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In Arizona, within the terms of a written policy, an employer may require the collection and testing of samples for any job-related purposes consistent with business necessity including:
i. Investigation of possible individual employee impairment.
ii. Investigation of accidents in the workplace.

Employees may be required to undergo drug testing or alcohol impairment testing for accidents if the test is taken as soon as practical after an accident and the test is administered to employees whom the employer reasonably believes may have contributed to the accident.

Maintenance of safety for employees, customers, clients or the public at large.

Maintenance of productivity, quality of products or services or security of property or information.

Reasonable suspicion that an employee may be affected by the use of drugs or alcohol and that the use may adversely affect the job performance or work environment.

Employees or groups of employees may be required to undergo drug testing on a random or chance basis.

Testing or retesting for the presence of drugs or alcohol by employers must be carried out within the terms of the employer's written drug and alcohol testing policy that has been distributed to every employee subject to testing or that has been made available to employee in the same manner as the employer informs employees of other personnel practices, including inclusion in a personnel handbook or manual or posting in a place accessible to employees. Prospective employees must be informed that as employees they must undergo drug testing. An employer may take adverse employment action based on a positive drug or alcohol impairment test, or on the refusal of an employee or prospective employee to provide a sample.

§23-493 (1999)
Department of Corrections employees and job applicants subject to testing.

§23-493 (1994)
Private-Sector Drug Testing and Alcohol Impairment Act.
A voluntary law that provides legal protection to employers for acting in good faith based on the results of a positive drug or alcohol test, provided the program meets the requirements of the act.

HB 2306 (2003)
Removes restrictions on employer's ability to discipline or discharge an employee involved in a work-related injury who tested positive for drugs or alcohol during the time the injury occurred.

§23-619.01 (1993)
An individual may be disqualified from receiving benefits in the employee is discharged for willful or negligent misconduct associated with employment. Misconduct includes, repeated intoxication (alcohol or use of illegal drugs) on the employer's premises or when reporting to work.