With more and more states legalizing the use of marijuana for medicinal or recreational purposes (oftentimes both), you’re likely to encounter more workplace issues as a result. And the law is far from settled, particularly given the Trump administration’s stated intention to tighten enforcement at the federal level, where the drug remains illegal.
Do you know if you are able to monitor and restrict cannabis usage or possession among employees? What about workplace safety issues? Can you legally limit the use of marijuana, as with alcohol, during or prior to work time? What kinds of tests can you administer? If an employee has a prescription for medical marijuana, does the ADA bar you from restricting usage or disciplining the employee for use?
Join us for an all-new webinar that will breakdown the latest compliance rules and learn what you can and cannot do legally to monitor the use of marijuana at work, featuring live Q&A.
- Which states have legalized marijuana for medicinal and/or recreational use
- The practical implications of marijuana still being considered illegal—and a Schedule I drug—under federal law
- How to address off-duty usage of marijuana
- The latest move by the Trump Administration to tighten enforcement around marijuana use and distribution, and how that affects states and their laws
- Best practices for federal contractors to follow with respect to drug testing and usage to ensure they don’t lose federal funding
- Which state laws explicitly include employee non-discrimination protections, and which don’t
- How medical marijuana laws interact with unemployment and workers’ comp
- Whether medical marijuana usage may qualify as a reasonable ADA accommodation
- How to develop and manage drug-testing policies and practices in light of the current legal landscape
- What to do if an employee tests positive for marijuana usage
- The role of fitness-for-duty evaluations, and best practices for workplace safety
- And much more!
YOUR EXPERT INSTRUCTORS
Miranda Watkins, Esq.
Miranda Watkins is an associate in the Fisher Phillips San Diego office. Her practice includes counseling and defending employers in all areas of labor and employment law. Before joining Fisher Phillips, Ms. Watkins worked as an associate attorney for a national law firm, focusing on employment and general civil litigation matters. During law school, she served as a law clerk for an administrative law judge at the U.S. Equal Employment Opportunity Commission (EEOC). There, her work focused solely on federal employment discrimination matters.
Christopher Conti. Esq.
Chris Conti, an associate in Fisher Phillips’ San Diego office, dedicates his practice to providing clients with sophisticated legal solutions in the ever-changing field of labor and employment law. Throughout his career he has vigorously defended unionized and non-unionized employers in a variety of matters, including single-plaintiff wrongful termination, harassment, discrimination and retaliation lawsuits, complex wage and hour class actions and traditional labor disputes. In addition to his litigation practice, he is well-versed in handling labor arbitrations, union organizing drives and unfair labor practice charges before the National Labor Relations Board (NLRB).
This program has been pre-approved for 1.5 hours of general recertification credit toward PHR and SPHR recertification.
Business & Legal Resources (BLR) is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP. This program is valid for 1.5 PDCs for the SHRM-CP or SHRM-SCP.