The ADA protects “alcoholism” as a disability, but there is a difference between alcoholism and being drunk at work, which the ADA absolutely does not protect.Read More
An injured worker with a painkiller addiction not only represents a health and safety concern for that individual, but also presents potential liabilities for the employer.Read More
Surprisingly, the ADA is silent on these issues. But the 6th Circuit federal court attempted to give us some answers.Read More
Even with legalized pot laws on the books in 20 states, it’s still unclear how medical and recreational marijuana fits into workplace drug and alcohol policies.Read More
The handling of employees taking legal prescription medications is highly fact sensitive and legally nuanced.Read More
One of the most important things to consider when planning the holiday party is how to limit the consumption of alcohol by party-going employees.Read More
Nothing is on the U.S. Supreme Court docket yet but with recent passage of liberal marijuana-use laws, a case could fire up justices.
Despite voter approval liberalizing pot laws in two states, state marijuana laws haven't taken away an employer's right to maintain a drug-free workplace, especially as mandated by the Drug-Free Workplace Act of 1988 for companies with federal grants or contracts.
Following voter approval of recreational marijuana use in Washington state and Colorado, one employment lawyer nevertheless recommends making any necessary revisions to company drug policies so no gray areas exist between state and federal law.
A new study reveals supervisors must go past detection and aid in enforcement of substance-abuse policies to deter use of alcohol and drugs on the job.