Marijuana has been legalized in at least 28 states and the District of Columbia either for medicinal purposes or recreational use. What does this mean for employers? Employers should be aware that marijuana has a variety of impairment effects, including reduced reaction times, irritability, loss of focus, lethargy, disengagement with reality and poor decision making. Through this webinar, the challenges of cannabis in the workplace and the potential impact it will have on employers and employees will be discussed. Employers will be educated on the effects of marijuana on one’s duty to perform safety sensitive roles and the legal do’s and don’ts of marijuana in the workplace, including the implementation of testing programs; the legal accommodation of medical marijuana in the workplace and best practices for the implementation of workplace drug policies and programs.
WHY SHOULD YOU ATTEND?
Sixty-eight percent of Americans live in states that have reformed their marijuana laws by allowing medical marijuana, imposing a fine — not possible jail time — on marijuana possession, or making marijuana legally available and regulated for adults’ use.
With polls showing that a majority of Americans support making marijuana use legal, and with 86% support for allowing medical marijuana, lawmakers are increasingly realizing the public supports marijuana policy reforms. Bills have been filed in 33 states to rethink failed marijuana policies.
Attend the session to know :
- Can employers prohibit marijuana use during work hours?
- Can employers prohibit marijuana use even with a medical prescription?
- Can employers continue to test for marijuana?
- How does the law affect CDL holders?
- Can employers continue to test for marijuana?
- What about off-duty marijuana consumption?
- Can I still be drug tested now that marijuana is legal?
AREA COVERED
- The impact of marijuana on workplace safety
- What is CANNABIS?
- Medical ‘Indications’ for marijuana
- What are safety sensitive jobs?
- Best practices for alcohol and drug testing in the workplace
- Balancing legalities of workplace safety versus medical needs
- Legal considerations for alcohol and drug policies/programs
LEARNING OBJECTIVES
The key learning objective is to clarify the difference between federal and state laws related to marijuana and cannabis use in the workplace.
- Understanding Current Laws
- Knowing how Cannabis Affects Employees
- Understanding How Cannabis Use Affects Employers In Terms of Costs, Productivity and Safety
- Knowing and Understanding an Employer’s Duties and Responsibilities Regarding Marijuana Use
- Crafting Balanced and Effective Policies
- Issues Related To Drug Testing
WHO WILL BENEFIT?
- Business Owners
- Department Supervisors & Managers
- Human Resource Personnel
- Health & Safety Personnel
Sixty-eight percent of Americans live in states that have reformed their marijuana laws by allowing medical marijuana, imposing a fine — not possible jail time — on marijuana possession, or making marijuana legally available and regulated for adults’ use.
With polls showing that a majority of Americans support making marijuana use legal, and with 86% support for allowing medical marijuana, lawmakers are increasingly realizing the public supports marijuana policy reforms. Bills have been filed in 33 states to rethink failed marijuana policies.
Attend the session to know :
- Can employers prohibit marijuana use during work hours?
- Can employers prohibit marijuana use even with a medical prescription?
- Can employers continue to test for marijuana?
- How does the law affect CDL holders?
- Can employers continue to test for marijuana?
- What about off-duty marijuana consumption?
- Can I still be drug tested now that marijuana is legal?
- The impact of marijuana on workplace safety
- What is CANNABIS?
- Medical ‘Indications’ for marijuana
- What are safety sensitive jobs?
- Best practices for alcohol and drug testing in the workplace
- Balancing legalities of workplace safety versus medical needs
- Legal considerations for alcohol and drug policies/programs
The key learning objective is to clarify the difference between federal and state laws related to marijuana and cannabis use in the workplace.
- Understanding Current Laws
- Knowing how Cannabis Affects Employees
- Understanding How Cannabis Use Affects Employers In Terms of Costs, Productivity and Safety
- Knowing and Understanding an Employer’s Duties and Responsibilities Regarding Marijuana Use
- Crafting Balanced and Effective Policies
- Issues Related To Drug Testing
- Business Owners
- Department Supervisors & Managers
- Human Resource Personnel
- Health & Safety Personnel
Speaker Profile
Melvin K. Patterson, an attorney licensed to practice before all state and federal courts in California, is General Counsel to the Cedrus Group, a family of international financial services firms with offices around the globe. He is a member of the Labor & Employment Section of the California State Bar and has been admitted to the United States District Court for the Northern District of California as well as the United States Ninth Circuit Court of Appeal. Mr. Patterson is experienced in Labor and Employment litigation and transactional matters in the U.S., Asia and the U.K. He has designed internal …
Upcoming Webinars
California Meal and Rest Breaks: What You Dont Know Can Cos…
Responding to EEOC Discrimination Charges-What's Your Busin…
Implementing an Effective Human Error Reduction Program
Conflict Resolution - Prevent, De-escalate, Resolve
When Employees Travel: Wage and Expense Rules Employers Mus…
With Mandatory Paid Leave Gaining Ground Is It Time To Do A…
Female to Female Hostility @Workplace: All you Need to Know
Form 1099-MISC and 1099-NEC Compliance Update 2024
Validation Statistics for Non-Statisticians
The Totally Organized Professional Is All About Outcomes
Why EBITDA Doesn't Spell Cash Flow and What Does
GAMP5, Second Edition and Alignment with Computer Software …
Project Management for Non-Project Managers - Scheduling yo…
Sunshine Act Reporting - Clarification for Clinical Research
Understanding the Math of HR… So You Can Show How HR Impact…
FFIEC BSA/AML Examination Manual: What Compliance Officers …
How to Address ISO's New Climate Change Requirements
I-9 Audits: Strengthening Your Immigration Compliance Strat…
Re-imagine Finance & Accounting Made Simple. Three Webinars…
Stay Interviews: A Powerful and Low-Cost Employee Engagemen…
How To Conduct An Internal Harassment And Bullying Investig…
Effective Onboarding: How to Welcome, Engage, and Retain Ne…
Managing Toxic & Other Employees Who Have Attitude Issues
Analytical Method Validation Under Good Laboratory Practic…
Do's and Don'ts of Documenting Employee Behaviour, Performa…
Do's and Don'ts of Giving Effective Feedback for Performanc…
Onboarding New Hires: Leverage the Potential of Artificial …
Project Management for HR, Administrative Professionals, an…
Tattoos, hijabs, piercings, and pink hair: The challenges …
Using Behavior Based Interviewing for Finding the Best Matc…
How to Document Employee Discussions and Why it is Important
Stressed Out: How to Handle Conflict, Difficult People and …
Harassment, Bullying, Gossip, Confrontational and Disruptiv…
Best Practices for Working With Vendors and Suppliers
Understanding the Artificial Intelligence Landscape
Marketing to Medicare or Medicaid Beneficiaries - What You …
Accounting For Non Accountants : Debit, Credits And Financi…
Principles & Practices for the Cybersecurity of Legacy Medi…
Independent Contractor vs. Employee New Rule Issued by The …
Ultimate Persuasion Strategies! - Secret Influence Tools & …
Kicking your Employee Retention Efforts into Overdrive: Sta…