It appears that Ohio’s proposed off-duty conduct law is a whole lot worse for employers than Colorado’s similar (but very different) statute.
Why can't we use blood-alcohol tests, rather than breath-alcohol testing, if we reasonably suspect an employee is intoxicated?
—Sidestepping the Minefield, HR consultant, sales/consulting, Springfield, Illinois
I have yet to read an opinion that suggests that legalized marijuana requires accommodation by employers for workplace use, even for medicinal purposes.
The Americans with Disabilities Act does not require an employer to guess and play detective.
As the popularity of e-cigarettes continues to grow, there’s still no definitive ruling on the safety and proper regulation of the tobacco-free alternative. It’s up to employers to fill in the gaps.