Recent changes – both legal and societal – have put Guns, Pills and Pot in the forefront of employer concerns. First, the Maine legislature recently mandated that employers allow employees with concealed weapon permits to keep firearms in their vehicles. Then the legislature made Maine a “concealed carry” state, by removing the requirement of obtaining a permit to carry a concealed weapon. The Maine legislature recently authorized the medical use of marijuana, then this past fall Maine voters approved a referendum legalizing its recreational use, then the legislature quickly modified that measure. Finally, Maine and the US face an opioid addiction epidemic that is creating additional safety risks in the workplace.
Can you nevertheless ban guns from your workplace? How can you make sure your employees are not impaired from marijuana use, and are the rules the same for medical versus recreational users? What steps can you take to keep the dangers associated with opioid use out of your business?
On March 9, we held this half-day program where we dug into these three challenges and helped our clients develop strategies for keeping thier workforces safe and productive. We sorted fact from fiction, effective from ineffective, and of course legal from illegal. And while Maine is mostly in the news, we looked into what is happening in the rest of New England as well.
This program was approved for 3.5 HRCI credit hours.