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Medical Marijuana at Work: Your Obligations and Limitations

Medical Marijuana at Work


Medical Marijuana at Work: Your Obligations and Limitations When Employees Have the Right to Inhale

Medical Marijuana at Work Webinar – November 29

An employee at a Michigan Wal-Mart filed a lawsuit with the help of the ACLU claiming that the retailer illegally fired him for taking medical marijuana to treat an inoperable brain tumor and sinus cancer. He claims that Michigan’s law protects employees from being disciplined for legally using medical marijuana.

Michigan is one of 17 states that have legalized medical marijuana usage for “qualified patients” — a term that each state defines differently.

In Connecticut, a new law took effect in October that permits medical marijuana usage. Under “An Act Concerning the Palliative Use of Marijuana,” the use of prescribed medical marijuana is permitted to alleviate symptoms of a debilitating medical condition, such as cancer, glaucoma, HIV, and Parkinson’s disease. This law prohibits employers from refusing to hire, discharge, penalize, or threaten an employee solely on the basis of his status as a qualifying patient or primary caregiver for someone who uses medical marijuana.

It’s clear from recent legislative action that the topic of medical marijuana usage isn’t going away. Now is the time to get up to date on the types of restrictions and obligations you could face when the issue of medical marijuana usage arises in your workplace.

Participate in this interactive webinar, and you’ll learn:

  • How federal laws affect your obligations regarding medical marijuana use
  • How medical marijuana regulations differ by state and what you must do to comply
  • Federal mandates that impact medical marijuana usage in the workplace, including DOT regulations, the Drug Free Workplace Act for federal contractors, and OSHA general duty
  • If and when you’re allowed to ask an employee if she is a state-permitted medical marijuana user
  • Policy best practices that promote workplace safety
  • How to accommodate a disabled employee’s use of medical marijuana under the ADA
  • Tips for making sure your drug-testing policy complies with state law
  • How to protect your workplace and control your premises
  • Best practices for keeping up with legal developments in your state
  • And much more

In just 90 minutes, you’ll have a solid understanding of the challenges medical marijuana presents in the workplace, as well as solutions to keep your organization in compliance with the latest policies and regulations. Register now for this informative event risk free.

Thursday, November 29, 2012
10:30 a.m. to 12:00 p.m. (PST)
11:30 a.m. to 1:00 p.m. (MST)
12:30 to 2:00 p.m. (CST)
1:30 to 3:00 p.m. (EST)

About your Speaker:
Attorney Dinita L. James, a partner with FordHarrison LLP, has extensive experience litigating complex matters in state and federal court, including large employment discrimination class actions and wage and hour collective actions. She also represents employers in defense of individual cases arising under anti-discrimination, whistleblower protection, and anti-retaliation laws and in enforcement of non-competition and other restrictive covenants.


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