Wyoming council adopts updated drug, alcohol and cannabis testing policy tied to Minnesota law

Council adopted an updated drug, alcohol and cannabis testing policy prepared by staff to align the city’s practices with recent changes in Minnesota law and guidance from the League of Minnesota Cities.

Mr. McFarland told the council Minnesota’s recent legalization of certain cannabis sales and personal use prohibits most employers from requiring pre‑employment cannabis screening for non‑safety positions. The updated policy distinguishes safety‑sensitive positions — including peace officers, firefighters and roles that require a commercial driver’s license — for which cannabis testing may still be required, from other positions for which cannabis screening is generally excluded at pre‑employment. The policy also defines testing triggers and types, which may include reasonable‑suspicion testing, treatment program testing, routine physical‑examination testing, and, in some cases, random testing.

Staff noted much of the policy language derives from a League of Minnesota Cities toolkit, with some local adaptations to align with the city’s employee assistance resources and operational needs. Mr. McFarland said the policy lays out employees’ rights to challenge tests and the notification process for testing. Council moved and approved the policy without a recorded roll‑call tally.

The policy adoption clarifies that cannabis testing will remain for safety‑sensitive functions while the city’s broader drug‑testing regime for other substances remains in place for pre‑employment screening, reasonable‑suspicion determinations and other specified circumstances.