The NJ Supreme Court recently held that employees can maintain an action under the NJLAD for disability discrimination when they suffer an adverse employment action as a result of their lawful use of medical marijuana outside of the workplace.
Utah’s medical cannabis program officially launched this month, and the Utah State Legislature timely enacted Senate Bill 121, which amends and clarifies various provisions of Utah’s medical cannabis laws.
Following the lead of other courts around the country, a Pennsylvania state court has held that employees can bring lawsuits against their employers asserting claims under the state’s medical marijuana law.
In Canada, employers that host holiday parties for their employees could expose themselves to significant common law liability for the actions of an employee or guest who is under the influence of alcohol or cannabis.
When Canada’s Cannabis Act and supporting regulations came into force on October 17, 2018, Canada became the first major world economy to establish a legal framework at the federal level for the adult recreational use of cannabis.
The Illinois legislature has passed amendments to the Cannabis Regulation and Tax Act that may ease employer concerns about maintaining and enforcing drug-free workplace programs prohibiting marijuana use.
On January 6, 2020, nearly 8 years after the enactment of a law directing the FMCSA to identify and track commercial drivers who violate its drug and alcohol testing program, a Commercial Driver’s License Drug and Alcohol Clearinghouse will launch.
With Canada’s federal election fast approaching, Canadians will also be marking the anniversary of a major legislative change that has had a significant impact on the employment law landscape in this country: the legalization of cannabis.
New Jersey has expanded its medical marijuana program and—for the first time since the state enacted the law—adopted formal protections for employees and job applicants who use what is now called “medical cannabis.”
Beginning January 1, 2020, new legislation in Nevada will require employers to think carefully about whether and which applicants should be tested for marijuana.
