The (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. How Will This Impact Employers?

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.

• How Can Employers mitigate Legalized Marijuana with their Drug-Free Workplace Program?
• How do the ADA, FMLA, and Legalized Marijuana overlap?
• What States and Local jurisdictions have Legalized Marijuana?
• What about the use of Medicinal Marijuana for chronic illnesses?
• What Reasonable Accommodations can be made by Employers when it comes to Marijuana in the workplace?
• What resources can Employers access to mitigate all the changes with Legalized Marijuana?
• What are the Federal regulations on the use of Marijuana in the workplace
• What states are restricting pre-employment drug testing for Marijuana?
• What are the types of Marijuana and how they are ingested?
• Does your Company have a true Drug Free Workplace Program?
• Learn if you are compliant with the Workers Comp requirements of a Drug-Free Program or lose the 4-5% discount;
• How will Employers mitigate drug-free workplaces with the new regulations?
• What policies should be in place to comply with the new regulation?
• What issues will HR professionals have to manage with the new regulations?
• Is Marijuana a reasonable accommodation

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.

• All Employers
• Business Owners
• Company Leadership
• Compliance professionals
• HR Professionals
• Managers/Supervisors
• Employers in all industries
• Small Business Owners

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, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management.

Margie is a speaker and accomplished trainer and has created and presented compliance seminars/webinars for over 16 US and International compliance institutes. Margie has testified as a compliance subject matter expert (SME) for several regulatory agencies and against regulatory agencies, thank goodness not on the same day. Margie offers compliance training to HR professionals, business owners, and leadership to ensure compliance with workplace and regulations.

Margie’s unique training philosophy includes providing free customized tools for all attendees. These tools are customized and have been proven to be part an effective risk management strategy. Some of the customized tools include the I-9 Self Audit. Correction and Storage program, Ban the Box Decision Matrix Policy that Employers can provide in a dispute for allegations, Family Medical Leave Act (FMLA) Compliance Guide, Drug-Free Workplace Volatile Termination E-Book and other compliance program tools when attendees register and attend Margie’s trainings.

Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).