Drug Testing Policy and Substance Abuse Management Resources

With more and more states legalizing the use of marijuana for medicinal or recreational purposes (oftentimes both), you’re likely to encounter more workplace issues as a result.  Don’t get caught in the compliance “weeds.” We’re breaking down the latest compliance rules and deciphering what employers can and cannot do legally to monitor the use of marijuana at work.

With the recently passed state laws legalizing recreational marijuana possession and usage, and other state laws authorizing the use of medical marijuana, employers nationwide are left struggling to fully understand what they can and can’t do to monitor and restrict cannabis usage or possession among their employees. Webinar attendees will learn how to master enforcement of conduct- and drug-test based policies, and keep your workplace safe when your employees use medical and recreational marijuana.

HR Comply (formerly the Advanced Employment Issues Symposium) is the nation’s leading human capital management conference for HR professionals, executives, and in-house counsel. The superior content and expert presenters will help you get ahead of workplace policy updates with a one-stop, all-bases-covered overview of breaking updates and proven best practices.

Recent regulatory developments regarding medical and recreational marijuana have created a complex web of compliance concerns for employers as they try to navigate drug testing policymaking and substance abuse management in the workplace. In addition, the sweeping opioid abuse epidemic further compounds these challenges.

This one-day comprehensive seminar is providing employers with practical information on and strategies to address these sensitive and increasingly prevalent workplace issues.

Many employers have formal drug testing policies in place to help ensure a safe and secure working environment and lessen liability. But drug testing policies are not always simple or straightforward.  While there are many positives, there are also negatives that every employer must weigh when determining whether to implement such a policy.

Earlier this year, a provision to Proposition 64 made the commercial sale of marijuana and marijuana-containing products by adults age 21 and older legal in the state of California. This provision left many employers puzzled as to how this impacts their HR practices and whether they must accommodate an employee's use or posession of the drug.

Download this FREE infographic and learn how the law affects an employers right to enforce a drug-free workplace.

As a result of Proposition 64 and related laws, employers must review their drug policies and drug testing practices to ensure compliance with the changing regulatory landscape. But challenges by medical marijuana patients and recreational marijuana users concerning their employers’ practices are sure to result, and employers must ensure that policies are enforced without discrimination.

Join us on August 29th to discover how California’s new laws impact employee marijuana use, employer drug testing for marijuana use, and the consequences of employers disciplining employees for marijuana use, whether used on the job or outside of work hours.

Check out BLR's exclusive collection of drug-testing products designed to help employers ensure compliance and safety in the workplace.

This pocket guide features deluxe artwork and easy-to-read text about the Drug-Free Workplace Act, effects of specific drugs, sources of assistance for a drug problem, and what companies and employees must do to ensure compliance with the law. (48 pages)

Safety Summit is back for 2019! Across two days of engaging sessions in Austin, TX, Safety Summit 2019 will prepare attendees with the insight and management strategies to face the most pressing workplace safety compliance issues.

This one-day intensive workshop will provide you with critical information on the latest legal changes to incorporate into your company’s employee handbook. The first part of the day will be spent learning the practical implication of important federal updates with expert attorneys. Then, it’s time for you to put the knowledge you’ve learned into practice as you’ll design, build and/or update and customize your own employee handbook using BLR’s Employee Handbook Builder.

Session Highlight: Drug testing, drug use, and zero tolerance policies

Although the rule doesn’t ban drug testing, it does require employers to only conduct post-accident drug testing if there is a reasonable possibility that drugs contributed to the reported illness or injury. But what happens if other federal or state laws, or worker’s compensation programs, require post-accident drug testing? How does an employer determine a “reasonable basis? Learn how to ensure your company is in compliance with its post-accident drug testing program.

Although the rule doesn’t ban drug testing, it does require employers to only conduct post-accident drug testing if there is a reasonable possibility that drugs contributed to the reported illness or injury. But what happens if other federal or state laws, or worker’s compensation programs, require post-accident drug testing? How does an employer determine a “reasonable basis? Learn how to ensure your company is in compliance with its post-accident drug testing program.