Confidentiality Rules Under Idaho’s Drug-Free Workplace Act (72-1712 to 72-1715)

Idaho’s Drug-Free Workplace Act includes several provisions that clarify how drug and alcohol testing information must be handled, specifically, sections 72-1712 through 72-1715. They cover what a verified positive result means under Idaho law, what legal relationship exists between an employee and a testing provider, and whether public employers may operate testing programs.

These sections are designed to reduce confusion and establish clear boundaries for employers who conduct workplace testing.

Testing Information Must Be Kept Confidential (72-1712)

Idaho law requires that all drug and alcohol testing information be kept confidential. It also states the testing information is the property of the employer, which means the employer controls it and is responsible for how it’s handled. That does not mean it can be shared freely.

The law restricts how testing information may be used. It may only be used internally for legitimate business purposes, in legal proceedings, or when disclosure is required by federal law. The statute also states that testing information may be lawfully used under Idaho Title 44 (Labor).

The main point is that the test results must be controlled, stored securely, and shared only with individuals who have a legitimate need to know.

A Verified Positive Test Is Not a Disability Under Idaho Law (72-1713)

A verified positive drug test does not constitute a disability under Idaho law.

Although this is the case, this does not remove the need to follow federal requirements such as the ADA. However, the statute clarifies that a positive result, by itself, is not treated as a disability under Idaho’s Drug-Free Workplace Act.

Public Employers May Also Conduct Testing (72-1715)

Idaho’s Drug-Free Workplace Act applies to more than private companies. Public employers may also implement drug and alcohol testing programs, as long as those programs are consistent with constitutional protections.

This is because many local Meridian organizations work with public entities, operate under public oversight, or have mixed employment structures. Cities, counties, public agencies, and related departments may operate testing programs, but they must do so carefully and lawfully.

How These Sections Protect Meridian Employers and Workplaces

These provisions establish clear rules and boundaries for workplace testing programs in Idaho. They protect confidentiality, clarify what a positive result does and does not mean under Idaho law, and prevent employers from unintentionally creating legal obligations beyond the scope of workplace testing.

Reliable Workplace Testing Support for Meridian Employers

Fastest Labs of Meridian supports employers across the Treasure Valley with drug and alcohol testing programs that align with Idaho’s Drug-Free Workplace Act.

We help Meridian employers maintain confidentiality, follow proper documentation standards, and run testing programs that are fast, accurate, and legally clean.

Interested? Contact Fastest Labs of Meridian:

Fastest Labs of Meridian

📞 208-314-3833
🌐 www.fastestlabs.com/meridian