Thirty-four states currently allow medical use of marijuana, and recreational use of marijuana is legal in 11 states, and these numbers are constantly changing.

In addition, a growing number of states restrict the circumstances under which employers can conduct drug testing of employees, and some have implemented protections that prevent employers from discharging or declining to hire an employee for possessing a medical marijuana prescription.

Marijuana also poses unique challenges compared to other substances, as there is currently no universally agreed-upon test or threshold that differentiates impairment from recent use.

Amid this changing landscape, employers must balance legal obligations with safety considerations and develop effective policies and procedures surrounding marijuana use, drug testing, fitness for duty, and impairment.

Join us for an all-new webinar led by skilled OSHA and employment law Attorney Adele L. Abrams, CMSP, who will explain how to draft and enforce policies and procedures to ensure marijuana doesn't cause unnecessary safety risks or legal liabilities.What You'll Learn:

• Distinguish between safety-sensitive and non-safety-sensitive jobs through accurate job descriptions, and how the ADA's "direct threat to safety" affirmative defense really works
  
• Identify the impact of OSHA's antiretaliation provisions on workplace drug testing programs
  
• Recognize the circumstances OSHA may consider drug and alcohol testing to constitute illegal retaliation
  
• Balance competing safety and legal considerations surrounding the situations where drug testing may be used
  
• Identify the signs and symptoms of impairment on the job
  
• Recognize what constitutes a reasonable basis for drug testing
  
• Develop a drug and alcohol testing policy that protects the safety and health of employees and the public