August 4, 2017 – Medical marijuana legalization is becoming more prevalent, as states continue to legalize marijuana for medical and recreational purposes. This new trend has created legal ramifications for employers, who have struggled to create and maintain drug testing policies to keep pace with differing state laws. Employers can still enforce drug-free workplace policies and implement drug-testing policies, provided that those policies comply with state law.
Our own Of Counsel, Amanda Wingfield Goldman provides insight and direction on this issue facing employers throughout the US.
To read the full article “My New Hire Has a Medical Marijuana Card. Now What?“ published in the Recruiting Daily Advisor a Business and Legal Resources publication, click here.
Amanda Wingfield Goldman if of counsel in Coats Rose’s New Orleans office. Her practice is concentrated primarily in labor and employment and she has defended employers in Title VII employment discrimination claims, and claims under the FLSA, FMLA, ADEA, OSHA, USERRA, ADAAA, WARN Act, and other employment-related lawsuits, as well as contractual disputes arising out of employment agreements. Amanda is a Certified Ethics Trainer for the State of Louisiana. She is licensed in Louisiana and Texas.