The law will allow people with the following medical conditions to use marijuana: HIV/AIDS, amyotrophic lateral sclerosis (ALS), Alzheimer’s disease, cancer, chronic traumatic encephalopathy (CTE), Crohn’s disease, epilepsy or another seizure disorder, fibromyalgia, glaucoma, hepatitis C, inflammatory bowel disease, multiple sclerosis, pain that is either chronic and severe or intractable, Parkinson’s disease, post-traumatic stress disorder, sickle cell anemia, spinal cord disease or injury, Tourette’s syndrome, traumatic brain injury, and ulcerative colitis.
Importantly, employers retain the right to fire medical marijuana users if the use violates a drug-free workplace or zero tolerance policy.
For more on what this means for Ohio employers, click here.
Here’s the rest of what I read this week:
Discrimination
For more on what this means for Ohio employers, click here.
Here’s the rest of what I read this week:
Discrimination
- A Special Blog for Special-Needs Caregivers — via Workforce
- If everyone just spoke American — via Dave Tippett at The Employers’ Association
- Taking The EEOC At Its Word: Court Relies On Agency’s Own Declaration In Granting Summary Judgment — via Workplace Class Action Litigation
- Abercrombie rule doesn’t cover ADA bias — via Business Management Daily
- New EEOC lawsuit highlights the discrimination risks of mandatory flu shots — via Eric Meyer’s The Employer Handbook Blog
- EEOC Takes Contractor to Court Over Firing of 7th-Day Adventist Who Sought Accommodation — via Joe’s HR and Benefits Blog
Technology & Social Media
- Are Lawyers “Getting” Cybersecurity? — via Ride The Lightning
- The Time Is Now to Prevent a Cybersecurity Workforce Crisis — via U.S. News & World Report
- How Confidential is Your Information? — via Currents
- A #SHRM16 Interview with Joel Cheesman on Ratedly — via SHRM
- Five things to know about biometrics in the workplace — via California Employment Law Report
- Turning LinkedIn into a Social and Political Statement — via The Evil Hr Lady, Suzanne Lucas, at Inc.com
HR & Employee Relations
- Making the New Workplace Work — via Next Blog
- Future Friday: Who is helped by a reduced workweek? — via Mike Haberman’s Omega HR Solutions
- The New Do’s and Don’ts of Workplace Attire at J.P. Morgan — via The Wall Street Journal’s Moneybeat
- President Obama and Non-Competes — via Smooth Transitions
- Defend Trade Secrets Act versus the UTSA — via Fair Competition Law
- Love The Employment Practices or Not, Uber Wins Because of This Fact… — via The HR Capitalist, Kris Dunn
- Why Do Bosses Become Bullies And Bully Their Best Performers? — via FisherBroyles
- Summertime, and the Livin’ is … well, potentially complicated — via EmployerLINC
- 10 Things Every Teen And Young Adult Should Know About Workplace Rights — via Donna Ballman’s Screw You Guys I’m Going Home
Wage & Hour
- “Strippers Notch Significant Victory In Quest To Be Treated Fairly” — via How Appealing
- Uber & Exotic Dancers? — via Workplace Prof Blog
- Are Uber Drivers Employees or Independent Contractors? — via Overtime Lawyer Blog
- FLSA morale nightmare: Dealing with the “new non-exempt” — via Robin Shea’s Employment & Labor Insider
- Employer Concerns About The New Overtime Exemption Rules Aren’t A Myth — via Wage & Hour Insights
- Bosses may work around expanded overtime — via Detroit News
- Are You Personally on the Hook for Wage and Hour Violations? — via Next Blog
- Top Wage and Hour Updates for In-House Counsel — via In House
Labor Relations
- Fifth Circuit cool with union micro-units — via Phil Miles’s Lawffice Space
- NLRB Curtails Employers’ Right to Hire Permanent Replacements for Strikers – Bolsters Unions’ Ability to Use Intermittent Strikes — via Management Memo
- Desperate Unions Resort to … Inflatable Rats? — via LaborPains.org
OSHA & Safety
- Cluttered workplace leads to six-figure OSHA fine — via Meyers Roman’s Ohio OSHA Law Blog
- Joint Pain in the Workplace — via Workplace Insights
- A Whole New Workplace Exam: MSHA Proposes Major Changes — via OSHA Law Blog