|With new state laws having legalized medicinal and recreational marijuana, many HR Professionals are confused on how to apply their organization's drug-free workplace policies and/or handle issues with applicants or employees who may fail a drug screen due to medical marijuana.
For instance, do you have to hire an applicant if you are in a state in which medical marijuana is lawful, or are you allowed to refuse to hire anyone who tests positive for marijuana?
What if an applicant for employment with your company fails your drug screen. What are your obligations?
What if an employee comes to you after testing positive and claims that they have a medical marijuana card and are allowed to use medical marijuana out of the workplace, which is why they tested positive?
Additionally, must you provide individuals with a "reasonable accommodation" under ADA law that allows them to use medical marijuana in your workplace if they use it for medicinal purposes in a state that has legalized marijuana?
Issues such as these highlight just some of the many questions for HR, and the answers may surprise you!
This audio conference covers what the laws legalizing medical marijuana actually mean for you and your organization.
By attending this training session, you will learn about the current state laws relating to medical and recreational marijuana, as well as:
About Your Speaker:
- What you should do if an employee who uses medical marijuana lawfully in your state tests positive for marijuana on a drug screen
- Must you allow an employee who may lawfully use marijuana for medicinal purposes in your state to use it or be under the influence in your workplace?
- Whether it would be a reasonable accommodation under the ADA to allow an employee to use marijuana or be under the influence at work
- Understand what it means to need marijuana for medical usage
- Review an employer's obligations regarding allowing medical marijuana usage in the workplace
- What are an employer's obligation vis-à-vis the employment laws and their interaction with these new state medical marijuana laws
- Methods for handling an employee's use of medical marijuana with regard to drug screens
Melissa Fleischer is a management-side employment attorney with over twenty years experience. She is nationally recognized as an expert in her field, and has successfully represented numerous clients in employment discrimination litigation, as well as providing preventive counseling and training on workplace issues.
Ms. Fleischer is a frequent lecturer on a wide range of employment law topics including seminars and workshops on Anti-Harassment Training, FMLA/ADA, and Workplace Violence Prevention.
This program has been approved for 1.5 re-certification credit hours for HRCI's PHR and SPHR designations through the HR Certification Institute. For more information about certification or re-certification, please visit the HR Certification Institute website at www.hrci.org. The use of this seal is not an endorsement by HRCI of the quality of the program. It means that this program has met HRCIs criteria to be pre-approved for re-certification credit.
SHRM Professional Development Credits
This program is valid for 1.5 Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP designations. For more information about certification or re-certification, please visit www.shrmcertification.org.