A state appellate court held the Michigan Medical Marihuana Act did not provide a cause of action for an applicant whose conditional job offer was rescinded after he tested positive for marijuana during a mandatory pre-employment drug test.
As has become common in recent years (and despite marijuana’s continued illegality under federal law), citizens in several states voted on marijuana-related measures this election cycle.
On October 11, 2018, in an about-face on prior guidance, OSHA issued a significant Standard Interpretation Memorandum regarding safety-incentive programs and post-incident drug/alcohol testing.
You witness a group of your employees exit the workplace on their break, gather on a public sidewalk and begin to smoke what appears to be cannabis. How do you respond?
A Connecticut federal court has issued another decision further expanding protections to individuals who are qualified under Connecticut’s Palliative Use of Marijuana Act (PUMA) to use marijuana.
On February 1, 2018, Maine will become the first jurisdiction in the nation to protect workers from adverse employment action based on their use of marijuana and marijuana products, provided the use occurs away from the workplace.
