Pittsburgh Bans Discrimination Against Medical Cannabis Patients
September 30, 2024
Pittsburgh legislators voted this week to pass a new city ordinance pertaining to medical marijuana use and workplace drug testing (the ordinance). The ordinance contains detailed guidance for impacted employers about workplace drug testing and medical cannabis users.
Drug screening has become a standard practice for many employers aiming to maintain a safe and productive workplace. However, the process of collecting samples for drug tests can be fraught with challenges, ranging from logistical issues to concerns about the integrity of the samples. For employers, understanding these common problems and knowing how to address them can significantly improve the effectiveness and reliability of their drug screening programs.
The rise in substance use among workers has become a significant concern for employers due to its serious implications for workplace safety, productivity, and overall costs. As a result, many organizations see a pressing need for implementing drug-testing programs to mitigate these risks. For many companies, particularly those governed by DOT regulations, implementing a drug-testing program is not just a recommendation—it’s a legal requirement. However, for other organizations, drug testing is a proactive approach to maintaining a safe and productive workplace. Mobile testing, which brings the testing facilities directly to the workplace, offers several distinct advantages over traditional off-site testing methods. Here are six key benefits of mobile drug testing that employers should consider:
The Alaska legislature recently passed Senate Bill 196 (SB 196), giving employers who choose to comply with the state’s voluntary drug testing law the option to use oral fluid in their workplace(s).
In recent years, the increasing legalization and widespread use of cannabis products have led to a surge in confusion among employers and employees regarding the differences between THC, synthetic THC, and CBD. With various products in the market and shifting legal landscapes, understanding these substances is critical, especially regarding workplace policies and drug testing.
The landscape of cannabis regulation in the United States is on the verge of a significant transformation. In May 2024, the Attorney General published a Notice of Proposed Rulemaking (NPRM) that could see marijuana reclassified from a Schedule I to a Schedule III substance under the Controlled Substances Act (CSA). This proposed change follows directives from President Biden and recommendations from the Department of Health and Human Services (HHS). In a recent webinar, Faye Caldwell, Attorney at Law at Caldwell Everson PLLC, discussed the changes. Here's what you need to know.
The rise of fentanyl abuse poses significant challenges to workplace safety and productivity. Addressing these challenges requires comprehensive understanding and proactive measures. In a recent webinar, Lance Presley, an expert from Labcorp, discussed the impact of fentanyl on the workplace and the critical steps employers should take to mitigate its risks. Here's what you need to know.
New guidance from the Office of Drug and Alcohol Policy and Compliance (ODAPC) on behalf of each DOT Agency has been issued, impacting the process for converting federally regulated drug tests to non-regulated status. Below, we detail these updated procedures and their implications for our clients and Medical Review Officers (MROs).
