One Toke Over the Line: The Growing Specter of Marijuana in the Workplace
William Betley - 1 hour - January 9, 2018
William Betley practices in all areas of employment law, including unlawful harassment, discrimination, wrongful termination, employee classification, and wage and hour. He also counsels and represents architects, engineers and subcontractors in all phases of construction planning, development, negotiation and litigation. Mr. Betley is a frequent speaker on numerous employment issues, such as unlawful harassment, disability discrimination, leaves of absence workplace violence, employment handbooks and hiring and firing issues. He is also the Chairman of the Inland Valleys Employer Advisory Council and he is the editor of that organization's Employment Newsletter. Mr. Betley was admitted to practice law in California in 1984. He is a member of the American Bar Association, Defense Research Institute, Inland Valleys Employer Advisory Council, Orange County Employer Advisory Council, California Chamber of Commerce, Society for Human Resources Management, Professionals in Human Resources Association, Orange County Bar Association, Building Industry Association, and Home Builders Council.
2018 Legal Update On-Demand Sponsored By:
Credits
CalBar - MCLE:1.0, HRCI - California:1.0, SHRM - PDC:1.0
Description
With California now officially a part of the national trend towards legalized recreational marijuana, the drug is more common place than ever. With this changing legal landscape, it is critical that employers understand their rights in addressing employee drug use. When and how can an employer conduct drug testing? What is the scope of acceptable drug use in the workplace? Join us for a discussion of these timely issues to ensure that your agency is not left high and dry.
1. What are an employer’s rights concerning drug testing for drugs/marijuana?
2. How does the legality of recreational marijuana impact an employer’s ability to control its use in
3. What affirmative steps should an employer take in the workplace to address the legality of recreation
2. How does the legality of recreational marijuana impact an employer’s ability to control its use in
3. What affirmative steps should an employer take in the workplace to address the legality of recreation
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