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Online Seminar 2019 - Opioids in the Workplace Live Webinar

Date2019-06-04

Deadline2019-12-31

VenueOnine, USA - United States USA - United States

Keywords

Websitehttps://www.eventbrite.com/e/opioids-in-...2965161493

Topics/Call fo Papers

Why Should You Attend
Opioids are a powerful and widely-prescribed class of drug, often leading to misuse and addiction. A National Safety Council survey states that more than 70 percent of United States employers are feeling the direct impact of prescription drug misuse in their workplaces. Deaths resulting from or related to drug overdoses, according to the Centers for Disease Control and Prevention (CDC) are on the rise.
Now more than ever, employers must know what you can and cannot do to enforce a drug-free workplace policy, ensuring a safe workplace, protecting your business, and steer clear of the Americans with Disabilities Act and other federal and state laws. In this webinar, we will discuss practical and legal options open to you to manage the growing problem of opioid dependence and abuse and its impact on the workplace.
Session Highlights
Key areas we will cover include without limitation:
An employer’s duty to update its drug-free workplace policy in states where recreational and/or medicinal marijuana have been decriminalized
The practical impact opioid usage can have worker productivity and safety, and when you have an obligation to take action under OSHA’s general duty clause
What to do if an employee appears impaired on the job
What you can and can’t do to enforce drug-free workplace policies where medical and/or recreational marijuana usage is permitted under state law
Strategies for improving your drug-free workplace policies—and how to align your benefits programs with such policies
Confidentiality and electronic recordkeeping issues so you don’t spark legal liabilities for your organization
How to recognize a “trigger” to conduct an interactive process under the ADA when opioid dependencies or side effects may require a reasonable accommodation evaluation.
Why reasonable accommodations for a “disability” are not required for applicants or employees who are prescribed marijuana for medicinal purposes, but outright exclusions of medical marijuana users may still violate the ADA non-discrimination provisions
Steps to take to enforce your drug-use policy without violating the ADA, the FMLA, or other federal laws
Pointers on managing workers’ compensation claims
How to communicate with employees about potential drug abuse
When granting leave may be required as a reasonable accommodation under the ADA or the FMLA
Who will benefit
H.R. Managers and Directors;
Leave Administrators;
Benefits Administrators;
Business Owners;
CEO’s;
Senior Managers;
Front-Line and Middle Managers.
Instructor Profile
Janette is an attorney with more than 20 years legal experience. Janette works in her own law practice with employers on most employment law issues, acting as the Employer's Legal Wellness Professional - to ensure that employers are in the best position possible to avoid litigation, audits, employee relations problems, and the attendant, often exorbitant costs. Janette authors the firm's weekly blog and has written articles on many different employment law issues for many publications, including EEO Insight, Staffing Industry Review,-AT-Law, and Chief Legal Officer.

Last modified: 2019-06-12 19:06:59