4/26/2018 PACE CONVENTION & EXPO | APRIL 15-18, 2018 ... · 4/26/2018 PACE CONVENTION & EXPO |...
Transcript of 4/26/2018 PACE CONVENTION & EXPO | APRIL 15-18, 2018 ... · 4/26/2018 PACE CONVENTION & EXPO |...
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Marijuana in the WorkplaceWhat Every Contact Center Operations
Professional Needs to Know
PACE CONVENTION & EXPO | APRIL 15-18, 2018 | ATLANTA, GA 24/26/2018
Presented By: Christine Cunneen, CEO - Hire Image
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Knowledge is Power
This presentation is made available for educational purposes only, as well as to give you general information and a general understanding of the law. It is not intended to provide specific legal advice.
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Overview
• Why Drug Test?
• Drug Testing Options
• Nationwide Positivity Rates
• Legalization of Marijuana
• Medical and Recreational Marijuana Landscape
• Drug Testing Challenges
• Policy Considerations
• Recent Workplace Marijuana Case Review
• Future of Drug Testing
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Why Drug Test?
• Increase productivity
• Reduce turnover
• Reduce tardiness
• Reduce absenteeism
• Safer work environment
• Saves valuable time during hiring process
• Liability (lawsuit from drug-related on-the-job accident)
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The National Institute on Drug Abuse shows that drug abusers are 4x more likely to be involved in a workplace accident
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Drug Testing Options
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Drug testing options
• Panel # represents total drug classifications tested
• Most providers offer 5-10 panel packages
• Lab based oral fluid vs. Instant oral fluid testing
• Expanded opiates are an add-on
• Synthetic testing is an add-on
• Medical professional panels available
• MRO – what is it and why use one?
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Drug Classifications – 5P & 10P
• Amphetamines
• Cocaine metabolites
• Marijuana metabolites
• Opiates
• Phencyclidine
• Methadone
• Barbiturates
• Benzodiazepines,
• Methaqualone
• Propoxyphene
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http://www.dtidrugmap.com/?utm_source=redirect&utm_medium=web&utm_campaign=5917 (Quest Diagnostics 2016)
Nationwide Overall Positivity Rates
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Urine Drug Testing
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Quest Diagnostics 2016 Drug Testing Index
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Oral Fluid Lab Based -Drug Testing
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Quest Diagnostics 2016 Drug Testing Index
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Hair Drug Testing
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Quest Diagnostics 2016 Drug Testing Index
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The Legalization of Marijuana
Decriminalization, Legalization, and Medical Marijuana Legalization are not the same.
• Decriminalization: Criminal penalties for small amounts of marijuana possession have been abolished, though are still punishable by fine, similar to a traffic ticket. Large quantities can still result in distribution charges, prison time, and criminal record.
• Medical Marijuana Legalization: Qualifying patients with debilitating medical conditions may legally use marijuana when prescribed by a doctor.
• Legalization: Recreational marijuana users cannot be arrested, tickets, or convicted of a crime for smoking or ingesting marijuana if done so within the scope of the law.
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The Legalization of Marijuana
• More than 50% of states have legalized in some form• 30 states legalized medical use
• 9 states legalized recreational use
• Inconsistency between states and federal government• Remains illegal at the federal level
• Laws regulate use• Banned use in public
• Limitations on sales and how much one can grow
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Medical Marijuana
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Recreational Marijuana
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Drug Testing Challenges
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• Policies that are no longer one size fits all
• What happens when someone has a medical marijuana card?
• If recreational marijuana is legal in your state, can you still
test?
• Drug impairment cannot be measured in the same way
alcohol impairment is measured
• Tests show if the drug is present in a person’s body but
not if they are ‘high’ right now.
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Policy Considerations
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A listing of states with laws pertaining to employers/employees and/or court cases that impact the drug testing in the workplace.
The rules vary from state to state making drug testing and policy considerations more challenging than ever for employers.
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Policy Considerations
• Clear statement of employer’s position regarding workplace use, possession, impairment and sale
• The consequences of violating the policy
• Explanation that impairment does not excuse poor performance or misconduct [even for medical users]
• Employee’s responsibility to seek treatment for drug addiction issues
• Whether and under what circumstances drug testing will occur and consequences of test refusal
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Policy Considerations• Identification of any employer assistance programs
• Circumstances under which employer will search areas used or occupied by employees or employees’ belongings
• All provisions required by state law
• Anti-discrimination provisions under state law (e.g., no discrimination against medical marijuana card-holders)
• Willingness to engage in the interactive process with an applicant or employee with a disability
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Policy Implementation
• All stakeholders should review—managers, risk management, human resources, in-house legal
• Obtain legal review from qualified legal counsel
• Provide ample notice (at least 30 days) to employees before effective date
• Before effective date, train supervisors on the policy and any related procedures
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Workplace marijuana case review
• Ross V. Ragingwire Telecommunications (CA 2008)
• Roe V. Teletech (WA SC 2011)
• Coats V. Dish Network LLC (CO SC 2013)
• Callaghan V. Darlington Fabrics (Prov. Cty. Sup Ct. 2017)
• Barbuto V. Advantage Sales and Marketing LLC (MA SJC 2017)
• Noffisinger V. SSC Niantic Operating (D. Conn. August 2017)
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The Future of Testing
• Move toward methods that detect current use rather than what an employee did on the weekend
• Detection of synthetic drugs become standard
• Less invasive testing methods
• Restrictions on when testing can occur may expand
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Contact Information
Christine Cunneen, CEO
888-433-0090
www.hireimage.com
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