Frequently Asked Questions

1. First, log in to the system and confirm that you are logged in under the “Manager” role in the system. If you are not logged in as a Manager in the system, click the dropdown arrow and select the “Manager” role instead.
2. Once logged in as “Manager” select the “Courses” tab at the top of the screen to preview the course(s) you have been enrolled in as “Manager”
3. Note that the “Shopping Bag” icon to the right of the course name will indicate the number of credits available for you to use for invitations at a glance.
4. Select the course you would like to cancel an invite for by clicking the title of the course.
5. You will be automatically redirected to the “Buy Credits & Invite Users” tab, where you can send and re-send invitations, cancel invitations, and purchase new credits.
6. Locate the invite you would like to cancel from the list of sent invites. Use the “Search” option to help locate the invite by email when there are many invites in the log.
7. Once you have located the invite you wish to cancel, use the three vertical dots to the right of the invite entry to pull up the invite option menu.
8. If this menu does not appear, it means that the invite cannot be canceled. Check the “Status” to discover the reason it is no longer available.
9. Once the menu is selected, you will be given the option to “Re-Invite User” or “Cancel Invite”.
10. Select “Cancel Invite” and the invite will be canceled and the credit will be returned to your remaining credits in your manager account.

1. First, log in to the system and confirm that you are logged in under the “Manager” role. If you are not logged in as a Manager in the system, click the dropdown arrow on the top right-hand side and select the “Manager” role instead.
   
2. Once logged in as “Manager” select the “Courses” tab at the top of the screen to preview the course(s) you have been enrolled in as “Manager”
   
3. Note that the “Shopping Bag” icon to the right of the course name will indicate the number of credits available for you to use for invitations at a glance.
   
4. Select the course you would like to send an invite for by clicking the title of the course.
   
5. You will be automatically redirected to the “Buy Credits & Invite Users” tab, where you can send and re-send invitations, cancel invitations, and purchase new credits.
   
6. You will be automatically redirected to the “Buy Credits & Invite Users” tab, where you can send and re-send invitations, cancel invitations, and purchase new credits.
   
7. Once selected, a window will appear prompting you to enter the email address(es) for your invitation(s). Here, you must enter the email addresses of the users you wish to invite to the course separated by a comma.
   
8. Once the system has accepted your email entry, the text will turn white and background dark gray.
   
9. Repeat until all of your emails have been accepted. Then click “Send Invite”
   
10. Note that there is a bulk upload option for inviting large groups of users at once by selecting the “Bulk Upload” radio button. Download the sample .csv file to ensure your file complies with the bulk upload file standards, then click “Upload Files” to quickly send invites for many users at once.

1. After you have sent an invitation to take a course as a Manager, you have the option to re-send the invite. Learners are commonly re-invited because they can’t find the invitation in their email inbox or because the original invitation they received has expired. Note that Learners who have already accepted an invitation can’t be re-invited.
2. First, log in to the system and confirm that you are logged in under the “Manager” role in the system. If you are not logged in as a Manager in the system, click the dropdown arrow and select the “Manager” role instead.
3. Once logged in as “Manager” select the “Courses” tab at the top of the screen to preview the course(s) you have been enrolled in as “Manager”
4. Click the title to the course for which you would like to re-send an invitation and you will be re-directed to the “Buy Credits & Invite Users” tab.
5. Locate the invite you would like to re-send from the list of sent invites. Use the “Search” option to help locate the invite by email when there are many invites in the log.
6. Once you have located the invite you wish to re-send, use the three vertical dots to the right of the invite entry to pull up the invite option menu.
7. If this menu does not appear, it means that the invite cannot be re-sent. Check the “Status” to discover the reason it is no longer available.
8. Once the menu is selected, you will be given the option to “Re-Invite User” or “Cancel Invite”. We recommend confirming the spelling of the email address before re-sending to ensure there are no typos (which may explain why a Learner never received a missing invitation). Once confirmed, select “Re-Invite User”.
9. If the email address is incorrect, select “Cancel Invite” to cancel the mistyped entry, get the credit back, and then send a new invitation to the correct email address.
10. To confirm the re-invitation was successful, you can verify that the green pop-up designating success appeared in the top-right or by verifying the most recent activity in the “Last Updated” section of the invite entry where it should indicate “Re Invite” as the last update.

When you subscribe, you have two payment options: yearly or monthly.

You are given the total credits if you pay for the entire year upfront. A proportionate amount of credits is atomically added on the renal date if you pay monthly.

For example, if you subscribe to the growth plan and choose the yearly payment option, you will receive 500 credits. If you choose the monthly payment option you will receive 41 credits per month. Unused credits are automatically rolled over to the next month as long as you maintain a subscription. 

If you use more than the allocated credits in your plan you can purchase additional credits. To purchase additional "universal" credits, you must be an admin in the portal.

1. Once logged in and in the "Admin" role from the Dashboard, you will click "Assign Credits."

2. Next, you will click "Purchase Credits" on the left. Enter the number of credits you wish to purchase, scroll through and accept the terms, then click "Purchase."

3. You will then be redirected to a Stripe payment portal to process payment. Once payment is completed, the credits will be added to your pool.

Alabama, like many other states, has a complex legal framework regarding drug testing in the workplace. While private employers in Alabama are not required by state law to conduct drug tests, many choose to do so to maintain a safe working environment and to avail certain benefits, such as discounts on workers' compensation insurance premiums. As of 2022, medical marijuana is legal in Alabama, but it requires a prescription. Recreational use remains illegal. 

Please note: This information is a general overview and might not cover all specific nuances or recent updates, always consult with an attorney.

Alaska has distinct laws and regulations concerning drug testing in the workplace under the Alaska Stat. § 23.10.600 to 23.10.699. These statutes aim to strike a balance between the rights of employees and the necessity for employers to maintain a drug-free work environment. Furthermore, employers who comply with these statutes may benefit from certain protections against legal challenges. You can review the specific statutes here.

Marijuana in Alaska: Recreational marijuana use is legal for adults 21 and over. Medical marijuana is also legal, and while there's no formal system for prescription, patients must possess a written recommendation from a physician.

Please note: This information is provided as a general overview and might not capture all specific nuances or recent updates. Always consult with a local legal expert or review state-specific legal documents for comprehensive and up-to-date information.

In Arizona, drug testing in the workplace is governed by the Arizona Revised Statutes §§ 23-493 to 23-493.06. These laws provide guidance and regulations for employers wishing to maintain a drug-free workplace. They also offer protections for employees to ensure their rights aren't infringed upon in the process of drug testing.

Marijuana in Arizona: Both recreational and medical marijuana are legal in Arizona. Adults 21 and older can use recreational marijuana, while medical marijuana requires a prescription from a qualified physician.

You can review the specific statutes here.

Please note: This information is provided as a general overview. It's crucial to consult with a local legal expert or to review state-specific legal documents for comprehensive and up-to-date details.

California's laws governing workplace drug testing are primarily derived from court decisions and the state constitution, with particular emphasis on privacy rights. These rights are established under the California Constitution Article 1, Section 1. Employers must carefully balance their interests in promoting a drug-free workplace with their employees' privacy rights.

AB 2188, a landmark piece of legislation in California, marks a progressive step in the legal landscape surrounding employee rights and cannabis use. Coming into effect on January 1, 2024, A2 2188 extends the protections embedded in the California Fair Employment and Housing Act.

Marijuana in California: Both medical and recreational marijuana are legal. Medical marijuana requires a recommendation from a licensed physician, while recreational marijuana is available for adults 21 and over. Consider reviewing the California Drug Testing Laws and Regulations for the most up-to-date information. 

Please note: This information serves as an overview. It's always a best practice to consult with a legal expert in California or review the state-specific legal resources for comprehensive and up-to-date details.

Colorado employers are mostly governed by the Colorado Constitution Article XVIII, Section 16, and Colorado Revised Statutes § 24-34-402.5 when it comes to workplace drug testing. While employers have rights to maintain a drug-free environment, they must respect employees' lawful off-duty conduct, including the consumption of marijuana.

Marijuana in Colorado: Both medical and recreational marijuana are legal. Medical marijuana requires a recommendation, while recreational marijuana is available for all adults aged 21 and above.

You can review the specific constitutional provision here.

Please note: This data serves as a general guideline. Consulting with a Colorado legal expert or diving into state-specific legal resources for comprehensive and up-to-date information is always advisable.

Connecticut has established workplace drug testing guidelines under the Connecticut General Statutes §§ 31-51t to 31-51aa. The state prioritizes employee privacy rights, requiring probable cause for testing current employees. Pre-employment testing is allowed without restrictions, but the applicant must be informed in writing beforehand.

Marijuana in Connecticut: Medical marijuana is legal and requires a certification from a qualified physician. As of June 2021, recreational marijuana is also legal for adults 21 and older.

You can review the specific statutes here.

Please be aware: This information is a general overview. It is always recommended to consult with a legal expert in Connecticut or review the state-specific legal resources for the most accurate and updated details.

Delaware's workplace drug testing regulations are primarily established under Delaware Code Title 19, §§ 711-720. While employers can maintain drug-free workplaces, they must also ensure fair and nondiscriminatory practices, especially in the context of medical marijuana users.

Marijuana in Delaware: Medical marijuana is legal and requires a prescription from a licensed physician. As of my last update in January 2022, recreational marijuana was not legal, but this may have changed. It is essential to check the latest state laws or news sources.

You can review the specific Delaware Code here.

Please keep in mind: This summary is for general informational purposes. Always seek advice from a legal expert in Delaware or examine the state-specific legal resources for comprehensive and current details.

Florida's guidelines for workplace drug testing can be found in the Florida Statutes, Sections 440.101 and 440.102. These statutes establish the Drug-Free Workplace Program, which, if followed by employers, can lead to discounts on workers' compensation insurance premiums.

Marijuana in Florida: Medical marijuana is legal and requires a recommendation from a licensed physician. Recreational marijuana remains illegal. It's essential to keep updated with the latest state laws or news sources.

You can review the specific Florida Statutes here.

It's essential to note: This overview is for informational purposes. For comprehensive and current details, always consult with a legal expert in Florida or review state-specific legal resources.

Georgia's provisions regarding workplace drug testing can be located in the Georgia Code, Title 34, Chapter 9, Article 11. The state provides guidelines to support businesses aiming to maintain drug-free workplaces, including aspects related to confidentiality, testing procedures, and penalties.

Marijuana in Georgia: Medical marijuana is legal in a limited form, primarily in the shape of low THC oil. A patient must have a specific medical condition and a recommendation from a licensed physician. As of my last update in January 2022, recreational marijuana remained illegal. Keeping abreast with current state laws or news sources is crucial.

You can review the specific Georgia Code on the official Georgia General Assembly website.

Remember, this summary is for general information. For an in-depth understanding and current specifics, always seek advice from a legal specialist in Georgia or look into state-designated legal resources.

Hawaii has specific guidelines in place regarding drug testing in the workplace, which can be found in the Hawaii Revised Statutes, Section 329B. These regulations touch upon the conditions under which testing can be done, the procedures to be followed, and the rights of employees.

Marijuana in Hawaii: Medical marijuana use is permitted with a physician's recommendation. As of my last training data in January 2022, recreational marijuana was also legalized in Hawaii. However, employers are allowed to maintain drug-free workplace policies. It's recommended to stay updated with the state's current laws or news sources.

Here's a link to the Hawaii Revised Statutes, Section 329B on the official Hawaii State Legislature website.

It's vital to remember that this summary is for general information. For thorough details and the most recent updates, consult a legal expert in Hawaii or refer to state-designated legal resources.

Idaho's stance on workplace drug testing can be referenced in Idaho Code Title 72, Chapter 17. The state offers certain protections for employers who abide by these guidelines, outlining specific criteria under which drug testing can be conducted, the methodologies to adopt, and the rights of both employers and employees.

Marijuana in Idaho: As of January 2022, both recreational and medical marijuana were illegal in Idaho. Employers in the state generally adopt a zero-tolerance approach to marijuana use due to its illegal status. It's advisable to stay in sync with the most recent legislative changes and updates in Idaho.

For the specific statute, visit the Idaho State Legislature website.

Please remember that the information provided is a general overview. For detailed insights or the most current information, it's recommended to seek advice from a legal expert in Idaho or review state-designated legal resources.

In Illinois, drug testing policies for employers are not explicitly outlined in a single comprehensive statute. However, employers should be aware of relevant legal precedents and the Illinois Right to Privacy in the Workplace Act. This act protects employees from discrimination based on the use of legal products during non-working hours.

Marijuana in Illinois: Illinois has legalized both medical and recreational marijuana use. The Illinois Cannabis Regulation and Tax Act emphasizes that employers can maintain drug-free workplaces and establish drug-testing policies. However, actions based solely on marijuana usage can be a grey area, so it's crucial for employers to remain updated on recent legal interpretations.

Reference the Illinois Right to Privacy in the Workplace Act and Illinois Cannabis Regulation and Tax Act on the official Illinois General Assembly website.

It's essential to remember that this summary provides a broad overview. For detailed insights or to get the latest information, consulting a legal expert in Illinois or accessing state-designated legal resources is recommended.

Indiana has not adopted a comprehensive statute for workplace drug testing, but it allows employers to conduct drug tests as long as they respect individual privacy rights. It's crucial to note the Voluntary Employer Program, which provides a discount on worker's compensation insurance premiums for employers who implement drug-free workplace programs. Employers must follow specific guidelines, which include drug testing, to qualify for this program.

Marijuana in Indiana: As of my last update in January 2022, medical marijuana remains illegal in Indiana. However, CBD products with less than 0.3% THC are legal for all residents. The usage of recreational marijuana is also illegal. Given this, employers typically have a more straightforward stance on marijuana usage in the workplace.

Reference the Voluntary Employer Program on the official Indiana Worker's Compensation Board website.

Always remember, the above is a general overview. For precise details or the most current data, consulting a legal specialist in Indiana or reviewing state-designated legal resources is advisable.

Iowa employers that wish to conduct workplace drug or alcohol testing must comply with the Iowa Drug-Free Workplace Act. The act sets specific requirements, like written notice and employee education, for employers to legally test for drugs or alcohol. It also offers guidelines on how tests should be conducted, who can be tested, and under which circumstances.

Marijuana in Iowa: As of my last update in January 2022, medical marijuana is legal in Iowa in a limited capacity, restricted to specific medical conditions and low THC content. Recreational marijuana remains illegal. Given the legal restrictions around marijuana use, employers have clear guidelines when crafting workplace drug policies.

Refer to the Iowa Drug-Free Workplace Act on the official Iowa Legislature website for detailed information.

As always, this summary provides an overview. For detailed insights or the latest developments, it's beneficial to consult a legal expert in Iowa or access state-specific legal resources.

In Kansas, there's no comprehensive state law that oversees workplace drug testing, allowing employers significant discretion in this area. However, Kansas employers that wish to benefit from Workers Compensation Premium Reduction Act need to implement a drug-free workplace program which includes guidelines for drug testing. This Act provides employers with workers' compensation insurance premium discounts if they maintain drug-free workplace programs.

Marijuana in Kansas: As of my last update in January 2022, Kansas has not legalized medical or recreational marijuana. However, CBD products with 0% THC are legal for purchase and use in the state. This means employers can maintain strict marijuana policies without exception for medical usage.

Reference the Workers Compensation Premium Reduction Act on the official Kansas Legislature website for detailed context.

This overview is meant to offer a general insight into Kansas' stance on drug testing in workplaces. For an in-depth analysis or the most current updates, consulting a legal professional in Kansas or referencing state-designated legal platforms is always best.

Kentucky does not have a comprehensive statute that regulates drug testing in private employment. However, employers who choose to implement drug-free workplace programs in line with Kentucky's Drug-Free Workplace Program could qualify for incentives, such as discounts on workers' compensation insurance premiums.

Marijuana in Kentucky: As of my last update in January 2022, Kentucky has not legalized recreational marijuana. While there have been discussions and efforts related to medical marijuana legalization, it remains illegal. This gives employers in Kentucky the right to enforce zero-tolerance policies regarding marijuana use.

You can refer to the official details of the Kentucky's Drug-Free Workplace Program on the official Kentucky Labor Cabinet site.

This summary is designed to provide a general snapshot of drug testing rules in Kentucky. It's always advisable to consult with a legal expert in Kentucky or reference state-specific resources for the most current and comprehensive insights.

Louisiana has established specific guidelines for drug testing in workplaces, mainly through the Louisiana Drug Testing Act. Employers that follow these guidelines can be shielded from litigation resulting from drug testing practices.

Marijuana in Louisiana: Louisiana has legalized medical marijuana. Physicians can recommend medical marijuana for a variety of medical conditions. Recreational marijuana, however, remains illegal. Employers should be aware of these distinctions when implementing and enforcing drug testing policies.

For further details, refer to the Louisiana Drug Testing Act on the official Louisiana Legislature website.

This summary aims to provide a concise overview of Louisiana's approach to drug testing in workplaces. It's prudent to consult with a legal expert in Louisiana or check state-specific legal resources for the latest and comprehensive details.

Maine enforces a strict set of guidelines for workplace drug testing. These regulations are anchored in the Maine Substance Abuse Testing Law. Employers looking to test must be certified by the Department of Labor and are required to have a written policy that follows state requirements.

Marijuana in Maine: Maine has legalized both medical and recreational marijuana. It's important to note that employers are prohibited from discriminating against employees based on marijuana consumption outside of the workplace.

For more in-depth information, refer to the Maine Substance Abuse Testing Law on the official Maine Legislature website.

This summary offers a snapshot of Maine's stance on workplace drug testing. Given the state's unique position on marijuana, it's essential for employers to stay updated and possibly seek legal counsel.

Maryland does not have a comprehensive state statute that addresses drug testing in private employment. However, it has some laws and guidelines that can impact the workplace drug testing process, and employers must be cautious to respect employee rights and avoid discriminatory practices. There is currently proposed legislation to include provisions of Medical Marijuana in the Workers Compensation Statute.

Marijuana in Maryland:  Maryland has legalized medical marijuana. Recreational marijuana remains illegal. Employers should be cognizant of medical marijuana users' rights in the workplace.

For specific regulations and guidelines, it's advised to refer to Maryland's official legal resources or the Maryland General Assembly website.

This summary highlights Maryland's drug testing landscape, emphasizing areas where the state might lack specific provisions. In such situations, consulting with legal experts in Maryland can be especially beneficial to ensure compliant practices.

Massachusetts has certain guidelines that protect the rights of employees and applicants concerning drug testing. The state prioritizes individual privacy, and therefore, any drug testing policy implemented by an employer must be careful not to infringe on these rights.

Marijuana in Massachusetts: As of January 2022, both medical and recreational marijuana are legal in Massachusetts. Employers are cautioned about discriminating against employees based on their off-duty, legal marijuana use, but they can enforce drug-free workplace policies.

For specific guidelines and regulations, it's advised to consult the Massachusetts General Laws on the official Massachusetts Legislature website.

This summary provides an overview of the drug testing landscape in Massachusetts. Given the state's pro-privacy stance and its legalization of both medical and recreational marijuana, employers should be particularly vigilant and perhaps seek legal advice to ensure compliant practices.