May 24, 2017 1:00 pm to 2:00 pm
This program is approved for 1 PDCs for the SHRM-CP or SHRM-SCP.
For more information about certification or recertification, please visit shrmcertification.org.
Recertification Credit Hours: 1 HR (General)
The rise in medical marijuana legislation poses many interesting questions for employers - especially national employers where state laws may differ drastically on this issue. State legislation of the lawful use of cannabis likely will require employers to change their perceptions of longstanding drug policies and practices. Legalized medical cannabis is a reality in several states, dispensaries are open for business, and state legislation on this topic has become a hot topic throughout the country. Employers are not required to allow patients to use medical cannabis in the workplace, there is no current legal authority requiring employers to allow permission to use medical cannabis as a “reasonable accommodation” under federal or state disabilities laws, and employers are under no obligation to tolerate medical cannabis use by employees in safety-sensitive positions. With that being said, challenges by medical marijuana patients concerning their employers’ practices are sure to arise, and there are several state and federal laws that may be implicated in those lawsuits. Employers with national operations must take into account potentially divergent laws of the states in which they operate. Because the nation is embarking on something completely new with the legalization of medical marijuana, it would be prudent for employers to tread carefully and refrain from making hasty decisions that can lead to the time, expense, distraction, and potentially unflattering publicity resulting from litigation.
Jordan Schwartz - Partner, Conn Maciel Carey LLP
Andrew Sommer - Partner, Conn Maciel Carey LLP
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