DISA Global Solutions hosted it’s very first ‘Day with DISA’ drug testing symposium on October 29th, which educated employers on the importance of staying up-to-date with ever changing marijuana laws across the states. Although marijuana is illegal on the federal level, several states have chosen to legalize either medical, recreational, or both.
If you didn’t get the opportunity to attend the Day with DISA conference, or if you would like to review this presentation again, you can download or watch it using the link below.
DISA welcomed Faye Caldwell, Legal Advisor & Litigator at Caldwell Everson PPL to address the issues that employers face with the legalization of marijuana within the U.S. Faye covered a list proposed laws, legal responsibilities, employee termination rights, and the American Disabilities Act (ADA). It’s important that employers create and maintain a drug testing program that properly addresses the marijuana laws within their state, which makes a clear and concise explanation of the companies’ rules, procedures, and repercussions when maintaining a drug-free workplace. Faye states, “You want your donors to stay negative, you don’t want them to inadvertently test positive because they didn’t understand your policy.”
During the presentation, Faye focused on three main topics; status and proposed legislation, employment protections, and litigation strategies. Here are a few important takeaways from the session to keep in mind:
Status and Proposed Legislation
- Marijuana is still illegal under federal law
- Medical marijuana is NOT a legitimate medical explanation under U.S. DOT drug testing regulations
- There are more than a dozen bills introduced regarding Federal marijuana and more than 50 state laws
- Laws and degrees of protection vary by state
- There are generally 3 categories for employment protections
- Explicit Employment Protections
- Explicit No Employment Protections
- Unclear/Possible Protections Under Other State Law
- To avoid litigation, you should:
- Know your workforce: location, position and safety issues, multi-state issues
- Know the law and your obligations
- Decide policy: be clear and consistent
Laws do not entitle employers to determine the reason for a marijuana card.
A common question regarding medical marijuana is, “what should I do when an employee claims medical marijuana cardholder status?” The answer to that question isn’t clear cut due to varying state laws, but you should make sure your process follows a decision tree and is done the same way every time. It’s also important to keep good documentation throughout the process.
Faye also noted that ‘laws do not entitle employers to determine reason for a marijuana card,’ and it’s imperative that all information remains confidential and medical information is separated from disciplinary channels.
If a ‘bad thing’ happens, engage your legal department immediately. Identify if there’s fault from your company’s actions, prepare to immediately resolve the issue if you caused the loss, and most importantly, use the situation as a catalyst for improving your processes!
As the list of states who choose to legalize marijuana in some shape or form continues to grow, employers struggle to keep up. Faye provided the audience with best practices to address common issues, discussed individual state’s different marijuana protocols, and helped them build a clear and consistent drug testing policy.
Read about other presentations from Day with DISA:
- 2019 Owner Survey: Employee Screening Trends & Best Practices
- Creating a Drug Free and Safer Workplace
- Designing a Program That Works with Your Marijuana Laws
For more than 30 years, DISA has been a provider of workplace safety and compliance services. DISA helps companies make more informed staffing decisions by offering a broad array of industry-leading methodologies to make employee screening faster and more accurate. For more information about DISA call 1-800-752-6432 or email email@example.com.