Marijuana Policy & Best Practices:
Handling Employee Medical & Recreational Use
As the march toward nationwide legalization and federal rescheduling continues, the enforcement of marijuana laws and which laws to apply remain increasingly confusing. Your organization can’t afford to leave cannabis compliance to chance.
Can you fire employees for off-duty marijuana use? Does the law allow you to test employees for marijuana? Are you obligated to accommodate medical use? How do state laws and federal legislation and regulations, including the ADA, affect what you can and cannot prohibit?
While marijuana remains illegal at the federal level, states are legalizing medical and recreational use at a rapid clip. This patchwork of state laws leads to misunderstandings and questions about policies, testing, terminations, accommodations and more.
Regardless of where your state stands, now is the time for employers to address the risks and challenges posed by after-hours (and on-the-job) marijuana use. With the law rapidly changing, you don’t want to find yourself caught off-guard and scrambling to catch up, as what goes today could easily change tomorrow.
This training will help organizations understand, prepare for and manage marijuana use in compliance with the law. Learn how to implement a best practices-based marijuana policy to communicate rules, manage expectations, support productivity, ensure safety and comply with federal and state laws.
Webinar Agenda
- Manage marijuana use. Effectively handle employee use at home, on the job and off-duty.
- Develop compliant policies. Create and enforce clear, legally sound marijuana policies.
- Navigate federal and state laws. Address conflicts between medical and recreational-use regulations.
- Accommodate medical marijuana. Consider accommodating medical use to prevent legal risks.
- Rethink drug testing. Evaluate testing practices to balance safety with retention and hiring needs.
- Address zero-tolerance policies. Weigh strict policies against evolving legal and workplace norms.
- Ensure compliance. Tackle challenges related to ADA, FMLA, OSHA, DOT and workers’ comp.
- Respond to impairment. Identify and manage suspected on-the-job impairment effectively.
In this 75-minute online training, you will learn how to:
- Minimize marijuana risks. Keep pace with evolving marijuana legislation and regulations—and how they affect your organization.
- Manage employee use. Create a legal, best practices-based policy to manage employees’ marijuana usage, productivity and safety.
- Maximize legal and regulatory compliance. Understand and comply with federal, state and city marijuana laws, as well as industry and government regulations.
Get answers to YOUR questions from presenter…
Nancy Flynn is the founder of the Marijuana Policy Institute and an internationally recognized authority on workplace policies. She is an in-demand trainer and the author of 13 books published in six languages, including The e-Policy Handbook, of which Training Magazine said, “You might not find a more useful business book this year.” Recognized for her policy know-how, Nancy serves as an expert witness in policy-related litigation. She has also been a columnist for the Wall Street Journal and served as a media source on policy issues for Fortune, Time, The New York Times, Washington Post, Forbes, USA Today, NPR, ABC and CBS.
Registration bonuses included:
Everyone who signs up will receive a free copy of our special report Drugs at Work: What Employers Need to Know About Testing, Policies and Legal Issues, which includes a sample policy on employee drug use and testing that you can adapt for your workplace.
You'll also receive one month of exclusive access to The HR Weekly, our comprehensive service with all the HR advice and compliance tools to simplify your job … and to keep your organization out of court. So that you continue to benefit from The HR Weekly, we will continue your subscription after that for the then-current rate, unless you tell us "no, thanks" — your choice.
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If Marijuana Policy & Best Practices: Handling Employee Medical & Recreational Use fails to meet your needs in any way, we will refund 100% of your tuition – every penny you paid – but your course materials and registration bonuses will be yours to keep. No hassles, no questions asked.
Professional Recertification Credit Hours Included
Business Management Daily is recognized by SHRM to offer Professional Development Credits (PDC) for SHRM-CP® or SHRM-SCP® recertification activities.
This Program has been pre-approved for 1.25 HR (General) credit hours toward aPHR®, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®).