At The Podium

On June 26, 2018, Oklahomans went to the polls and approved a ballot initiative legalizing medical marijuana.  Because the new law includes certain employment protections for job applicants and employees who possess a valid state-issued medical marijuana license, Oklahoma employers are now left to grapple with the challenge of ensuring compliance with the law while also maintaining a safe, drug-free workplace.  Even though it will be a while before license holders will have access to medical marijuana, employers are encouraged to take action now.

While speaking before a group of northwestern Oklahoma employers at the High Plains Technology Center in Woodward, Oklahoma, labor and employment attorney Charlie Plumb clears the air on what’s included in the new law (and what isn’t), discusses the various ways this new law will impact employers, and reviews best practices for staying in compliance and out of court.

Topics include:

• Employment protections for medical marijuana license holders
• Which employers may be excepted from the new law
• Implementing and enforcing lawful workplace restrictions
• What changes are needed to update your drug and alcohol policies and testing programs
• Educating your workforce on what rights are granted and what prohibitions still apply
• Training your managers and supervisors to observe and document impairment
• What to expect in the way of potential legal activity and challenges in the Oklahoma Legislature and courts
• Important workplace issues still left unanswered by the new law and Oklahoma State Department of Health rules