Insurance Call Centers (specifically USAA) + random drug testing (Phoenix, Tucson: 2015, employment)

[TucsonGirl010101]

Currently I live in Tucson and work for a major insurance company. I'm looking to move north to Phoenix in the coming months and work in a call center.

After researching, the highest paying seems to be USAA. I've heard some AMAZING things and some BAD things about working for USAA. What is the culture like? (of course I'm expecting lots of military presence and culture). Anyone have any experiences working here?

I've also heard that they do RANDOM drug testing while employed there. Can anyone confirm this?? Also on occasion have drug sniffing dogs in the parking garage?? This seems a bit excessive for a CALL CENTER position.

Living in a state that has legal medical marijuana, I'm a bit surprised by this. Then again in this day and age, nothing should really surprise me.


Anyone ever work for any of the other big companies? State Farm? Progressive? Liberty Mutual? Etc etc.

[adriver]

Considering how easy it is to get a recommendation for medical marijuana and there is no negative action that can be taken on you by an employer if you have a recommendation; I'm gonna guess your drug is meth.

[TucsonGirl010101]

Originally Posted by adriver

Considering how easy it is to get a recommendation for medical marijuana and there is no negative action that can be taken on you by an employer if you have a recommendation; I'm gonna guess your drug is meth.

You've been misinformed buddy.


Employers can fire an employee for failing a pre-employment OR random drug test for marijuana EVEN in completely legal states like Colorado/Washington. (Which is completely absurd by the way)


Please know what you're talking about before posting again, thanks.


http://www.latimes.com/nation/la-na-...615-story.html


(Anyone know why that link is not clickable?)

[observer53]

Originally Posted by TucsonGirl010101

You've been misinformed buddy.


Employers can fire an employee for failing a pre-employment OR random drug test for marijuana EVEN in completely legal states like Colorado/Washington. (Which is completely absurd by the way)


Please know what you're talking about before posting again, thanks.


It's legal to smoke pot in Colorado, but you can still get fired for it - LA Times


(Anyone know why that link is not clickable?)

It's not an active link because you don't have enough posts yet.

[TucsonGirl010101]

Originally Posted by observer53

It's not an active link because you don't have enough posts yet.

Oh, I see. Thank you!


Any input on the subject or just observing??

[asufan]

I would switch to pills.

[MrsMac]

Sent you a message with contact info for someone who can answer all your questions!

[adriver]

Originally Posted by TucsonGirl010101

You've been misinformed buddy.


Employers can fire an employee for failing a pre-employment OR random drug test for marijuana EVEN in completely legal states like Colorado/Washington. (Which is completely absurd by the way)


Please know what you're talking about before posting again, thanks.


It's legal to smoke pot in Colorado, but you can still get fired for it - LA Times


(Anyone know why that link is not clickable?)

First, You can't be fired if its a PRE-EMPLOYMENT drug test, (because you have not been hired).

Second, No, (and its the first one that came up)
Medical Marijuana in Arizona: Drug Testing and Employer Obligations
DRUG TESTING

Because qualifying persons are now permitted to use marijuana, employers may no longer use a drug test that is positive for marijuana as the basis for termination, disciplinary action, hiring or any decisions impacting a term or condition of employment.

There are two major exceptions to this general rule. An employer may take an employment action against an employee who tests positive for marijuana use if (a) the employee is impaired or (b) the employer would lose a monetary or licensing benefit if the employee was not terminated or disciplined.

Impairment vs. Use. One of the major difficulties that will arise for employers is that, while they may take employment action against an employee for being impaired as a result of marijuana use while at work, employers may not take employment action against an employee simply because the employee has marijuana in his or her system. In other words, in order to terminate an employee who tests positive for marijuana, the employer must subject the employee to a much more expensive drug test that actually tests the level of marijuana in one’s system, rather than a test that merely confirms the existence of the drug in one’s system.

Drug Testing Policies. Employers must immediately implement a drug testing policy that specifically addresses medical marijuana. The new policy should (a) comply with Arizona’s drug testing policy, (b) prohibit use and possession of marijuana at the workplace and (c) prohibit impairment at work.

Sacks Tierney can assist in drafting the policy that will best protect your company from liability for improper drug testing and for other actions that could violate the Arizona Medical Marijuana Act or the DHS Medical Marijuana Program. ■

[tripper76]

I used to work there but not since 2010 so things may have changed. But the only drug test I got was pre-employment. I also never heard of drug dogs or anything like that.

The culture is standard big corporate stuff. Lots of people you will never know and your handful of friends you hang out with for lunch maybe. Rest of your time is at your cubicle. Your team lives or dies by how everyone gets along with the manager. Time is very strict. Your entire day is set down to the minute. Meetings and more meetings. You will likely have to upsell on most calls. The campus is nice. Lots of tvs, food options, ping pong tables.

[TucsonGirl010101]

Originally Posted by adriver

First, You can't be fired if its a PRE-EMPLOYMENT drug test, (because you have not been hired).

Touche.

Second, No, (and its the first one that came up)
Medical Marijuana in Arizona: Drug Testing and Employer Obligations
DRUG TESTING

Because qualifying persons are now permitted to use marijuana, employers may no longer use a drug test that is positive for marijuana as the basis for termination, disciplinary action, hiring or any decisions impacting a term or condition of employment.

There are two major exceptions to this general rule. An employer may take an employment action against an employee who tests positive for marijuana use if (a) the employee is impaired or (b) the employer would lose a monetary or licensing benefit if the employee was not terminated or disciplined.

Impairment vs. Use. One of the major difficulties that will arise for employers is that, while they may take employment action against an employee for being impaired as a result of marijuana use while at work, employers may not take employment action against an employee simply because the employee has marijuana in his or her system. In other words, in order to terminate an employee who tests positive for marijuana, the employer must subject the employee to a much more expensive drug test that actually tests the level of marijuana in one’s system, rather than a test that merely confirms the existence of the drug in one’s system.

Drug Testing Policies. Employers must immediately implement a drug testing policy that specifically addresses medical marijuana. The new policy should (a) comply with Arizona’s drug testing policy, (b) prohibit use and possession of marijuana at the workplace and (c) prohibit impairment at work.

Sacks Tierney can assist in drafting the policy that will best protect your company from liability for improper drug testing and for other actions that could violate the Arizona Medical Marijuana Act or the DHS Medical Marijuana Program. ■

Excellent info, I did not know. Not all states are like this, good to see Arizona took this stance, IMO...