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Recognizing Signs of Impairment Due to Legal Drug Usage in California: How to Train Supervisors on What to Do and Never Do

Recognizing Signs of Impairment from Legal Drug Usage in CA: How to Train Supervisors on What to Do and Not Do - On-Demand

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Recognizing Signs of Impairment from Legal Drug Usage in CA: How to Train Supervisors on What to Do and Not Do - On-Demand

Webinar now available On-Demand.

WEBINAR SNAPSHOT: Learn how to train supervisors and managers in California on recognizing the signs of impairment due to prescription drug use.earn how to manage employees with toxic personalities and pointers on warning signs to watch for so you don’t hire them in the first place.

Medical marijuana is legal in California. This means your employees may have a legal right to ingest marijuana, but what types of accommodations should supervisors and managers be prepared to make, and under what circumstances?

Consider this: When an employee is injured at work or is otherwise in pain due to a serious accident or chronic condition, the treating doctor may prescribe potent opioids and other prescription drugs to manage the patient’s pain. But, when those patients come back to work for your company, it’s important for supervisors and mangers to be able to recognize signs of impairment caused by such drugs while those employees are on duty. Otherwise, you run the risk of creating an unsafe or hazardous work environment since these prescriptions could hinder judgment and decrease mental sharpness, especially if they’re operating heavy machinery, driving for work, or otherwise engaged in conduct that requires mental clarity.

So, what should frontline supervisors and managers be looking for? How should they address a situation in which they believe an employee is under the influence of a legally prescribed substance that could render his or her performance deficient or downright unsafe?

Use this on-demand webinar, for an in-depth webinar that will explore this emerging and important issue. Attorney Miranda Watkins of Fisher Phillips LLP will provide recommendations on how to train supervisors and managers, so they’ll know what to watch out for and what to do without overstepping legal bounds under the Americans with Disabilities Act (ADA), California’s Fair Employment and Housing Act (FEHA), or other laws.

You’ll learn:

  • Direct and indirect signs that an employee may be using drugs—whether legally prescribed or not 
  • The ways in which drug usage could negatively impact your workplace 
  • Why training supervisors and managers on what to watch for can help save the company money in the long run 
  • The characteristics and behavioral issues supervisors and managers should be looking for 
  • What a supervisor or manager should do when it appears that an employee may be abusing or selling drugs 
  • What a supervisor or manager should do when confronting an employee suspected of having drug-related issues (and what should never be done to ensure compliance under the ADA/FEHA)
  • How to keep the focus on performance, so emotions, anger, or accusations don’t become the focus of a discussion with a worker who’s suspected of being “on something” Documentation best practices to follow for each and every incident involving observed impairments from drugs 
  • What generally constitutes reasonable suspicion warranting a fitness-for-duty examination
  • And Much More!

About Your Presenter

Miranda Watkins, Esq.  Associate  Fisher Phillips LLPMiranda Watkins, Esq 
Fisher Phillips LLP 

Miranda Watkins is an associate in Fisher Phillip LLP’s San Diego office. She represents employers in a range of industries, including construction and cannabusinesses, in all areas of labor and employment law. She 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, harassment, retaliation, and wrongful termination. 

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