The rate of positive drug test results among the U.S. workforce is at a 12-year high.

The ADA does not prohibit drug and alcohol testing, but consult an attorney before taking disciplinary action.

The ADA states that drug tests are not medical examinations.

Proper handling of drug and alcohol abuse may help a good worker to return to top form.

Employers may have flexibility to exclude medical marijuana users from safety-critical construction roles.

The ADA and FMLA prohibit employers from discriminating against workers because of past addiction.

A federal court ruled that worker’s self-administration of an illegal drug for pain relief was grounds for discharge.

Employers must have a marijuana workplace policy that conforms to applicable state laws.

You may be forced to accommodate your employees’ legal cannabis use.

You must understand the rights and protections given by state marijuana laws in locations where you operate.