Reasonable Suspicion: The Impact of Marijuana, Drugs, and Alcohol at Work
A guide to implementing and enforcing a substance abuse policy
Marijuana is legal in Massachusetts. Does this mean that you must allow employees to smoke or use THC products while on break or after work in the parking lot? Can you search an employee’s desk, locker or lunch bag for drugs or alcohol? Even if you aren’t thinking about disciplining employees, it can be confusing to understand how to approach suspected abuse as it may be a covered disability. If you are concerned about employee behaviors related to drugs or alcohol, this is your chance to ask questions and understand your personal and company responsibilities.
This knowledge-building session gives you the chance to:
- Identify the laws and documentation requirements
- Understand how to respond if someone comes to work under the influence
- Develop unique policies and procedures for responding to reasonable suspicion
- Communicate policies to employees as well as the responsibilities of leadership
Who Should Attend?
- HR Professionals
- Supervisors and Managers