Debby Abel’s Post

South Dakota’s Gov. Kristi Noem (R) signed a bill into law that would roll back employment protections medical marijuana patients slightly, allowing employers to take action against people who test positive for THC if they work in a safety-sensitive position. (via FOX 9 | KMSP-TV) At Buzzkill Labs, our mission is to support employers in upholding workplace safety and compliance under diverse legal and regulatory conditions. With our proprietary testing platform, ToxiTrace™, we provide comprehensive solutions to navigate through the complex THC terrain. Discover how we can empower your business to thrive within legal boundaries while ensuring a secure workplace environment. #THCinsights #legalcompliance #workplacesafety #marijuanatesting #ToxiTrace

How construction managers can deal with changing marijuana laws On Dec. 2, the U.S. Drug Enforcement Agency will hold a hearing on whether marijuana should be reclassified as a Schedule III drug. That would remove it from Schedule I — which includes heroin, LSD and ecstacy — and reshelf it alongside Tylenol with codeine and anabolic steroids. Read More>>> https://buff.ly/3XTIbGZ #Insulation #ConstructionNews #MultiFamily #CommercialInsulation #MultiFamilyConstruction #Construction

How construction managers can deal with changing marijuana laws On Dec. 2, the U.S. Drug Enforcement Agency will hold a hearing on whether marijuana should be reclassified as a Schedule III drug. That would remove it from Schedule I — which includes heroin, LSD and ecstacy — and reshelf it alongside Tylenol with codeine and anabolic steroids. Read More>>> https://buff.ly/3XTIbGZ #Insulation #ConstructionNews #MultiFamily #CommercialInsulation #MultiFamilyConstruction #Construction

Take heed: South Dakota South Dakota’s Initiated Ballot Measure 29 would legalize the recreational use, possession and distribution of marijuana for individuals 21 years of age or older. The possession, ingestion and distribution of marijuana and marijuana paraphernalia would remain illegal for individuals under the age of 21, along with driving under the influence. The measure would also restrict the locations where individuals may possess or consume marijuana, such as schools and places where tobacco is prohibited, and property owners may regulate the use of marijuana on their property. The ballot measure does not affect state laws dealing with hemp or the state’s medical marijuana program. The ballot measure legalizes marijuana-derived substances considered felony-controlled substances under state law. Marijuana remains illegal under federal law. Importantly, this measure would not: Require an employer to permit or accommodate an employee to engage in conduct allowed by this measure; and Affect an employer’s ability to restrict the use of cannabis by an employee. Conclusion Employers with operations in these states should monitor these ballot measures for passage. If these measures are approved, employers will need to consider whether and how to update their employment policies. Additionally, employers should be prepared to clearly communicate any written changes that either allow or prohibit the use of cannabis and/or psychedelics during the course of the workday.

Yesterday I shared that the Drug Enforcement Administration (DEA) is officially proposing rescheduling marijuana from Schedule I to Schedule III. But we know that’s insufficient. To achieve true federal decriminalization, marijuana must be removed from the Controlled Substances Act (CSA) by descheduling it. Descheduling marijuana is the only way to end federal prohibition and the harms it’s causing to our communities.     As we keep pressure on Biden’s DEA to deschedule, we are also working to do the same in Congress. Today, I have another big update: the Cannabis Administration and Opportunity Act (CAOA) was officially reintroduced in the Senate with **18** original cosponsors already on board! The bill would federally decriminalize marijuana by descheduling it and begin to repair the damage caused by decades of prohibition. Despite what happens with the schedule review order, we need a Congressional solution like the CAOA.   Learn more here:

In today's #FMG blog, we cover a recent ordinance in Pittsburgh, PA that expands protections for medical marijuana patients in the workplace. This legislation limits drug testing practices but offers industry exceptions. For the full implications on workplace policies and employee rights, read the full blog. https://bit.ly/3NjaVTw FMG authors: Sunshine Fellows, Thomas Starks, Chloe C. Zidian, Esq. #FMGLaw #EmploymentLaw #PennsylvaniaLaw #medicalmarijuana #employers

Raben has long worked on federal marijuana reform because we believe its criminalization has disproportionately impacted communities of color, leading to mass incarceration, disenfranchisement, and barriers to economic opportunity. President Biden’s SOTU announcement on the need to take marijuana/cannabis out of the same restricted class of drugs as heroin and synthetic fentanyl, is the most meaningful step ever taken to reform federal drug policy. POTUS’s efforts must include restorative measures to address the historical injustices and harms inflicted on these communities. These measures include expunging past convictions and providing opportunities for those affected to rebuild their lives and share in the growth of the legal, regulated market. Furthermore, cannabis has become a multi-billion dollar industry, but individuals who were disproportionately impacted by the war on drugs often face barriers to entry into this lucrative market. Restorative justice must include opportunities for these individuals to participate in the legal cannabis industry and benefit from its economic growth. We look forward to continuing our marijuana reform work with the Biden administration as we work to right historical injustices and reduce industry disparities.

The patchwork quilt of marijuana legalization standards across the country create downstream problems for employers nationwide and our workforce. Failure of a drug test simply indicates a substance is present within the body. A drug test does not indicate, when how much, how often the substance is consumed. A failed drug test is not indicative of substance abuse or dependency or impaired driving. "Since 2020, more than 139,000 commercially licensed drivers have failed mandatory drug tests for cannabis – far more than the total number of test failures for all other substances combined. Approximately 70 percent of drivers with drug test failures have not reapplied for work." #commercialtruckdrivers #commercialtruckinglaw #attorneys

According to a recent Pew poll, only one out of ten Americans wants to keep marijuana totally illegal. It's clear that attitudes towards cannabis are evolving, with the majority favoring some form of legalization. As the landscape changes, it's crucial for policymakers to listen to the will of the people and adapt accordingly. #cannabisindustry #cannabiscommunity #cannabisnews #cannabiseducation #cannabispolicy #cannbislaw https://lnkd.in/exP4SwzD

Cannabis laws have rapidly changed. What does this mean for medical marijuana in the workplace? Watch our video to learn more. 👇