JournalEmployee Benefit News
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AbstractThe legalization of cannabis across the country presents uncharted territory for many companies. HR departments are tasked with meeting the challenges associated with new laws related to random drug and pre-employment testing, as well as a host of cultural issues. Organizations are also collaborating with EAP providers on what seems to be a moving target. Meanwhile, EAPs themselves struggle to balance the healing potential of medicinal cannabis with its addictive properties and unclear side effects. This article tackles challenging issues that arise in the workplace.
DescriptionSome states offer job protection for employees with medical cards. For example, in New York, medical card holders are covered under the state disability laws.In situations where cannabis is used to aid a disability, reasonable accommodations must be made, but not at the expense of safety. To make matters even more confusing, there is a hot debate about cannabis as it relates to workers compensation.In June, Nevada was the first state to ban pre-employment marijuana testing for employees not in public safety positions. Other states may follow.
Series/Report No.EBN Views;
Rights/TermsAttribution-NoDerivatives 4.0 International
Employee assistance programs
Identifier to cite or link to this itemhttp://hdl.handle.net/10713/15124
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- Creative Commons
Except where otherwise noted, this item's license is described as Attribution-NoDerivatives 4.0 International