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Validity : 29th Mar'25 to 08th Apr'25
The State of Marijuana in the Workplace 2025
- Federal law and how it relates to marijuana use in the workplace.
- Medicinal marijuana laws and the conflict with federal law.
- State recreational marijuana laws
- Additional employee protections
- Permitting all use or not?
Overview of the webinar
As marijuana legalization sweeps across the United States, employers face a complex legal landscape regarding its use among employees. What was once a clear-cut issue of termination for positive drug tests has evolved into a complex assessment, with federal, state, and local laws offering conflicting guidance on how to navigate marijuana use in the workplace.
At the federal level, marijuana remains illegal under the Controlled Substances Act, classified as a Schedule I controlled substance. Despite provisions in the Americans with Disabilities Act requiring reasonable accommodations for qualified workers with disabilities, the use and possession of marijuana for any purpose remains a federal offense, irrespective of state law. Consequently, under the ADA, employers are not obligated to accommodate marijuana use, even for medically approved reasons.
- State laws vary significantly regarding the accommodation of marijuana use and no law mandates that employers accept marijuana use or impairment in the workplace.
- At the same time, many states specifically mandate that employers refrain from discriminating against individuals who are medical marijuana users.
- The legalization of recreational or adult-use marijuana in numerous states introduces further complexities for employers.
- Employers must update policies in this shifting legal environment to reflect evolving regulations. Maintaining zero-tolerance drug policies may prove impractical, necessitating a focus on cannabis use and impairment in the workplace. Employers must also differentiate between medical and recreational marijuana use, adjusting policies accordingly.
Who should attend?
- Managers
- HR professionals
- Supervisors
- Team leaders
- Leaders at all levels
- Project managers
- Peer mentors
- Executives
- Business owners
- People and culture professionals
- Learning and development professionals
- Leadership development professionals
- Organizational development professionals
- Organizational excellence professionals
- Communication professionals
- Nonprofit management professionals
- Safety directors
Why should you attend?
The workplace impact of these various laws poses challenges for US employers, particularly those with multi-state operations. This is complicated by the fact that, unlike for alcohol, there is currently no test for marijuana intoxication, and individuals may test positive for weeks following an incidence of marijuana use.
The present trend toward legalization suggest that more states will alter their drug testing laws to account for the legalization of marijuana. This creates a need for employers to maintain a safe and drug-free workplace in the environment created by these new regulations.
Faculty - Dr.Greg Chartier, SPHR, GPHR, SCP
Dr. Chartier is the Principal of HRinfo4u, a human resource consulting firm, and a well-known educator and speaker. As a consultant, he works with organizations to improve the effectiveness and efficiency of their human resource function. He has worked extensively in designing, developing, and implementing human resource programs, procedures, and systems for smaller and mid-size firms up and down the Hudson Valley.
Greg is a thought-provoking professional speaker and his wisdom and insights into management and leadership make him an electrifying speaker and seminar leader. His seminars are customized to reinforce the company mission, vision, values, and culture and the content is practical for team leaders, managers, supervisors and executives alike.
Credits
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org