Overview:
A bipartisan bill introduced in the U.S. House of Representatives would allow people who are previous or current marijuana users to receive federal security clearances and access to federal employment.
Titled the Cannabis Users Restoration of Eligibility Act, or CURE Act, the bill would allow people who have been previously denied security clearances or federal job opportunities based on marijuana use to appeal rejections of employment. The bill would eliminate the draconian, failed and obsolete marijuana policies that prevent talented individuals from becoming honorable public servants in their own government.
The Marijuana legalization regulations have impacted Employers whether they are in a state where Marijuana has legalized medicinal and recreational usage. In addition to federal restrictions and state restrictions, many Employers do not know what leverage or power they have to manage the balance between legal Marijuana usage and managing a true drug-free workplace program, consider reasonable accommodations, and mitigate other federal regulations. This challenge impacts not only OSHA guidelines but it also impacts the American with Disabilities Act (ADA), Family Medical Leave Act (FMLA), and HIPPA Guidelines. Employers need guidance they can follow. This training provides that guidance and will help Employers reduce their risk!
States have continued to join the Legalized Marijuana bandwagon but there are still different state regulations that are different from each other.
Why you should Attend:
Now more than ever, employers in all jurisdictions should consider reviewing their existing drug testing or substance abuse policies and determine how best to address any employee positive test result for marijuana, especially in states with medical marijuana laws. Setting aside marijuana laws, employers also must be mindful of state and local drug testing statutes, some of which have specific policy requirements and requiring state approval of the employer’s drug testing policy before conducting any tests.
Employers and Leadership must ensure they are following all the federal, state, and local Marijuana regulations that impact their state. There is so much conflicting information that we should ensure what is accurate to be able to avoid risk for fines, penalties, and even criminal sanctions.
Areas Covered in the Session:
- How Can Employers mitigate Legalized Marijuana with their Drug-Free Workplace Program?
- How do the ADA, FMLA, and Legalized Marijuana overlap?
- What States and Local jurisdictions have Legalized Marijuana?
- What about the use of Medicinal Marijuana for chronic illnesses?
- What Reasonable Accommodations can be made by Employers when it comes to Marijuana in the workplace?
- What resources can Employers access to mitigate all the changes with Legalized Marijuana?
- What are the Federal regulations on the use of Marijuana in the workplace
- What states are restricting pre-employment drug testing for Marijuana?
- What are the types of Marijuana and how they are ingested?
- Does your Company have a true Drug Free Workplace Program?
- Learn if you are compliant with the Workers Comp requirements of a Drug-Free Program or lose the 4-5% discount;
- How will Employers mitigate drug-free workplaces with the new regulations?
- What will Employers need to do immediately?
- What about current drug testing screening policies?
- What other background screenings are impacted by the Marijuana regulations?
- What policies should be in place to comply with the new regulation?
- What issues will HR professionals have to manage with the new regulations?
- Is Marijuana a reasonable accommodation?
Who Will Benefit:
- Human Resources Professionals
- Employers
- Managers/Supervisors
- Executives
- Compliance Professionals
- Any Employer Representative Handling drug testing and on-boarding of new hires
- Business Owners
- Professionals who handle Employee Relations Issues