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TrainHRLearning is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP^® or SHRM-SCP^®. ?

1-hour educational program = 1 PDC.
1-hour and 15 minute concurrent conference session = 1.25 PDCs.
3-hour e-learning course = 3 PDCs.

Overview:

The legalization of recreational cannabis across many states in the United States poses significant challenges for employers. As of now, 24 states and Washington, D.C. permit recreational, non-medical adult use of cannabis, and 38 states and D.C. allow some type of medical cannabis use. This rapid legislative change necessitates that employers stay informed and adapt their policies accordingly.

Why Employers Should Be Concerned

Workplace Safety: Employers have a legal duty to maintain a safe workplace under the Occupational Safety and Health Administration’s (OSHA) general duty clause. Employees under the influence of cannabis can pose safety risks, especially in roles requiring high levels of alertness and precision, such as operating heavy machinery or driving. Impairment from cannabis use can result in accidents, injuries, and potentially fatal incidents, leading to significant liability issues for employers.

Performance and Productivity: Cannabis use can impair cognitive functions such as memory, attention, and decision-making. This impairment can lead to decreased performance and productivity. Identifying and managing such impairment can be challenging, as the signs of cannabis use are not always overt or easily measurable. Employers need to be vigilant in monitoring performance and ensuring that any decline is addressed promptly to maintain overall workplace efficiency.

Legal Compliance and Drug Testing: The legal landscape surrounding cannabis use and drug testing is complex and varies significantly by state. Some states prohibit employers from testing employees for cannabis unless required by federal law. Others allow drug testing only under specific circumstances, such as reasonable suspicion of impairment during work hours. Employers must navigate these regulations carefully to avoid potential legal repercussions, including discrimination claims.

Balancing Rights and Responsibilities: Employers must balance the rights of employees to use cannabis legally in their off-duty hours with the need to maintain a safe and productive workplace. This involves developing clear policies that comply with state laws while also protecting the organization from risks associated with impaired performance. Employers should ensure their policies are up-to-date, clearly communicated, and consistently enforced to avoid any legal or operational issues.

Why you should Attend: Employers must remain proactive in understanding and addressing the implications of legalized recreational cannabis. By doing so, they can ensure a safe, productive, and legally compliant workplace. This webinar will delve into the critical aspects of this issue, offering practical guidance on developing effective policies, understanding the legal landscape, and managing the challenges posed by cannabis use in the workplace.

Webinar Highlights:

• Understand the current legal status of recreational cannabis across different states
• Learn how to develop compliant and effective HR policies regarding cannabis use
• Explore best practices for drug testing, accommodating employees, and managing workplace impairment

Area Covered in Session:

• Historical Context and Evolution of Cannabis Laws in the U.S.
• Current Status: Overview of States with Legalized Recreational Cannabis
• Federal vs. State Laws: Key Differences and Conflicts
• Creating Clear and Compliant Cannabis Policies
• Balancing Employee Rights and Workplace Safety
• Addressing Cannabis Use Outside of Work Hours
• Case Studies: Effective Policy Examples
• Managing Workplace Impairment
• Legal Considerations for Drug Testing
• Types of Drug Tests and Their Applicability
• Developing Fair and Non-Discriminatory Testing Policies
• Handling Positive Test Results
• Impact on Recruitment and Hiring Practices

Who Will Benefit:

• Employer
• Human Resources Professional
• Supervisor