Make sure your drug testing policies don’t violate the law.
Marijuana legalization has been faced with a constantly changing and evolving legal landscape. Workplace drug testing programs, particularly when a program is based on urinalysis, are constantly trying to keep up with the changes. Liability under the ADA or under the ADEA could arise when dealing with new hires and pre-employment drug testing, as well as with current employees and post-hire drug testing. This white paper reviews the importance of remaining vigilant when evaluating if your drug testing policies are in line with anti-discrimination laws.
Angelica L. Novick is an associate and litigation lawyer with Foley & Lardner LLP, where her practice focuses on commercial litigation and business disputes, including non-competes and trade secrets, breaches of contract, white collar defense, employment litigation, and corporate governance and related disputes. She is a member of the firm's Business Litigation & Dispute Resolution, eDiscovery, Labor & Employment, and Securities Enforcement & Litigation Practices.
Angelica previously worked as a summer associate with Foley. She also worked as a judicial intern to the Honorable Marcia G. Cooke of the United States District Court, Southern District of Florida; as a law clerk for Gaebe, Mullen, Antonelli & DiMatteo; as a research assistant to Vice Dean Patrick O. Gudridge at the University of Miami School of Law; and as a dean’s fellow for torts at the University of Miami School of Law.
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