Black Friday Offer Extends till Dec 3rd ! Unlimited Continuing Education only @$299 $199 (2 Days Left) CLICK HERE to view.

Legalized Marijuana and the Impact to the Workplace. How to Mitigate Federal, State and Local Marijuana Regulations

  • CMA
  • CPA (US)
Legalized Marijuana and the Impact to the Workplace. How to Mitigate Federal, State and Local Marijuana Regulations

1.5 Credits


Subject Area

Business Management and Organization

Webinar Qualifies For

1.5 CPE credit of Business Management & Organization for all CPAs

1.5 CPE credit for Certified Management Accountants (CMA)

1.5 General Educational credit for Tax Professionals / Bookkeepers / Accountants

Course Description

Marijuana has long been heralded for its calming properties. But lately, it’s having quite the opposite effect on HR professionals, as they navigate the myriad state laws and court cases affecting the controversial substance to create drug-testing policies and procedures.

The new Marijuana legalization regulations have impacted Employers whether they are in a state where Marijuana has legalized medicinal and recreational usage. In addition to federal restrictions and state restrictions, many Employers do not know what leverage or power they have to manage the balance between legal Marijuana usage and managing a true drug-free workplace program, consider reasonable accommodations, and mitigate other federal regulations.

This challenge impacts not only OSHA guidelines but also impacts the Americans with Disabilities Act (ADA), Family Medical Leave Act (FMLA), and HIPPA Guidelines. Employers need guidance they can follow.

This CPE webinar provides that guidance and will help Employers reduce their risk!

States have continued to join the Legalized Marijuana bandwagon but there are still different state regulations that are different from each other. Now more than ever, employers in all jurisdictions should consider reviewing their existing drug testing or substance abuse policies and determine how best to address any employee positive test result for marijuana, especially in states with medical marijuana laws.

Setting aside marijuana laws, employers also must be mindful of state and local drug-testing statutes, some of which have specific policy requirements and require state approval of the employer’s drug-testing policy before conducting any tests.

Employers and Leadership must ensure they are following all the federal, state, and local Marijuana regulations that impact their state.

There is so much conflicting information that we should ensure what is accurate to be able to avoid risk for fines, penalties, and even criminal sanctions.

Learning Objectives

  • To discuss how Can Employers mitigate Legalized Marijuana with their Drug-Free Workplace Program.
  • To analyze how to do the ADA, FMLA, and legalized marijuana overlap.
  • To discuss what states and local jurisdictions have legalized marijuana.
  • To inspect what about the use of medicinal marijuana for chronic illnesses.
  • To analyze what reasonable accommodations can be made by employers when it comes to marijuana in the workplace.
  • To investigate what are the resources that employers can access to mitigate all the changes with legalized marijuana.
  • To discuss what are the federal regulations on the use of marijuana in the workplace.
  • To discuss what states are restricting pre-employment drug testing for Marijuana?
  • To inspect what are the types of Marijuana and how they are ingested?
  • To discuss Drug-Free Workplace Program.
  • To review if you are compliant with the Workers Comp requirements of a Drug-Free Program or lose the 4-5% discount.
  • To discuss how will Employers mitigate drug-free workplaces with the new regulations.
  • To analyze what will Employers need to do immediately.
  • To inspect what about current drug testing screening policies.
  • To analyze what other background screenings are impacted by the Marijuana regulations.
  • To inspect what policies should be in place to comply with the new regulation.
  • To discuss what issues will HR professionals have to manage with the new regulations.
  • To discuss if Marijuana is a reasonable accommodation. 

Who Should Attend?

  • Business Owner
  • CPA (Industry)
  • CPA - Mid Size Firm
  • CPA - Small Firm
  • Young CPA