Last week, we posted a blog addressing how the recent legalization of recreational cannabis in Minnesota may affect employee drug-testing policies. We now direct our attention to employers with questions about their general drug and alcohol policies. Here are some things to consider when changing an existing drug and alcohol policy.
Understanding the Law
As
On August 1, 2023, recreational marijuana and cannabis products became legal in the state of Minnesota. Employers are now asking how this new law affects their employment policies and procedures. In the first of a two-part series of blog posts on how the legalization of marijuana affects drug and alcohol polices, we address whether employers
The Minnesota legislature has passed a bill permitting recreational marijuana use by adults, making Minnesota the 23rd state to legalize cannabis. Governor Walz is expected to sign the bill, which establishes a complex regulatory framework for the newly legalized product. Among many other statutes, the new law contains a number of provisions that will
Minnesota employers who conduct pre-employment drug testing or drug testing of current employees are familiar with the protections for employees who are enrolled in the Department of Health Patient Registry Program for medical marijuana. An employer cannot discriminate against a person enrolled on the Patient Registry in hiring, termination or any term or condition of
The time has come for companies to begin planning their 2019 holiday parties. While these events are a great way to show appreciation for employees and build morale, they can present certain risks for employers. Being mindful of the following issues can help employers avoid complaints, or worse, lawsuits, associated with holiday parties.
While
Recently, Quest Diagnostics, a company offering drug-testing services to employers, issued a report highlighting year-over-year double-digit increases in positive urine tests for marijuana between 2015–2017 in almost one-third of all U.S. industry sectors. The company has catalogued over thirty years of national workplace drug positivity trends, and it reports significant increased positive tests both in
Cannabis remains illegal under federal law as a Schedule I drug, leaving states to craft their own marijuana-related laws in true patchwork fashion. By now, most states have enacted at least some form of medical marijuana law. State officials increasingly understand the benefits of medical marijuana for patients who have qualifying medical conditions. But acceptance
If you’re an employer with questions regarding employee marijuana use, you’re not alone. State and local governments are increasingly paving the way for cannabis use at what is generally viewed as a rapid pace. In addition to states where legislatures are acting independently to pass cannabis-related laws, in every election cycle, more marijuana-related issues find
When I prepare a drug and alcohol testing policy for Minnesota clients, they often tell me it is their understanding that although post-accident testing is permitted under Minnesota law, it is prohibited by OSHA. Their perception that post-accident testing is unlawful is based on a 2016 change in OSHA’s reporting and retaliation policies, to prohibit
Navigating the Minnesota Drug and Alcohol Testing in the Workplace Act (MDATWA) can be a complicated task for employers who want to maintain a drug-free workplace. This is especially true for those operating in safety-sensitive industries like transportation, where such testing is often mandated by state and federal regulations. In light of the country’s continuing