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Addiction in the Workplace: Drugs, Alcohol & Digital Addictions—Legal Risks & Employer’s Rights & Responsibilities - On-Demand

Addiction in the Workplace: Drugs, Alcohol & Digital Addictions—Legal Risks & Employer’s Rights & Responsibilities - On-Demand

Product Code: YEWA012519D

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Addiction in the Workplace: Drugs, Alcohol and Digital Addictions—The Wave of Legal Risks Under the ADA and an Employer’s Legal Rights and Responsibilities- On-Demand

Webinar now available On-Demand.


WEBINAR SNAPSHOT: Learn how to navigate ADA compliance obligations concerning employees with addictions stemming from drugs, alcohol, and other vices.


 

As the opioid crisis has grown, it has put the topic of addiction front and center in our national conversations. As a result, our society’s understanding and definition of addictions has evolved. The idea of addictions was something that was once whispered about, with passing references to alcohol or drugs. Today, that has changed, particularly in recent years.

Addictions are widely recognized as medical conditions and spoken about more openly. We’ve also seen their effects on the workplace. Whether you’re dealing with more familiar addictions, such as alcoholism, or more newly recognized issues, such as digital addiction, managing your workforce has become more complicated.

But what does that mean for employers? What responsibilities does your company have to employees with addictions? And what legal protections exist? How can you proactively work with your employees while also protecting your organization from any future legal ramifications?

It's a tricky situation and employers need to be clear on what they can and can’t do when it comes to enforcing addiction-related policies in the workplace.

Use this on-demand webinar on how to manage the impact of addictions in your workplace in compliance with the ADA and other federal laws, such as FMLA, OSHA, and HIPAA.

You’ll learn:

  • The costs of missed work, job turnover, and excess healthcare usage by workers with substance abuse and other types of addictive disorders
  • An employer’s duty to update its drug-free workplace policy in states where recreational and/or medicinal marijuana have been decriminalized and what you can and can’t do to enforce drug-free workplace policies in states where it is legalized
  • The practical impact opioid usage can have worker productivity and safety, and when you have an obligation to take action under OSHA’s general duty clause
  • How to align post-incident drug testing policies with OSHA’s new rule to improve tracking of workplace injuries and illnesses 
  • What to do if an employee appears impaired on the job 
  • How to adapt to new forms of addiction that may appear in the workplace, such as digital addictions
  • How to handle confidentiality and electronic recordkeeping issues so you don’t spark legal liabilities for your organization 
  • How to recognize a “trigger” to conduct an interactive process under the ADA when opioid dependencies or side effects may require a reasonable accommodation evaluation
  • Why reasonable accommodations for a “disability” are not required for applicants or employees who are prescribed marijuana for medicinal purposes, but outright exclusions of medical marijuana users may still violate the ADA non-discrimination provisions 
  • Steps to take to enforce your drug-use and addiction policy without violating the ADA, the FMLA, or other federal laws, such as HIPAA 
  • How to communicate with employees about potential addictions
  • When granting leave may be required as a reasonable accommodation under the ADA or the FMLA 
  • Your role as a safety or HR manager in helping addicted workers 
  • And much more!

 

About Your Presenter:

Miranda WatkinsMiranda Watkins
Fisher Phillips

Miranda Watkins is an associate in the firm's San Diego office. Ms. Watkins is passionate about counseling businesses of all sizes on their day-to-day labor and employment issues, offering preventative advice and tools to protect employers. She also litigates cases on variety of issues, including disability discrimination claims, leaves of absences, wage and hour claims, retaliation and wrongful termination. She represents employers in a range of industries in all areas of labor and employment law. Before joining Fisher Phillips, Ms. Watkins worked as an associate attorney for a national law firm, focusing on employment and general civil litigation matters.

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