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Validity : 15th Apr'24 to 25th Apr'24
Medical Marijuana and CBD in the Workplace: Challenges for HR and Management
- To discuss federal and state laws regarding medicinal marijuana
- To show the relationship among marijuana, cannabis, THC and CBD
- To demonstrate how long marijuana stays in the body
- To explore elements of an effective drug policy
- To identify higher-risk industries where workers should not use marijuana – either medical or recreational
- To examine a variety of marijuana case law outcomes demonstrating confusion about what employers should and should not do
Overview of the webinar
It is hard to imagine that marijuana is legalized for medical use in 34 states, and 11 states have legalized recreational marijuana. Just five years ago, that would have been unheard of. Legalization initiatives are escalating with more and more states passing laws allowing the legal use of recreational marijuana. Unlike other substance 1 drugs, marijuana is in a precarious position of being an illegal federal drug yet a legal drug in many states. Federal requirements for drug-free workplaces still require employees to test negative for marijuana, yet many state laws allow a positive test for marijuana. Marijuana laws are evolving across the United States. Some state laws are legalizing medical marijuana only, while other states recognize marijuana as a legal recreational drug along with alcohol. Is marijuana illegal in your state? Are some companies no longer conducting drug testing for job applicants even if marijuana is illegal? What is an employer to do when marijuana is illegal based on federal law but may not be illegal based on state law? Does Cannabidiol (CBD) contain any TCH, the mind-altering element in marijuana, which would cause a worker to register positive for marijuana in a drug test? Does it matter? The answers to these questions may result in employers having a complex and confusing mess on their hands when dealing with drug use in the workplace. Employers are tasked with ensuring their work environment is safe and productive. Marijuana’s effect on workers runs the risk of comprising that safety. Is an employee who is taking medical marijuana protected under the federal American Disabilities Act or your state’s disability act? Does your company’s drug policy address issues around medical marijuana, recreational use of marijuana, and CBD?
Who should attend?
- HR Managers
- HR Directors
- Direct Supervisors
- Senior Managers
- Safety Officers
- Risk Managers
- Office Managers
- CEO’s
- Business Owners
Why should you attend?
2020 brings new state laws addressing recreational marijuana use and drug testing, medical marijuana in the workplace, and how the federal law against the use of marijuana may be in contrast to your state law. It is confusing to balance the changes in state laws. The confusion leads to fear that the workplace may be in violation of federal law while attempting to follow state laws. Uncertainty abounds regarding drug testing of recreational marijuana users and the length of time marijuana stays in the body. Some employers are finding that drug testing and detecting marijuana results in not hiring a candidate even if recreational marijuana is legal in their state.
Faculty - Dr.Susan Strauss
Dr. Susan Strauss is a national and international speaker, trainer and consultant. Her specialty areas include management/leadership development, organization development, communication, and harassment and bullying. She trains and consults with business, education, healthcare, law, and government organizations from both the public and private sector. She has been an adjunct professor at several universities. Susan has held positions in training, organization development, and management, which enable her to use her multitude of real life experiences to draw on in her training sessions and organization development consulting. She has presented to thousands of people during her career and to a variety of audiences and receives outstanding evaluations.
Dr. Strauss has authored over 30 book chapters, books, and articles in professional journals. She has been featured on 20/20, CBS Evening News, and other television and radio programs as well as interviewed for newspaper and journal articles such as the Times of London, Lawyers Weekly, and Harvard Education Newsletter.
Susan has presented at international conferences in Botswana, Egypt, Thailand, Israel, Bali, Beirut and the U.S. She has consulted with professionals from other countries such as England, Australia, Canada, Beirut and St. Martin. She has her doctorate in organizational leadership, is a registered nurse with a bachelor’s degree in psychology and human services, a master’s degree in community health, and professional certificate in training and development.
Credits
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.