There are currently more questions than answers on the subject of the legalization of medical and recreational marijuana and how does medical marijuana affect the workplace.
The debate of the Federal illegality of medical and recreational marijuana versus marijuana use in states where marijuana has been legalized has raised questions on how this affects the workplace. The conflicting intersection between State and Federal law has made it challenging for employers to carry out their legal obligations.
As a result of the legal landscape surrounding marijuana being dynamic and changing quickly, employers must navigate a labyrinth of Federal and State statutes and court decisions when developing substance-abuse policies and drug-testing practices around marijuana use.
Now, more than ever, it is crucial for employers to be vigilant about this developing area of the law in order to navigate various employment issues carefully. Employers need to be aware of their rights and obligations with regard to marijuana and workplace safety.
Support for legalization of marijuana has grown exponentially in recent years. As a result, a majority of states have legalized medical and/or recreational use of marijuana. Yet, marijuana remains illegal under Federal law. As a result, employers need to be prepared to react when use of the drug intersects with their workplace policies.
Managing marijuana use by job applicants and employees, not to mention navigating the complex patchwork of Federal, State and local laws that often send confusing and conflicting messages, has left employers feeling a bit hazy.
Employers must understand these various laws while at the same time managing and maintaining a safe, efficient and productive workforce.
• Background information on the legalization of marijuana
• Controlled Substances Legislation
• Familiarity with the Federal Controlled Substances Act of 1970 and drug schedules
• Current state of legalized marijuana (Federal & State)
• How medical marijuana interacts with the ADA, FMLA, & Workers’ Compensation legislation
• What employers need to know to be compliant with Federal & State marijuana laws
• Challenges for multi-state employers
• Developing a drug free workplace policy
• Establishing zero-tolerance drug policies
• Department of Labor guidelines for drug testing
• Marijuana and workplace safety
Participation in this webinar will assist attendees in navigating Federal & State laws and will assist in evaluating their policies regarding the use of medical marijuana in the workplace.
• Senior Leadership
• HR Professionals
• Compliance Professionals
• Payroll Professionals
• Operations Managers
• Managers and Supervisors
Years of Experience: 25+ years
Areas of Expertise: Human Resources
Diane L. Dee, President of Advantage HR Consulting, LLC has over 25 years of experience in the Human Resources arena. Diane’s background includes experience in Human Resources consulting and administration in corporate, government, consulting and pro bono environments. Diane founded Advantage HR Consulting, LLC in early 2016. Under Diane’s leadership, Advantage HR provides comprehensive, cost-effective Human Resources solutions for small to mid-sized firms in the greater Chicagoland area. Additionally, Diane conducts webinars on a wide-variety of HR topics for various compliance training firms across the country.
Diane holds a Master Certificate in Human Resources from Cornell University’s School of Industrial and Labor Relations and has attained SPHR, SHRM-SCP, sHRBP and HRPM® certification.
Diane is a member of the National Association of Women Business Owners and the Society for Human Resource Management. Additionally, Diane performs pro bono work through the Taproot Foundation assisting non-profit clients by integrating their Human Resources goals with their corporate strategies.View all trainings by this speaker