West Virginia: Medical Marijuana is Here, but so is Greater Drug Testing Flexibility
APPLIES TO All Employers with WV Employees |
EFFECTIVE July 1 and 7, 2017 |
QUESTIONS? Contact HR On-Call |
APPLIES TO All Employers with WV Employees |
EFFECTIVE July 1 and 7, 2017 |
QUESTIONS? Contact HR On-Call |
APPLIES TO All Employers |
EFFECTIVE November 1, 2016 |
QUESTIONS? Contact HR On-Call |
We reported in June about the Occupational Safety and Health Administration’s (“OSHA”) upcoming Electronic Recordkeeping Rule, which primarily addresses new employer responsibilities for reporting workplace injuries and illnesses. Notably, the Rule also discusses OSHA’s position on post-accident drug testing: “drug testing policies should limit post-incident testing to situations in which employee drug use is likely to have contributed to the incident, and for which the drug test can accurately identify impairment caused by drug use.” (Emphasis added.)
APPLIES TO All Employers with OhioEmployees |
EFFECTIVE September 6, 2016 |
QUESTIONS? Contact HR On-Call |
In September 2016, Ohio will join 25 other states in legalizing the use of medical marijuana. Although House Bill 523 permits individuals with a qualifying diagnosis to purchase marijuana in other states and use it in Ohio, the bill also protects employers’ rights to a drug-free workplace by implementing certain provisions.
Key protections for employers include: