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

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Course Description
Course Qualification
Presenter
FAQ

Course Description

Overview

What is the Drug-Free workplace act?

8 mins
Is alcoholism a disability according to the ADA?

19 mins
Non-Dot Regulation

25 mins
Where is Marijuana legal?

34 mins
Rapid changing Marijuana laws

47 mins
What is a true drug free workplace and what does it include?

63 mins

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 been legalized for 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 the risk of fines, penalties, and even criminal sanctions.

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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 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.

Recommended For

This Online CPE webinar is recommended for CPAs, CMAs, Human Resources professionals, Managers, Supervisors, Executives, Compliance professionals, Business Owners, and Other Professionals who handle employee relations issues desiring to understand the impact of Legalized Marijuana on the Workplace.

Who Should Attend?

Assistant Controllers
Business Owner
CEO
Certified Public Accountant (CPA)
CFO/Controller
CPA (Industry)
CPA - Mid Size Firm
CPA - Small Firm
CPA in Business
Entrepreneurial Accountant
Entrepreneurial CPA
HR Professionals
Human Resources Manager
Young CPA

Course Qualification

Webinar Qualifies For

1.5 General Credit for Accountant/Bookeeper
1.5 CPE Credit of Business Management and Organization for Certified Management Accountants (CMA)
1.5 CPE Credit of Business Management and Organization for Certified Public Accountants (CPA-US)
1.5 PDC Credit of Business Acumen for SHRM Professionals (Approval No. 22-ADE3V)
1.5 CPE Credit of Business Management and Organization for Certified Fraud Examiner (CFE)
1.5 RCH Credit of Business for Human Resource Certification Institute (HRCI) (Approval No. 587469)
1.5 CE Credit for Certified Fiduciary & Investment Risk Specialist (CFIRS)
1.5 CE Credit for Certified Wealth Strategist (CWS)

Additional details

Course Level :

Basic
Credits :

1.5
Instructional Method :

QAS Self Study
Pre-requisites :

None
Advance Preparation :

None

NASBA APPROVED

MY-CPE LLC, 1600 Highway 6 south, suite 250, sugar land, TX, 77478

MY-CPE LLC (Sponsor Id#: 143597) is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its website: www.NASBARegistry.org.

Presenter

About Presenter

Margie Faulk

Human Resources, HR Compliance Solutions, LLC

Margie Faulk is a senior level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public, Non-profit sectors and International compliance. Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.

Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, OSHA compliance, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management.

Margie’s unique training philosophy includes providing free customized tools for all attendees. These tools are customized and have been proven to be part an effective risk management strategy. Some of the customized tools include the I-9 Self Audit. Correction and Storage program, Ban the Box Decision Matrix Policy that Employers can provide in a dispute for allegations, Family Medical Leave Act (FMLA) Compliance Guide, Drug-Free Workplace Volatile Termination E-Book and other compliance program tools when attendees register and attend Margie’s trainings.

Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).

About Company

HR Compliance Solutions, LLC

www.hrcompliance.biz

Compliance E-Learning Training

HR Compliance Solutions Offers HR Compliance Training for Employers and Professionals in the form of E-Learning, Seminars and Webinars. These E-Learning training focuses on workplace compliance, federal, state and local regulations, Compliance Training for Managers and Leadership, employee handbook development, internal audits for I-9 Form Audit and Correction, policies & procedures, and current trending laws that are critical for ensuring an effective risk management strategy to reduce or eliminate fines, penalties and criminal sanction.

Free Compliance Tools for All Attendees of E-Learning Training

What makes Margie Faulk Unique is the offer of customized compliance tools for all attendees who attend her training. Each of the customized tools are for sale in other venues but free only tor attendees to her training. Customized include policies and procedures template, FMLA coversheet, reasonable accommodation tracking system to include Covid-19 and exemptions for mandated vaccines. E-Books and guide on how to conduct safe and legally accepted termination including volatile terminations and Covid-19 terminations. A compliance toolkit for Employers and Professionals to effectively conduct an internal I-9 form audits.

Free Compliance Supplemental Slides for all E-Learning Training as a bonus.

Compliance Consultative and Audit Services

HR Compliance Solutions also offers consultative services for Employers and Professional. Small to mid-size companies do not have the luxury of hiring specialized human resources employees as they grow their business. However, businesses of 1-15 employees are liable for violations of Federal, State and local regulatory laws and regulations. They do not have the time or the staffing to assure that their companies are in compliance with all the federal state and local laws. Retaining my company for Human Resources consulting is convenient and can save you money, since you can tap into our services only when you have a need - whether it is during a start-up, downsizing, expansion, performance management, assistance with employee relations issues, help with training & coaching, recruiting, or for an entire Human Resources audit.

Faq

FAQs content

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