Are You Missing the 5% Workers’ Comp Discount? What Meridian Employers Must Get Right Under Idaho Law
Meridian is one of the fastest-growing business hubs in Idaho. With new construction, logistics, manufacturing, healthcare, and service companies popping up across the Valley, employers face increasing pressure to hire the right people, reduce risk, and keep safety standards consistent as teams expand.
Idaho’s Drug-Free Workplace Act (Idaho Code 72-1701 to 72-1717) gives Meridian employers a powerful framework to do exactly that. When your company follows these rules, you gain stronger protection in unemployment claims, a safer workplace, and access to a 5% workers’ compensation premium credit. In a competitive market, that’s real money and real stability.
Below is a clear breakdown of the requirements Idaho employers must follow under the Act:
1. Idaho Employers Are Fully Allowed to Test (72-1702)
Private employers have full authority to conduct drug and alcohol testing, as long as ADA-related rules are respected. Whether they’re testing applicants, current employees, or conducting post-incident investigations, Idaho supports the employer’s right to maintain a safe, productive work environment.
Employers may also rely on:
- Hospital-administered tests
- Police or third-party agency results
- Medical results tied to workplace incidents
And Idaho’s testing laws do not interfere with at-will employment, giving Meridian employers the flexibility they need to safeguard operations.
2. Testing Current Employees Counts as Paid Time (72-1703)
Any test they require for an active employee must be treated as paid time. That includes reasonable suspicion testing, post-accident testing, return-to-duty testing, and anything else an employer mandates.
Idaho’s payment rules are simple:
- Employer pays for required tests
- Employee only pays for a retest they personally request
- If a retest overturns a positive, the employee must be reimbursed
This structure is important for Meridian employers managing larger workforces where frequent testing may occur.
3. Collection & Testing Must Follow Strict Standards (72-1704)
The testing program must meet defined collection and testing rules. This is where many small and mid-sized companies unintentionally fall short.
Collection Standards
Idaho requires that all testing be done:
- In clean, sanitary, and reasonable conditions
- By properly trained collectors
- With privacy protections that still prevent tampering
- With correct sample labeling and chain of custody
- In a manner that prevents dilution, adulteration, or contamination
These requirements are exactly why many Meridian employers choose Fastest Labs of Meridian instead of trying to test in-house. One documentation error or a poorly controlled collection room can invalidate results or eliminate your legal protections.
Testing Standards
Idaho also requires:
- Scientifically valid test methods
- Mandatory confirmation testing on all drug positives
- Alcohol confirmations using either:
- A second methodology if saliva is used
- A second breath test at least 15 minutes later
- Or another high-reliability confirmation method
- A second methodology if saliva is used
Meridian employers who partner with Fastest Labs can rely on consistent, compliant procedures every time.
4. Every Employer Must Have a Written Testing Policy (72-1705)
A drug and alcohol testing program isn’t compliant unless it’s in writing. The policy must be more than a general statement. Idaho requires that your written policy:
- Clearly states that violations may result in termination for misconduct
- Lists the exact types of testing your workplace uses
- Is available to applicants and employees
- Works alongside any collective bargaining agreement, if present
Meridian companies growing from 10 employees to 50+ often discover their old policies are outdated, incomplete, or missing required language. That’s one of the most common issues we see when employers come to us for policy review.
Our Meridian team regularly helps employers refresh, expand, or rebuild their policies so they’re both Idaho-compliant and practical to apply.
5. Employees Have Specific Rights After a Positive Test (72-1706)
Idaho expects employers to handle positive results with fairness and transparency. After a confirmed positive, the tested individual must receive:
- Written notice of the positive result
- Information about the detected substance
- An opportunity to speak with an MRO or qualified reviewer
- The right to request a retest of the same sample within 7 working days
If the retest is negative, the employer must:
- Reimburse the employee
- Provide back pay for time missed
- Reinstate them with back pay if termination was solely based on the test
Why This Matters for Meridian Businesses
- Safer job sites
- Lower accident frequency
- Stronger hiring decisions
- Clearer support during unemployment disputes
- Reduced workers’ comp costs
- More predictable operations across growing teams
Meridian’s rapid business growth means more new hires, more safety-sensitive roles, and more opportunities for testing to either fortify or weaken your workplace structure.
Fastest Labs of Meridian: Your Partner in Building a Compliant, Idaho-Aligned Testing Program
Our Meridian location supports employers across the Treasure Valley with fast, clean, accurate testing performed exactly to Idaho’s standards.
We provide:
- Drug & alcohol testing for all testing types
- Breath alcohol testing with required confirmation timing
- Documented chain-of-custody procedures
- Policy reviews and updates
- Supervisor reasonable suspicion training
- Support for new and scaling workplaces
- Rapid onsite testing + lab confirmations
- Tailored employer accounts for ongoing testing needs
Whether you’re cleaning up an outdated program or building a compliant system from scratch, our team is ready to help you do it right.
Fastest Labs of Meridian:
📞 208-314-3833
🌐 fastestlabs.com/meridian