The U.S. Drug Enforcement Administration (DEA) on May 16, 2024, issued a proposed rule to move marijuana from its current classification as a Schedule I drug to a Schedule III drug, thereby loosening federal DEA restrictions.
The rescheduling of a controlled substance follows a formal rulemaking procedure that requires notice to the public, and an opportunity for comment and an administrative hearing. This proposal starts the process, where the Drug Enforcement Administration will gather and consider information and views submitted by the public, in order to make a determination about the appropriate schedule. During that process, and until a final rule is published, marijuana remains a schedule I controlled substance.
Under the CSA, Schedule I drugs have no currently accepted medical use and a high potential for abuse. Some examples of Schedule I drugs include heroin, LSD and ecstasy. A Schedule I categorization means that not only is marijuana use (including sale, distribution and ingestion) illegal federally, but also that researchers face strict restrictions regarding access to the product, even for research purposes only. Moreover, businesses that manufacture, distribute or sell Schedule I drugs are unable to access the U.S. banking system, leaving business in the 38 states that have legalized marijuana unable to access safe banking.
The Marijuana legalization regulations have impacted Employers whether they are in a state where Marijuana has legalized medicinal and recreational usage. In addition to federal restrictions and state restrictions, many Employers do not know what leverage or power they have to manage the balance between legal Marijuana usage and managing a true drug-free workplace program, consider reasonable accommodations, and mitigate other federal regulations. This challenge impacts not only OSHA guidelines but it also impacts the American with Disabilities Act (ADA), Family Medical Leave Act (FMLA), and HIPPA Guidelines. Employers need guidance they can follow.
This training provides that guidance and will help Employers reduce their risk States have continued to join the Legalized Marijuana bandwagon but there are still different state regulations that are different from each other.
The Marijuana legalization regulations have impacted Employers whether they are in a state where Marijuana has legalized medicinal and recreational usage. In addition to federal restrictions and state restrictions, many Employers do not know what leverage or power they have to manage the balance between legal Marijuana usage and managing a true drug-free workplace program, consider reasonable accommodations, and mitigate other federal regulations. This challenge impacts not only OSHA guidelines but it also impacts the American with Disabilities Act (ADA), Family Medical Leave Act (FMLA), and HIPPA Guidelines. Employers need guidance they can follow.
This training provides that guidance and will help Employers reduce their risk States have continued to join the Legalized Marijuana bandwagon but there are still different state regulations that are different from each other.
Margie Faulk
Margie Faulk is a senior level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, …
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