Election Day 2014 saw Oregon, Alaska and the District of Columbia pass laws legalizing recreational marijuana.  Almost half the states in this country have laws permitting medical marijuana.  As state and local marijuana laws continue to proliferate, join us for an informative and timely 60-minute webinar addressing critical questions for employers, including:

  • How do these laws impact employers’ policies prohibiting the use of drugs and alcohol in the workplace?
  • Isn’t marijuana still illegal under federal law?
  • Must employers comply with state and local laws allowing the use of marijuana under certain circumstances?
  • Are employers required to accommodate disabled employees who state that they need to use marijuana for medical purposes?
  • Are employers required to tolerate recreational use of marijuana in states that permit it, if the employer has a zero-tolerance policy?
  • How do these marijuana laws affect employers’ drug testing policies, given that drug tests cannot detect whether drug use was on-duty or off-duty?
  • What are the risks for employers who follow federal law?  What are the risks for employers who follow state and local laws? Is there any way to comply with all applicable laws?

 

Wednesday, December 10, 2014

Date/Time: 2:00 – 3:00 p.m. EST

Location: Webinar

Fee: Complimentary

Credit: 1 HRCI Credit (Pending)

 

CLICK HERE TO REGISTER

 

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Photo of Kathryn J. Russo Kathryn J. Russo

Kathryn J. Russo is a principal in the Long Island, New York, office of Jackson Lewis P.C. She is a firm resource on the legal issues implicated in workplace drug and alcohol testing arising under federal, state and local laws, as well as…

Kathryn J. Russo is a principal in the Long Island, New York, office of Jackson Lewis P.C. She is a firm resource on the legal issues implicated in workplace drug and alcohol testing arising under federal, state and local laws, as well as substance abuse management and marijuana laws’ impact on employers.

Kathryn helps clients navigate workplace problems involving drugs and alcohol. She regularly works with corporate counsel and human resources executives to develop substance abuse policies to comply with federal drug and alcohol testing regulations (including all agencies of the U.S. Department of Transportation), as well as state and local drug and alcohol testing laws and marijuana laws in all 50 states. In addition, she defends employers in litigation where drug and alcohol test results are at issue, and frequently conducts “reasonable suspicion” training for employers in connection with their substance abuse policies. Kathryn also advises employers on leave and disability management issues arising when employees seek leave or other accommodations related to substance abuse rehabilitation.

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