Creating Well-Balanced Policies For A Healthy, Drug-Free Workforce: Declutter Conflicting Laws and Statutes from a 36-year Labor Law Attorney
Seven in 10 workplaces are affected by prescription and non-prescription drug misuse, according to a recent National Safety Council survey.
Whether it’s opioids, marijuana, or other drugs and substances, there is an epidemic on our hands and creating a healthy and drug-free workforce can feel near impossible.
Compounding that feeling, marijuana is becoming legal across the map. Navigating the mess of conflicting dos and don’ts of current Federal laws and State statutes, when it comes to workplace policies, is the stuff of nightmares.
Join us live, November 22nd, when we’ll dive into how you can create well-balanced workplace drug policies critical to a healthy, drug-free workforce – with expert advice from a 36-year labor law attorney from Philadelphia who has decluttered the mess of conflicting rules – and distilled all you need to know into a 90-minute online workshop.
Here’s a sneak peek at the agenda:
- Generating effective drug and alcohol abuse policies that meet the challenges of this new era of legalized marijuana and the opioid epidemic
- Recent court decisions: Requirements to accommodate legal use of opioids and marijuana (and their impact on your legal obligations under FMLA, the ADA, HIPAA, and other federal laws)
- How changing marijuana laws affect workplace substance abuse programs and current policies you already have in place (plus, what is and isn’t allowed in states where recreational or medical marijuana use is legal)
- Other laws and changes that could be on the horizon for federal regulations and state enforcements – and what that means for you!
Program Highlights
Opioids and Other Drugs in the Workplace: What Employers Absolutely Need to Know
- The impact of mandated drug testing for applicants and current employees, employer obligations, avoiding disability discrimination claims and other legal challenges for employers
- The warning signs employees can display when they’re suffering from drug abuse or addiction (and the do’s and don’ts when you suspect an employee is violating company policies)
- Anticipating an opioid-overdose crisis: Preparative steps and effective responses to an opioid overdose
- Post-accident drug testing tips to keep you in compliance while investigating any incident
Best Practices for Creating Well-Balanced Policies
- Defining substance use for your company (Exactly what substances and behaviors are prohibited)
- Setting expectations for your employees (Who the policies apply to, plus when and where the policies apply)
- Clear cut responsibilities: Who should be responsible for carrying out and enforcing the policy (The last thing you want is shifted blame when a claim comes up)
- Creating consequences for violating your policy, and the procedures for determining whether an employee has violated the policy (Plus, setting appeal procedures for an employee who may have violated the policy)
Question and Answer Session - Hear expert answers to real-world questions!
About the Speaker
Dr. Jim Castagnera, Esq. holds a JD and PhD from Case Western Reserve University and has 36 years' experience as a practicing attorney – including a decade in labor and employment law with a major Philadelphia law firm.
He spent 23 of those years as a university administrator and in-house counsel, dealing directly with numerous disciplinary cases involving drug and alcohol abuse by employees and students, as well as related ADA issues.
Dr. Jim Castagnera also spent three years as general counsel to a major econometric-consulting company.
Program Benefits
With this workshop, you can ensure you’ve got all your bases covered when it comes to creating a well-balanced workplace drug policy that helps you develop a healthy, drug-free workforce.
Purchase This On-Demand Webinar
Creating Well-Balanced Policies For A Healthy, Drug-Free Workforce: Declutter Conflicting Laws and Statutes from a 36-year Labor Law Attorney
A Note to Our Valued Attendees Impacted by COVID-19:
We understand that due to COVID-19, most people are working remotely and in multiple locations, so we're doing things a little different to accommodate such situations.
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