to know types of loss control in place such as training, continued education, safety meetings and occurrence of safety meetings, length of blasting experience and education associated with mining. It is advised prior to beginning any physical operations each business owner speak with an insurance professional and educate themselves on the types of risk as well as the types of policies and associated costs. With each policy provided there could be limitations and/or coverage enhancements that could provide additional protection.
By Alison Riggan
With over 3,000 TED Talks available, finding the right one may seem like a daunting task. You don’t want to make it through half a talk just to realize that particular episode doesn’t interest you. You can search by topic but with main 20 categories and even more sub categories, it can be easy to become a bit overwhelmed. I love listening to TED Talks throughout the day (especially during data entry!) but I found I was spending too much time trying to find the right topic. That’s when I stumbled upon the “Which TED talk are you?” quiz. It’s only six questions and recommends a specific video based on your answers. The video that was suggested to me was “The story we tell about poverty isn’t true” and I really enjoyed it! To find the right TED Talk for you, simply take the short quiz and enjoy!
By Ashley Snodgrass
Spring – the season of more sunlight, March Madness, St. Patrick’s day, and glorious winter breakup. At the peak of Spring, there is a polarizing holiday that can cause a lot of drama and trauma in the workplace: April Fool’s Day.
So, here’s a good debate for you: Is there a place for April Fool’s Day in the workplace?
Most guidance suggests that not all pranks are bad for the workplace, but the culture of the company is most important. There are some cultures who welcome playful, creative pranks. However, if your company culture is very professional and traditional in nature, pranks are likely to be unwelcome.
When considering if pranks are appropriate, also keep in mind that any pranks or jokes must not discriminate or harass the recipient. One piece of advice I particularly thought was helpful, is to consider if the prank would be remembered fondly a year from now?
On one hand, some employees find pranking a unique way to build camaraderie and laugh together with coworkers. Pranking can promote team-building as members of different departments conspire to plan and execute a joke on an unknowing victim. Pranking can be a funny way to relive a joke with coworkers. For example, I was gifted a Crap Taxidermy calendar by my coworkers one day after I expressed my horror and general discomfort surrounding taxidermy.
Oppositely, pranks may turn mean-spirited – damaging trust between teams, ostracizing team members, and lowering the level of professionalism in the workplace. Pranks can also be heightened by power dynamics, gender roles, and the truth that often times what one person may think is funny, the next person may not think is funny.
SHRM published a list of helpful do’s and don’ts that may guide your attempts at pranking this April Fool’s Day:
- Any joke should align with company culture or mission.
- The audience of a joke should be considered. April Fools’ is not the ideal time to pull a prank on a new co-worker. If an employee chooses to prank, the worker should choose a joke that will be well-received. If the company culture is serious, the employee should think twice about proceeding with any prank.
- All possible outcomes should be thought through. A would-be prankster might maybe even run the joke by a third party to get an opinion on whether the joke is funny or appropriate for the workplace.
- No jokes should focus on an employee’s race, gender, age, disability, religion, national origin, sexual orientation, sexual identity or other protected status.
- No pranks should interrupt an employee’s ability to complete his or her job or interfere with a deadline.
- No jokes should be physical. There should be no physical contact or injury.
- No pranks should cause damage to property or the company’s reputation.
- No jokes should suggest someone has been terminated or demoted.
I’ve compiled examples from one of my favorite work-place blogs Ask A Manager where employees write in with a question or topic, and the blog author responds with her advice. I’ve compiled some prank and April Fool’s Day related posts below:
And if you’re still not sure if you’ll be leaving pranking out of the workplace, here are a few ideas to get your brainstorming off on the right foot.
By Jennifer Outcelt
You’ve seen those click bait quizzes online while scrolling through Facebook, right? You know, the ones that will tell you what breed of dog you are based on your zodiac sign and what you ate for breakfast, or tell you what color underwear you are wearing based on your street name and favorite popsicle flavor. You’re aware that these are all BS (by the way, I’m a collie and the color is blue), yet you still waste your time giving the stupid side of the internet more attention than it deserves. So what does it mean when you are spending too much time on the web during work hours? I’d take a look at your motivation.
Now, I’m not going to tell you that there’s never a time or place for meandering through the news or scrolling retail sites looking for the perfect “Add to My Bag” item. I will tell you, however, that the time and place is NOT from 9 to 5 Monday through Friday at your work desk. I certainly enjoy the occasional yodeling cat video a coworker sends over, but when it comes to work motivation, the time I spend online indirectly correlates with my level of motivation. The more motivation, the less useless surfing. Makes sense, right? If you feel that your job has purpose, that you make a difference in your company’s efficiency, that you respect the time you are being paid to work and in turn are respected for that time given, then I would say you are likely a motivated employee… and likely don’t compose snarky tweets to burn @realDonaldTrump during work.
You might be thinking, “But, Jennifer, I really need that 15 minute break from the emails just to zone out. And it’s so much easier to book my doctor’s appointment online from my work computer!” If you are taking a short 15 minute internet break once or twice a day, I’m not too worried about you (especially since many jobs are required to give workers two 15 minute breaks). I’m focused on the people who are spending an extra 1 or more hours a day on non-work related web use. That adds up to a net of 5 or more hours a week… Over half a day of work, gone! Vamoose! Out the window! If you are spending that amount of time online during the workday, you might want to look closely at why you are losing your motivation.
Here are some common questions I would ask, and my response to your hypothetical “yes”. Are you bored or disengaged from your work? Then talk to a supervisor about how you can work on projects that are more meaningful. Worst-case scenario, this is just not the job for your talents. Are you completing your work so fast that you’ve run out of things to do? False… there is always something to do! It’s great you are so quick, now be a team player and find a way to help someone else. Or start a project to help the whole company. Or just clean! Clean spaces make for clear minds. Do you think your time is worth more than they are paying you? It could be… but most likely it is not. Regardless of what your time is worth, every minute you spend not working is essentially stealing. People who steal think they deserve the things they take; they don’t. It’s dishonest. Stop. Do you think that the things you are doing online are more important or time sensitive? Simple… They’re not.
I might come off as an internet Nazi, but my real goal is to avoid the TRUE internet Nazi’s from taking over. Every day companies implement technology to track how their employees are spending their time. What sites do they visit? Nope! Can’t go there! How long are you online? That’s too Long! Shut it down! How often are you typing? Not often enough! Must not be working! And who can blame these companies when there are people out there that are stealing productive time from them. All I’m saying is that if you want to maintain your internet liberty (and your coworker’s respect), you have to be cognizant of how your motivation might be affecting your work life/internet life balance.
By Alesha Combs
We are officially a quarter of the way through the year! So how are those new year resolutions going? I’m just kidding, I won’t put you on the spot like that. This year, along with many others, I decided to ditch the resolution and try something new. Instead of a resolution I decided to do an intentional assessment of the prior year. I wanted to identify the things that enhanced my life and the things that weighed it down, so that in the new year I could seek out the good and avoid the bad. It sounds so simple, right? Well, I suppose if it were actually that simple the self-improvement industry would not have made $9.9 billion in revenue last year…
So I was faced with the question of where to start my self-evaluation process and how to achieve the fulfillment that I desired in my work, personal life, and relationships. Personally, I’m not interested in indulging the self-help industry, so that is not where I look for answers. I find the energy I spend reading and understanding a $30 self-help book leaves me too exhausted to actually make the changes they tell me to make. But 2 weeks into the new year, as I’m still pondering the clearest route to my best life, a local speaker hits me with three small nuggets of wisdom that rang so true I’ve been simmering on them ever since (Bonus! They cost me $0):
- Influence requires involvement.
- Proximity brings perspective.
- Consistent communication builds confidence.
Everything in life is up for interpretation, so let me explain the truth these words held for me. They gave me a way to assess all my past and present opportunities. Not necessarily to identify good choices versus bad choices, but a clear guideline for defining the value of the choices I had made in the past, and a tool to purposefully add value to the choices I would make in the future. His words were like a roadmap:
- Do you want to be influential? If so, what are you doing with your time? You cannot influence the manifestation of valuable outcomes if you do not take the time to involve yourself in the process. You have to show up; you have to show you care.
- Your investment of time requires you hold close proximity with others who can help you build your perspective. Everyone has a different perspective, it’s their platform. What is yours? Are your choices allowing for positive growth and a valuable change in your perspective and insight? Or, are you judging without understanding the perspectives of those around you?
- Your proximity impacts who you communicate with, and your perspective impacts the way you communicate. Have you spent enough time being involved and building perspective to be confident in what you know and say? What about your confidence in what you hear from others? Is what you are communicating adding value?
I’ve been able to apply these concepts to many different pieces of my life, but let’s be honest I’m sharing this with you from my work desk, so we’ll just focus on how these philosophies have changed my career focus and the way that I work. The influence I hope to achieve directly determines the training I choose to pursue, the meetings I choose to attend, and the time I choose to set aside for each task I complete. These choices in how I spend my time shifts my proximity to others, and as I extend outside of my comfort zone I gain an insight that I would have lacked from within the confines of the familiar. These insights help me understand the perspectives of coworkers and clients alike, paving the road to clearer communication and understanding. The result is an increase in my engagement and a boost in my confidence, all because I decided to invest the time to make valuable choices based on a simple road map.
Growth is a confidence booster, but you don’t grow without action. Behind each action is a choice and an intention, so choose mindfully. I’ve already said it, but I’ll say it again, everyone has a different perspective, what I’ve written here is just mine.
By Tiffany Stock
Our office recently presented to the Northwest Human Resource Management Association for about three hours, providing a comprehensive overview of employee benefits and the role of the HR professional in providing them – don’t be too bummed out you missed it, because I’m going to give you a little recap on my favorite part of that presentation. While the whole presentation was important in discussing the big picture, and breaking down the economic, environmental, political and technological components that affect employee benefits, the most interesting part to me was the social side of things and really looking at generational differences in the workplace, which frankly for me translates into both my professional and personal life.
Let me start of by saying that I am a millennial based on the defined years by most sources I could find and it was really hard for me to say that, possibly due to the psychological stigma that is portrayed when hearing people talk about millennials. More on that later.
Regardless of what generation someone is “classified” in, every person comes from a different background, may have different values, expectations, motivations and priorities – this is on top of things people may have in common just based on the genre in which the “grew up.” There are 5 generations in the workplace in the U.S.:
Boomers (1946-1964) ages 73-55 – <29%
- Generation X (1965-1980) ages 54-39– 1/3rd of the workforce/ <34%
- Millennials (1981-1997) ages 39-21 – Largest demographic of the employed +34%
Generation (1928-1945) ages 91-74 – 2%
- Gen Z/Post Millennials (1998-2001 start date, ages 20-18) – also referred to as “Digital Natives” – 1%
Baby Boomers are the fastest declining generation, and held about 49% of the workforce back in 1995 (think season 5 of Beverly Hills 90210 – RIP Luke Perry). They are working well past normal retirement age and think some of that may be due to some big retirement plan losses during the Great Recession.
Generation X, which is caught in the middle of the Baby Boomers and Millenials, were born during a time when Americans were having fewer children, so it’s thought that generation has likely hit its peak in the workforce around 34%.
Currently Millenials account for around 53 million workers, but that is expected to surge up to 75 million workers at its peak as many young millennials are still in school. It’s also the largest group sector due to our immigrant population where more than half of newly arrived immigrant workers over the last 5 years have been Millenials.
Thinking about the signature products that were developed during each generation really put in to perspective how each of these groups “grew” up. The Silent Generation brought us the automobile, the Baby Boomers had the television, Generation X’ers had the first personal computers, and Millenials brought tablets and smartphones.
There are a lot of stereotypes for each generation – Boomers are often thought of as rigid in their ways, and selfish. Millenials are thought to be social media crazed narcissists, resistant to hierarchy, and eternally uncertain about their career decisions. Gen-xers are thought to be slackers. These stereotypes are short sited and create fractured work environments. The reality is that many of these generations were similarly perceived when they first entered the workforce based on their era. They are a lot more alike than you’d think.
When having different generations in the workplace, my research showed that there are three main commonalities amongst all – every employee wants respect, recognition and feeling part of a team. If your company has a wide range of generations, it’s definitely something to look into and understand a little better to create a happier work environment. Taking into consideration the different ways to communicate, utilize technology, ensuring your company offers benefits that appeal to different needs and an emphasis on the type of employee-employer relationship they might be looking for, can go a long way.
This portion of our presentation lasted 15 minutes, so as you can imagine there is a lot more I could say, but for the sake of everyone’s time, I mean a blog is a short read not a novel, I’ll wrap it up with these final words. Everyone is different, no matter their age and gender, while there may be some commonalities amongst certain groups of individuals, get to know your people and learn from them – it will only make your organization stronger!
By Andrew Kupperman
About 75% of business technology implementations fail to achieve the goals established before an organization decided to purchase technology. One of the main goals that is common across organizations is providing employees a better experience at work. This particular goal can tend to have a low success rate.
I’ve discussed in other blog posts that technology is merely a tool to attain this goal. If your organization has the cornerstones of sound strategy, buy-in at all levels, and a support structure, then you are going to be more likely to succeed. But why is this employee experience so important? And how is the workforce technology industry changing to accommodate the ultimate employee experience at work?
I’ve seen Josh Bersin, formerly of Deloitte, speak a few times now about the change in the way we work. Every time I get a better and clearer sense about why this is such an important topic, so I wanted to share one of his recent articles about what’s happening in the workforce tech industry to tackle the employee experience conundrum.
For most private employers in Alaska, there is no state law that requires or prohibits workplace testing for drugs or alcohol. However, employers that choose to implement workplace testing programs in the state may gain protection against lawsuits if they voluntarily comply with requirements under the Alaska drug testing law. Alaska employers that conduct workplace drug testing should also consider certain provisions under the state’s legalized marijuana and disabilitylaws.
This Employment Law Summary provides a general overview of the state laws that may affect employers when they test employees or applicants for drugs or alcohol in Alaska.
LEGALIZED MARIJUANA AND DISABILITY LAWs
Under the Alaska Medical Uses of Marijuana Act, certain individuals, called “registered patients” may obtain the state’s permission to use marijuana for medical purposes. In addition, Alaska’s Regulation of Marijuana Act allows individuals age 21 or older to use marijuana for recreational purposes in the state.
Neither of these laws require employers to accommodate marijuana use in their employees’ workplaces. The recreational marijuana law also specifies that it does not affect employers’ rights to have policies restricting the use of marijuana by employees. In general, this means that employers in Alaska are not prohibited from taking adverse employment actions against a job applicant or employee based solely on the fact that he or she tests positive for marijuana.
However, employers should be aware that the state’s medical marijuana law may prohibit them from taking adverse employment actions against an individual based solely on the fact that he or she is or has applied to be a registered patient under the medical marijuana law. While the law does not provide a specific cause of action against employers, it does state that a person may not be subject to “penalty in any manner” for applying to become a registered patient.
Also, employers that take adverse actions against registered patients based on their off-duty marijuana use may face complaints or lawsuits under Alaska’s Human Rights Law. Under this law, employers that conduct workplace testing must ensure that their testing programs do not result in unlawful discrimination based on physical or mental disability. Alaska courts have not specifically addressed whether the Human Rights Law requires employers to accommodate off-duty medical marijuana use by employees who are registered patients.
ALASKA DRUG TESTING LAW
Alaska’s drug testing law does not require any employers to conduct workplace drug or alcohol testing. Instead, it establishes guidelines that employers in the state may follow to gain protection against certain lawsuits related to testing they conduct. Specifically, an employer that satisfies all of the law’s requirements may not be sued for:
- • Actions taken in good faith against an individual based on a positive drug test or alcohol impairment test;
- • Failure to conduct a test or to test for a specific drug or other controlled substance;
- Failure to test for or detect a specific drug or other substance; a medical condition; or a mental, emotional, or psychological disorder or condition; or
- • Termination or suspension of its drug or alcohol prevention or testing program.
These protections also apply to Alaska employers that are subject to and comply with any state or federal requirements to have a workplace testing program, even if the required program is not consistent with the Alaska drug testing law.
WRITTEN POLICY REQUIREMENTS
To comply with Alaska’s drug testing law, an employer must not initiate any workplace testing program until at least 30 days after it has:
- Established a written drug and alcohol testing policy;
- Notified all of its employees of its intent to implement the policy; and
- Provided a copy of its written policy to each employee subject to testing (or made the written policy available in the same manner as it informs employees of other personnel practices, such as by including it in a personnel handbook or manual or posting it in a place accessible to employees.
The law requires an employer’s written policy on drug and alcohol testing to include, at minimum:
- A statement of the employer’s policy respecting drug and alcohol use by employees;
- A description of the employees or prospective employees who are subject to testing;
- The circumstances under which testing may be required;
- The substances for which testing may be required;
- A description of the testing methods and collection procedures to be used, including an employee’s right to a confirmatory drug test to be reviewed by a licensed physician or doctor of osteopathy after an initial positive drug test result;
- The consequences of a refusal to participate in the testing;
- Any adverse personnel action that may be taken based on the testing procedure or results;
- The right of an employee to obtain written test results from the employer within five working days after he or she submits a written request for them, as long as the request is made within six months after the test date;
- The right of an employee to explain a positive test result to the employer in a confidential setting within 72 hours after he or she submits a written request for the opportunity, as long as the request is made within 10 working days after he or she was notified of the test result; and
- A statement of the employer’s policy on confidentiality of test results.
PERMITTED TESTING PURPOSES AND REQUIREMENTS
Employers may require individuals to undergo testing for any job-related purpose consistent with business necessity and the terms of the employer’s written policy. These purposes may include:
- Investigating, based on reasonable suspicion, whether an employee may be impaired or affected by drug or alcohol use that adversely affects job performance or the work environment;
- Investigating workplace accidents (as long as the testing is performed as soon as practicable after an accident and is only administered to employees whom the employer reasonably believes may have contributed to it);
- Maintaining safety (as long as the testing is performed on all or part of the workforce); and
- Maintaining productivity, the quality of products or services, or security of property or information.
In addition, an employer may require its employees to undergo testing on a random basis, as long as it uses a scientifically valid method of selection that ensures all covered employees have an equal chance of being chosen for testing.
Employers that conduct testing to investigate whether an employee is impaired or affected by drug or alcohol use must designate at least one employee to be responsible for determining whether reasonable suspicion exists to require an employee to undergo testing. The designated employee must receive at least 60 minutes of training on alcohol misuse and at least 60 minutes of training on the use of controlled substances.
SAMPLE COLLECTION REQUIREMENTS
Employers may require individuals to submit only urine or breath samples for testing, either or both of which may be used. Employers may also require employees and applicants to present reliable identification to the person who collects samples from them.
Employers must ensure that all sample collection is performed:
- Under reasonable and sanitary conditions; and
- In a manner that guarantees an individual’s privacy to the maximum extent consistent with reasonably ensuring that his or her sample is not contaminated, adulterated or misidentified.
In addition, any person who collects samples for an employer must:
- Allow each individual to be tested to provide medical information that may be relevant to the test, including identifying current or recently used prescription and nonprescription drugs; and
- Ensure that the collection, storage and transportation of each sample is reasonably designed to avoid the possibility of sample contamination, adulteration or misidentification.
Under the drug testing law, samples submitted by job applicants may be tested only for drugs. Samples submitted by employees may be tested for drugs or for alcohol impairment.
For employee testing, employers must schedule all tests during, or immediately before or after, a regular work period, and the time used for testing must be treated as work time for compensation and benefits. If an employee is required to undergo testing outside his or her normal work site, the employer must also reimburse him or her for reasonable transportation costs.
As long as testing complies with scientifically accepted analytical methods and procedures, employers may conduct tests either:
- On-site at their employees’ workplaces by a certified test administrator, using products that have been approved by the Food and Drug Administration for employee testing; or
- At a laboratory approved or certified by the Substance Abuse and Mental Health Services Administration or the College of American Pathologists, American Association of Clinical Chemists.
Employers that conduct on-site drug or alcohol testing must designate a trained and certified test administrator to:
- Complete the required sample documentation;
- Ensure that all samples collected on-site are kept in sight of those who submit them;
- Allow individuals who submit samples to observe the testing procedure and results; and
- Prepare written records of on-site test results.
Regardless of where a test is performed, all positive drug test results must be subject to confirmation by a different analytical process than the one used in the initial drug screen. An employer may not rely on a positive drug test to justify an adverse employment action unless:
- A confirmatory test has been performed; and
- The results of the confirmatory test have been reviewed by a licensed physician or doctor of osteopathy.
In addition, the physician or osteopath that reviews the results of a confirmatory test must:
- Contact the tested individual within 48 hours to offer an opportunity to discuss the confirmatory test result;
- Interpret and evaluate the positive results for legal use; and
- Report any result caused by prescription medication as negative.
ADVERSE EMPLOYMENT ACTIONS AND RESTRICTIONS
Employers may refuse to hire a job applicant or take any adverse employment actions against an employee based on his or her:
- Refusal to provide a testing sample; or
- Positive, confirmatory test result that indicates a violation of the employer’s written policy.
However, an employer may be sued for adverse employment actions it takes based on the result of a drug or alcohol impairment test if:
- The action is based on a false positive test result; and
- The employer knew or clearly should have known that the result was in error and ignored the true test result because of reckless or malicious disregard for the truth or the willful intent to deceive or be deceived.
For more information on Alaska’s drug and alcohol testing laws, contact RISQ Consulting or visit the Alaska Division of Public Health website.
By Tim Maudsley
This article published in the ADN is important to all property owners here in Anchorage, as many are currently operating older septic systems that may not be in compliance with current regulations. These new 2019 regulations were not well distributed to the community as a whole previously, and, with the large financial as well as environmental responsibility these septic systems carry, it is in the best interest of all that everyone that we thoroughly understand their impact.