Description
Are you testing for drugs and alcohol in the workplace? Make sure you know the right way to do so and have the proper policies in place.Employers committed to maintaining a drug and alcoholfree workplace are increasingly faced with a myriad of state and federal laws on this topic, many of which are in conflict. Compliance has become more complicated by the growing trend of legalizing marijuana and cannabidiol (CBD) products. How can an employer comply with those laws, without their policies going up in smoke? This topic will discuss that issue and others, including how to handle requests to accommodate marijuana (and other drugs) used for medical reasons, what to do when a job candidate or employee tests positive for marijuana in a state where recreational or medical use is lawful, and a variety of other scenarios that arise from positive tests. Understand the how, what, and when of legally compliant and defensible drug and alcohol testing policies and procedures and prepare for the unexpected.
Date: 2019-12-03 Start Time: End Time:
Learning Objectives
Drug and Alcohol Testing Procedures and Policies
• The How, What, and When of Defensible Drug and Alcohol Testing in the Workplace
• The Spectrum of Laws Which Govern Drug and Alcohol Testing in the Workplace
• Reasonable Suspicion of Impairment, and How to Recognize It
The Legalization of Cannabis
• What to Do When a Job Candidate Tests Positive for Marijuana, in a State Where Marijuana and/or CBD Is Lawful
• How to Handle Requests to Accommodate Marijuana (and Other Drugs) Used for Medical Reasons
• Maintaining a Drug Free Workplace Policy in a Marijuana State
Drug Testing Challenges
• Example Scenarios • What to Do If
• Best Practices for Handling the Unexpected
Gregory P. Abrams-Faegre Drinker Biddle & Reath LLP, Angela N. Johnson – Faegre Drinker LLP
