An increasing number of states have started to permit some forms of legalized marijuana. Moreover, some states have gone so far as to require accommodation of medical marijuana and give marijuana users some protections under state discrimination laws. In line with this trend, American society continues to relax its attitude toward the drug while our neighbor to the north, Canada, has recently outright legalized the drug across the country. As a result, employers are faced with a conundrum: do you continue to maintain and enforce a zero-tolerance drug policy, especially since marijuana is still illegal under federal law, and at the same time potentially subject your company to lawsuits from applicants and employees who use the drug? Or do you adapt to these changes (given how hard it is to hire qualified workers) and view drug use in a new light?
In this practical webinar, you will learn about:
- Recent court decisions that have provided workers with more protections with greater rights and shouldering
- The additional obligations placed on employers as a result of these court decisions
- How to handle pre and post-employment drug screening
- How to handle reasonable accommodation requests with respect to medical marijuana use
- Practical suggestions for balancing competing business interests and employee’s rights to use the drug
Upon course completion, you will be able to:
- Evaluate the pros and cons of different approaches to handling this gray area in the law
- Implement best practices for properly handling marijuana in your workplace
Kevonna Ahmad
Fisher & Phillips LLP
Kevonna Ahmad is an associate in the San Diego office of Fisher & Phillips LLP. She counsels employers in all aspects of labor and employment law, including employment discrimination, wrongful termination, harassment, retaliation, and wage-hour class action lawsuits. Ms. Ahmad also advises clients on a variety of workplace issues, such as employment handbooks, personnel policies, and best practices. She previously served as a member of the Mediation Clinic, where she mediated over 50 small claims and civil harassment cases in the Los Angeles County Superior Courts. She has also successfully mediated grievances between the EEOC and employees of the United States Postal Service. Prior to joining Fisher Phillips, Kevonna clerked for a boutique employment defense firm in San Diego, where she created management trainings and lectures on various workplace issues.
CLE Credits (Law)
| Credit | Value | Type | Format |
|---|---|---|---|
In some CLE states, the course will be submitted to the bar after you register. If for any reason the course is not approved, we will fully refund your registration fee. If a state is listed on this course, then we are confident the course fits that state's standards and already is or will be approved for credit.
HR Credits
| Credit | Value | Type | Format |
|---|---|---|---|
| HRCI | 1.25 |
General |
On-Demand/Recording |
| SHRM | 1.25 | On-Demand/Recording |
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Can I still receive Continuing Education Credits if I view the webinar recording instead of the live presentation?
In most cases, the answer is yes. Recorded webinars are not eligible for CLE credit in the following states: AR, KS, MS, NE, and RI. In all other jurisdictions, recorded programs are eligible for credit. In addition, CPE credit is not available for recorded webinars. Please note that recorded webinars are only eligible for a certain period of time based on the jurisdiction. To ask about your specific type of Continuing Education Credit or the requirements in your jurisdiction, please call us at 703-372-0550 or contact us.
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Janet K.