Medical marijuana legalization is impacting employers. Make sure you're prepared to handle the impacts on the workplace.
Many employers that use drug and alcohol testing as part of the hiring process and during employment as a means to promote worker safety are facing increasing challenges as a result of the proliferation of state medical marijuana laws. Adding to the confusion for many employers is the fact that all state laws differ and often conflict with existing federal laws and regulations.
This material will help human resources professionals and their in-house legal partners develop strategies for balancing the need for safety and compliance with the needs of employees with chronic medical conditions. The content will explain where such laws exist, what they require, and the extent to which they insulate employees from employer action as a result of marijuana use.
With medical marijuana legislation on the books in 29 states and the District of Columbia and pending legislation in another 12, this is a quickly evolving area of the law that can lead the unwary into various legal pitfalls. This information is critical to help employers navigate around these pitfalls and develop practical workplace solutions to manage new risks.
Learning Objectives
- You will be able to describe the difference between recreational use and medical marijuana use laws.
- You will be able to identify how and when to engage in the interactive process around medical marijuana use.
- You will be able to recognize circumstances requiring exceptions be made to workplace drug and alcohol policies.
- You will be able to review your policies and practices to ensure your organization is ready to implement best practices for dealing with new and evolving legal requirements.
This live webinar covers these hot issues
Overview of the Shifting Legal Landscape
- State Laws Legalizing Medical Marijuana
- Employment Protections for Medical Marijuana Users
- What Medical Marijuana Laws Mean for Your Company
Navigating Overlapping and Conflicting Obligations
- Medical Marijuana and Accommodations Issues
- Workplace Safety Issues
Best Practices
- Developing a Defensible Policy
- Establishing Processes to Review and Address Issues
- Safety First
Credit Information (Sponsored by Lorman Education Services)
- CLE
- CPE
- SHRM
- NASBA
-
HR Certification
For Detailed Credit Information page
click
here
Only registered attendee will receive continuing education credit.
Faculty
Karen Vossler, Nestlé USA
- Managing Counsel - Employment Law with Nestlé USA
- 20 years of experience in a mixture of in-house and private practice settings
- Practice emphasizes all aspects of employment law, from recruitment and hiring through termination and retirement
- Conducts regular seminars and workshops on numerous employment law topics, including workplace violence, the Americans with Disability Act, complex leave issues, and others
- Written several publications related to the areas of drug and alcohol testing
- J.D. degree with Honors, University of North Carolina at Chapel Hill