On April 1, 2016, new regulations from California’s Fair Employment and Housing Council will go in effect. These new regulations state that “[e]mployers have an affirmative duty to create a workplace environment that is free from employment practices prohibited by the Act,” and require changes in employment policies. As a result, employers should carefully review their existing policies to ensure compliance with these new standards and act quickly to make any needed changes before April 1.
Continue Reading HR’s Work Is Never Done: New California FEHA Regulations Require Revision of Anti-Harassment Policies

More than a year ago we wrote about the intersection of state laws permitting certain medicinal and recreational use of marijuana and employers’ lawful ability to enforce policies prohibiting drug use.  (A Hazy Area of the Law:  The Impact of Medicinal and Recreational Marijuana Laws on Employers.)  At that time, we noted that a Colorado Court of Appeals’ ruling strengthened the position that an employer can lawfully terminate an employee for using medicinal marijuana in violation of its drug policies, even if the employee was not impaired at work and did not use marijuana while at the worksite or during work hours.  The Colorado Supreme Court recently confirmed that proposition, giving employers a big sigh of relief.
Continue Reading Employees Can Be Terminated for Using Marijuana – Even in Colorado