BEGIN:VCALENDAR VERSION:2.0 PRODID:icalendar-ruby CALSCALE:GREGORIAN BEGIN:VEVENT DTSTAMP:20240329T091746Z UID:ac5406c1-0cba-4a19-b595-d49112998d66 DTSTART:20211109T070000 DTEND:20211110T070000 CLASS:PRIVATE DESCRIPTION:
Recent state reg ulatory developments regarding medical and recreational marijuana have cre ated a complex web of compliance concerns for employers as they try to nav igate drug testing policymaking and substance abuse management in the work place. A sweeping opioid abuse epidemic further compounds these challenges \, requiring that employers maintain a delicate balance between business o bjectives\, employee rights\, and ADA requirements.
\n\nIt'\;s in an employer'\;s best interest to be proactive on this issue. According to the National Safety Council\, the estimated yearly economic impact of substance use disorders exceeds $442 billion. Workplaces assume a great de al of these costs in the form of absenteeism\, increased healthcare expens es and lost productivity. On the other end\, each employee who recovers fr om a substance abuse disorder saves a company more than $3\,200 a year.
\n\nThis one-day comprehensive seminar will provide practical informat ion on and strategies to address these sensitive and increasingly prevalen t workplace issues.
\n\nYou&rsquo\;ll learn:
\n\ n \;
\n\nRe
gistration and Breakfast
\n7:00 a.m. &ndash\; 8:00 a.m.
How
\, When\, and Why to Drug Test: Your Legal Rights and Limitations in Polic
y Development and Enforcement
\n8:00 a.m. &ndash\; 9:15 a.m.
\nT
his solutions-focused workshop will kick off with a comprehensive overview
of the current regulatory landscape concerning the legality of drug testi
ng.
This session will examine:
\n\n
\nNew Guidance on Pos
t-Accident Drug-Testing and Safety Incentive Programs: How to Comply with
OSHA&rsquo\;s &lsquo\;Reasonable&rsquo\; Reporting and Anti-Retaliation Pr
ovisions \;
\n9:25 a.m. &ndash\; 10:40 a.m.
\nA 2020OSHAfina
l rule created requirements for electronically reporting data about work-r
elated injuries and illnesses and codified a new antiretaliation provision
with serious implications for employer drug-testing\, incentive\, and dis
ciplinary programs. Under the new provision\, certain types of post-incide
nt drug testing could be considered illegal retaliation against employees
who report injuries or safety concerns. Safety incentive programs that rew
ard employees for the absence of injuries are another potential enforcemen
t target. An OSHA memo offers key guidance for employers about how the age
ncy will evaluate these programs&mdash\;and when your policies could lead
to costly citations. This session will cover your compliance obligations a
nd best practices concerning post-incident drug and alcohol testing and in
centive programs to help you assess your policies and ensure that you stay
on the right side of the line\, according to OSHA&rsquo\;s rule and guida
nce.
You&rsquo\;ll learn:
\n\n
\nNetworking &\; Refreshments Break
\n10:40 a.m
. &ndash\; 11:10 a.m.
Medical and Recreational Marijuana at Work
: Multi-State Updates for Emerging Compliance Obligations
\n11:10 a.m
. &ndash\; 12:25 p.m.
\nAccording to a recent Gallup poll\, more peop
le are using marijuana these days. The survey reveals that 43 percent of a
dults nationwide have tried cannabis. Thirteen percent of respondents said
they currently use it\, and more than half of Americans favor the legaliz
ation of marijuana. Also\, a recently released Quest Diagnostics Drug Test
ing Index&trade\; reveals that drug use among American workers has reached
the highest level in 12 years. The findings came from analyzing 10 millio
n workers&rsquo\; employment-related drug tests.
Given the uptic k\, employers nationwide are left struggling to fully understand how recen tly passed state laws legalizing recreational marijuana possession and use and other state laws authorizing the use of medical marijuana impact what they can and can&rsquo\;t do to monitor and restrict cannabis use or poss ession among their employees.
\n\nWhile marijuana is still illegal u nder federal law\, 28 states have passed legislation giving medical mariju ana usage the green light. Eight states and the District of Columbia have legalized recreational marijuana. And\, several states have enacted laws m aking the possession of small amounts of the drug a civil\, not criminal\, offense. How does the evolving legal landscape concerning medical and rec reational marijuana affect employment policies on drug testing and off-dut y conduct?
\n\nDuring this session\, you&rsquo\;ll learn:
\n\n
\nNetworking
Lunch
\n12:25 p.m. &ndash\; 1:25 p.m.
The Opioid Epidemic:
Steps You Can Take to Manage Effects\, Combat Worker Addiction\, and Limit
Your Legal Liabilities
\n1:25 p.m. &ndash\; 2:40 p.m.
\nOpioids
are a powerful class of drug and usage has proven to result in debilitati
ng addictions. According to the Centers for Disease Control and Prevention
(CDC)\, drug overdose-related deaths are up and six out of 10 of the fata
lities involve an opioid. Since 1999\, the amount of prescription opioids
sold in the United States has quadrupled even though there has not been a
change in the amount of pain being reported. The CDC has characterized the
situation as an epidemic\, and this crisis is particularly concerning for
employers.
You have a duty to maintain a working environment th at is &ldquo\;free from recognizable hazards &hellip\; causing or likely t o cause death or serious harm to employee&rdquo\; under the Occupational S afety and Health Act&rsquo\;s (OSH Act) general duty clause. Opioid use am ong your workers could have a serious impact on that environment.
\n\n< p>Consider\, too\, that if an employee is injured on the job\, he or she m ay be prescribed a powerful opioid to manage the pain. The longer the empl oyee is on that medication\, the greater the risk of addition. What can yo ur organization\, your workers&rsquo\; compensation carrier\, and your med ical providers do to minimize the risk of addiction when employees are tak ing prescribed drugs to manage chronic or acute pain?\n\nDu ring this session\, you&rsquo\;ll learn:
\n\n
\nNetworking &\; Refreshments
Break \;
\n2:40 p.m. &ndash\; 3:00 p.m.
How Employee Be
nefit Programs\, Including Health Insurance and Employee Assistance Progra
ms\, Can Help Employees Recover From Addiction \;
\n3:00 p.m. &nd
ash\; 4:15 p.m.
\nLast year\, the Department of Labor (DOL) stepped u
p enforcement of mental health parity requirements for group health plans.
This represents a growing effort to ensure that group health plans are in
compliance with the Mental Health Parity and Addiction Equity Act (MHPAEA
). In fiscal year 2020\, the DOL investigated 330 health-care plans and fo
und dozens of violations&mdash\;most related to how plans handle non-quant
itative treatment limits (NQTLs).
If your organization&rsquo\;s group health plan covers mental health and substance abuse disorders (MH/S UD)\, there are specific financial parity requirements the plans must meet concerning things like copays and deductibles. Also\, parity is required concerning benefit limitations affecting the scope or duration of treatmen t. In total\, there are six categories of benefits where parity between MH /SUD and medical/surgical coverage must be demonstrated. This session will examine final MHPAEA rule requirements and the most common compliance tro uble spots to watch out for\, as well as practical strategies for using em ployee assistance plans to help addicted workers start and stay on the roa d to recovery.
\n\nYou&rsquo\;ll learn:
\n\n \;
\n\n< p>Andrew J. SommerMr. Sommer advises employers on a wide range of employment-related issues\, and defends employers in admi nistrative proceedings\, arbitration and litigation at both the state and federal level. In addition to his litigation practice\, Mr. Sommer regular ly counsels clients on all aspects of the employment relationship\, includ ing leaves of absence\, reasonable accommodations for persons with disabil ities\, wage and hour compliance\, Cal/OSHA workplace safety matters\, pre vention of harassment and discrimination\, and effective employment polici es and procedures.
\n\n \;
\n\nDaniel C. Deacon \;
\nAssociate
\nConn Maciel Carey LLP \;
\nThe Labor and Employment and OSHA &\; Workplace Safety Practice
Groups
Dan'\;s practice focuses on all aspects of o ccupational safety &\; health law and labor and employment law. Dan adv ises and represents employers on a wide range of employment-related issues \, including wage and hour disputes\, claims of discrimination and harassm ent\, compliance with the Americans with Disabilities Act (ADA)\, the Affo rdable Care Act (ACA)\, and the Family Medical Leave Act (FMLA). He also r epresents employers in inspections\, investigations and enforcement action s involving OSHA and other state and local safety related agencies.
\n\ n \;
\n\nPlease contact the event manager Marilyn (marilyn.b. turner@nyeventslist.com ) below for:
\n\n- Multiple participant disc
ounts
\n- Price quotations or visa invitation letters
\n- Paymen
t by alternate channels (PayPal\, check\, Western Union\, wire transfers e
tc)
\n- Event sponsorships
\n
\nNO REFUNDS ALLOWED ON REGIS
TRATIONS
\nService fees included in this listing.
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\nThis event is
brought to you by:
\nBusiness &\; Legal Resources - NewYorkEvents
List
\nhttp://www.NyEventsList.com
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.com
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\nROC181018CEL