Marijuana and HR: High Time to Drop Your Zero-Tolerance Policy?

Marijuana Test Tube

The complex maze of state and federal laws on marijuana usage – along with an increasingly relaxed public attitude about it – have left HR professionals in a haze about what to do on several pot-related questions.

Can you (and should you) still test for pot? Can you prohibit off-duty usage in your state?  What about disability laws, safety and even workers’ comp? What new laws are coming – and how should HR react?

Get plain-English answers to your questions at LEAP 2018. Our special Marijuana and Prescription Drug Issues in the Workplace workshop will help HR professionals craft clear, common-sense drug policies and testing practices. Take advantage of our early-bird special and save $200.00.

For many employers, a tight labor market, changing legal landscape and evolving views about marijuana have them asking a once-unthinkable question: Is it time to drop marijuana from the list of drugs targeted by workplace testing programs?

Some employers have quit testing for marijuana for a simple reason: A zero-tolerance policy requires firing otherwise good employees for failing drug tests, yet makes it hard to find replacements because so many applicants are testing positive these days. Other employers are considering positive marijuana tests on a case-by-case basis, rather than zero tolerance.

Federal law is fairly clear: Marijuana use or possession is still illegal. For some safety-sensitive positions, federal law requires you to fire employees who test positive for marijuana. And employers that hold contracts with the U.S. government must maintain drug-free workplaces. But the true smoke screen of confusion comes with the jumble of state laws.

Special postconference workshop on Employee Screeing. Drug tests … background checks … credit checks … skills tests – all are vitally important but legally dangerous. Learn the legally correct way to conduct all of these and more at our special two-hour, post-conference workshop on Employee Screening. This LEAP workshop is included with your registration fee. Save $200.00 by registering now!

At least 28 states have made usage of marijuana for medical purposes legal. Recreational use is legal in Alaska, California, Colorado, Maine, Massachusetts, Nevada, Oregon, Washington state and Washington, D.C. And both of these lists are expected to grow in 2018.

But just because it’s legal in your state doesn’t mean you can’t conduct drug tests and set your own policy. Plus you can – and should – forbid employees from using pot at work or being high on the job. (It’s like alcohol in that regard.)

For HR professionals, employees’ marijuana and prescription drug usage creates a Bermuda triangle of risk – employment law … health care … safety – and more! Get all your questions answered and learn how to develop the most legally and operationally smart policies and procedures at the 2018 Labor and Employment Law Advanced Practices (LEAP) Symposium.

Plus, you’ll have a fabulous time with your peers at the legendary Caesar’s Palace. See you in Las Vegas!