IA SSB1014

Allows employers to designate which job positions qualify as "safety-sensitive" for purposes of drug testing, rather than relying solely on statutory criteria

Permits employers to notify employees of drug test results and related communications via in-person exchange or electronic notification as alternatives to certified mail, if the employee chooses

Changes civil liability provisions so that only employers (not any "person") can be held liable for violations of the drug testing law

Requires aggrieved employees seeking affirmative relief to prove by a preponderance of evidence that a violation directly caused their damages

Removes the requirement that employers bear the burden of proving compliance with testing requirements when facing legal action; adds requirement that attorney fees awarded be "reasonable"