Court Upholds ADA Compliance of One Strike Drug & Alcohol Policy

Posted · Add Comment

A recent opinion by the U.S. Court of Appeals for the Ninth Circuit clarifies employer liability under the Americans with Disabilities Act (ADA) where the employer maintains a lifetime ban on employing individuals that fail a pre-employment drug and alcohol test.

In the case, Lopez v. Pacific Maritime Association, the plaintiff challenged a union’s one-strike rule, which provided that one positive drug or alcohol test during pre-employment testing permanently prohibited hiring of the applicant. The plaintiff in the case was rejected for employment as a longshoreman due to a positive test for marijuana usage during his screening when he applied for a position in 1997.

After receiving treatment for his drug addiction, he again applied for employment in 2004, but was refused based on the one-strike rule. The plaintiff claimed he suffered discrimination based on a disability – his former drug addiction.

The court ruled that since the one-strike rule  was the same for both addicts and recreational drug users and the union was not aware of plaintiff’s status as a former drug addict, intentional discrimination of the applicant based on his addiction had not occurred. The court also found that the union’s rule was based on a long history of injuries and fatalities in the longshore industry resulting from the use of alcohol and drugs in the workplace.

The plaintiff’s disparate impact discrimination claim also failed, because the plaintiff did not present any evidence that the number of recovered drug addicts employed as longshoremen was disproportionate to the number of recovered drug addicts in the general labor market.  Despite the likelihood that a lifetime ban weeds out recovered drug addicts, the Court required statistical evidence to establish that recovered addicts are disproportionately disqualified under the policy.

The ruling provides some reassurance to employers that prohibit hiring of applicants with past failed drug tests for legitimate safety and risk reasons.. U.S. Labor Statistics estimate that drug use in the workplace costs employers approximately $75 to $100 billion dollars per year in lost time, accidents and health care and workers compensation costs. An effective drug testing policy can substantially improve employee safety, company risk management and cost reduction.

Download the Free reportCompare your drug testing policy against your peers by downloading:
2010 HireRight Employment Screening Benchmarking Report
The HireRight Blog is provided for informational purposes only and should not be construed as legal advice. Any statutes or laws cited in this article should be read in their entirety. If you or your customers have questions concerning compliance and obligations under United States or International laws or regulations, we suggest that you address these directly with your legal department or outside counsel.


HireRight is a leading provider of on-demand employment background checks, drug and health screening, and electronic Form I-9 and E-Verify solutions that help employers automate, manage and control background screening and related programs.

More Posts

Follow Me:
TwitterFacebookGoogle Plus



The HireRight Blog is provided for informational purposes only. It is not intended to be comprehensive, and is not a substitute for and should not be construed as legal advice. HireRight does not warrant any statements in the HireRight Blog. Any statutes or laws cited herein should be read in their entirety. You should direct to your own experienced legal counsel questions involving your organization’s compliance with or interpretation or application of laws or regulations and any additional legal requirements that may apply.