Pre-employment marijuana testing would become a "discriminatory act."

A positive test may not equate to impairment.

More weed, and more money!

The court found in favor of the plaintiff, holder of a medical marijuana card.

What better way to start the Labor Day weekend than with a drug test?

Here are five hot issues that employers ignore at their peril.

Last month, I had the pleasure of speaking to the Federal Bar Association about hot topics under the Americans with Disabilities Act with my blogging buddy Bill Goren, proprietor of the Understanding the ADA blog. If you haven’t visited Bill’s blog, you should — he covers all aspects of the ADA, including Titles II and III, as well as the employment provisions (Title I).

Here are four ADA (or ADA-related) areas that employers need to watch in the coming year:

The November-December edition of Constangy's Executive Labor Summary is out! David Phippen has a good one (does he ever have any other kind?), including the current status of the U.S. Department of Labor's overtime rule (sick) and the Persuader Rule (still a pulse, but death is imminent), Secretary Thomas Perez's run for chair of the Democratic National Convention, and some dude in ...

In our December edition of ConstangyTV's Close-Up on Workplace Law, host Leigh Tyson interviews Tommy Eden about the growing number of states that have legalized marijuana use and how employers in "legal pot" states should respond. Please tune in!

https://www.youtube.com/watch?v=aX5a2xqwhU4

What effect are liberalized marijuana laws having on employer drug policies?

Maybe not as much as you'd think.

The Society for Human Resources Management just came out with a survey of employer marijuana policies in states that have legalized it in some degree. Here are some highlights from the SHRM study:

*Of 224 employers who have operations in jurisdictions that have legalized ...