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Live Webinar

90-minute live streaming program
  • December 3
  • 1:00 - 2:30 pm EST

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OnDemand Webinar

Everything You Wanted to Know About Drug and Alcohol Testing but Were Afraid to Ask

December 3

Are you testing for drugs and alcohol in the workplace? Make sure you know the right way to do so and have the proper policies in place.

Employers committed to maintaining a drug and alcohol-free workplace are increasingly faced with a myriad of state and federal laws on this topic, many of which are in conflict. Compliance has become more complicated by the growing trend of legalizing marijuana and cannabidiol (CBD) products. How can an employer comply with those laws, without their policies going up in smoke? This topic will discuss that issue and others, including how to handle requests to accommodate marijuana (and other drugs) used for medical reasons, what to do when a job candidate or employee tests positive for marijuana in a state where recreational or medical use is lawful, and a variety of other scenarios that arise from positive tests. Understand the how, what, and when of legally compliant and defensible drug and alcohol testing policies and procedures and prepare for the unexpected.

Learning Objectives

  • You will be able to describe the key components of defensible drug and alcohol testing policies and procedures.
  • You will be able to identify reasonable suspicion of impairment.
  • You will be able to discuss the impact of the legalization of cannabis on the workplace.
  • You will be able to explain how to address a variety of scenarios that arise from a positive test result.

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Why Lorman?

Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Agenda

Drug and Alcohol Testing Procedures and Policies
  • The How, What, and When of Defensible Drug and Alcohol Testing in the Workplace
  • The Spectrum of Laws Which Govern Drug and Alcohol Testing in the Workplace
  • Reasonable Suspicion of Impairment, and How to Recognize It
The Legalization of Cannabis
  • What to Do When a Job Candidate Tests Positive for Marijuana, in a State Where Marijuana and/or CBD Is Lawful
  • How to Handle Requests to Accommodate Marijuana (and Other Drugs) Used for Medical Reasons
  • Maintaining a Drug Free Workplace Policy in a Marijuana State
Drug Testing Challenges
  • Example Scenarios – What to Do If
  • Best Practices for Handling the Unexpected
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Why Lorman?

Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Credits

OnDemand Webinar

This course was last revised on November 13, 2015.

Call 1-866-352-9540 for further credit information.

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

Live Webinar Registration

  • AL CLE 1.5
     
  • This course or a portion thereof has been approved by the Alabama State Mandatory Continuing Legal Education Commission for a maximum of 1.5 hours credit.
     
  • AR CLE 1.5
     
  • This course has been approved for 1.5 hours of CLE by the Arkansas CLE Board.
     
  • Arizona CLE 1.5
     
  • The State Bar of Arizona does not approve or accredit CLE activities for the Mandatory Continuing Legal Education requirement. This activity may qualify for up to 1.5 hours toward your annual CLE requirement for the State Bar of Arizona.
     
  • CA MCLE 1.5
     
  • Lorman Business Center, Inc. is a State Bar of California approved MCLE sponsor and this course qualifies for 1.5 CLE hours of participatory credit.
     
  • CT CLE 1.5
     
  • Neither the Connecticut Judicial Branch nor the Commission on Minimum Continuing Legal Education approve or accredit CLE providers or activities. This course has been approved for CLE credit in jurisdictions aside from CT and therefore it automatically meets the content and delivery requirements in Connecticut. Credit is based on a 60 minute credit hour and shall be awarded as follows: 1.5 CLE credit(s).
     
  • HI CLE 1.5
     
  • This program was approved by the Hawaii State Board of Continuing Legal Education for 1.5 CLE credit hours.
     
  • IL CLE 1.5
     
  • This course was approved for a total of 1.5 hours of MCLE Credit by the Illinois MCLE Board.
     
  • ME CLE 1.5
     
  • This course has been approved by the State of Maine Board of Overseers of the Bar. Lawyers who complete this course shall receive 1.5 hours of CLE credit under M. Bar R. 12.
     
  • MT CLE 1.5
     
  • This program has been approved by the Montana Commission of Continuing Legal Education for a total of 1.5 CLE credits.
     
  • NH MCLE 1.5
     
  • NH MCLE does not approve or accredit CLE activities for the NH Minimum CLE requirement. Lorman Education Services believes this course meets the requirement of NH Supreme Court Rule 53 and may qualify for CLE credit(s). Program Length: 90 Minutes.
     
  • NJ CLE 1.8
     
  • This program has been approved by the Board on Continuing Legal Education of the Supreme Court of New Jersey for 1.8 hours of total CLE credit.
     
  • NV CLE 1.5
     
  • This program has been approved by the Nevada Board of Continuing Legal Education for 1.5 CLE hours.
     
  • PA CLE 1.5
     
  • This Distance Learning program has been approved by the Pennsylvania Continuing Legal Education Board for 1.5 hours of substantive law, practice and procedure CLE credit.
     
  • RI CLE 1.5
     
  • This program has been approved by the Rhode Island Mandatory Continuing Legal Education Commission for 1.5 hours of CLE credit.
     
  • TN CLE 1.5
     
  • This program has been approved as a distance learning format by the Tennessee Commission on Continuing Legal Education for a maximum of 1.5 hours of credit.
     
  • VT CLE 1.5
     
  • This program has been approved by the Mandatory Continuing Legal Education Board of Vermont for 1.5 hours of CLE credit.
     
  • WA CLE 1.5
     
  • This program has been approved by the Washington State Board of Continuing Legal Education for 1.5 hours of Law & Legal Procedure credit.
     
  • WI CLE 1.5
     
  • This program has been approved by the Board of Bar Examiners for 1.5 hours for use toward the Wisconsin Mandatory CLE requirement.
     
  • WV MCLE 1.8
     
  • This program has been approved by the West Virginia State Bar MCLE Commission for 1.8 MCLE hours.
     
  • HR Certification Institute 1.5
     
  • This program has been approved for 1.5 (General) recertification credit hours toward aPHR(TM), aPHRi(TM), PHR®, PHRca®, SPHR®, GPHR®, PHRi(TM) and SPHRi(TM)recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
     
  • SHRM 1.5
     
  • Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.
     

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

Who should attend?

This live webinar is designed for human resource managers, accountants, benefits and payroll professionals, business owners and managers, controllers, CFOs and attorneys.

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Why Lorman?

Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Faculty

Gregory P. Abrams

Gregory P. Abrams

Faegre Baker Daniels LLP

  • Partner at Faegre Baker Daniels LLP
  • Counsels clients on matters involving drug and alcohol testing, criminal background checks, covenants not to compete, wage and hour law laws, and employee discipline and termination; his practice includes working with organizations to create separation agreements and releases, employee handbooks, and other employment policies
  • Defends companies in employment litigation, including representing employers in complex, classwide and systemic litigation
  • Deep experience in defending against class and collective actions under the Fair Labor Standards Act (FLSA), Title VII and Section 1981, including defeating class certification and prevailing on the merits
  • Regularly defends employers in a full range of employment cases, including claims under the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), the Family and Medical Leave Act (FMLA), the Employee Retirement Income Security Act (ERISA), and other state and federal anti-discrimination, wage and hour, and anti-retaliation laws
  • Represented employers in jurisdictions throughout the country, as well as before the Equal Employment Opportunity Commission (EEOC), U.S. Department of Labor, and other state and local agencies
  • Wrote multiple publications and presented on a variety of employment law issues, including in particular on wage and hour law developments and compliance
  • J.D. degree, University of Chicago Law School; B.A. degree in economics and political science, summa cum laude, University of Pennsylva
Angela N. Johnson

Angela N. Johnson

Faegre Baker Daniels LLP

  • Associate at Faegre Baker Daniels LLP
  • Advises and defends employers inside and outside the courtroom; her litigation practice focuses on defending against claims of discrimination, harassment, and retaliation under Title VII, Section 1981, the ADA, and ADEA, and she counsels employers through day-to-day employment issues – from hiring to firing and everything in between, as well as the use of drug and alcohol testing, background checks, and workplace training and investigations
  • Regularly speaks at seminars on a variety of topics, including on drug and alcohol testing, the use of social media in the workplace, and many others
  • Has published several articles including, "Background checking Job Candidates? Stay in Compliance or Risk Employment Litigation,” and “Opioid Crisis: Keeping the Workplace Drug-Free and ADA Complaint”; she is also a chapter editor of “Age Discrimination in Employment Law,” published by Bloomberg Law
  • J.D. degree, University of Notre Dame; B.A. degree in political science, Indiana University - South Bend
  • Can be contacted at [email protected] or 317-237-1033
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Why Lorman?

Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

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Product ID: 406014
Published 2015, 2019
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