Combatting the Opioid Epidemic at Work: Employer’s Guide to Limiting Legal Liability while Enforcing Drug-Free Workplace Policies

recording Combatting the Opioid Epidemic at Work: Employer’s Guide to Limiting Legal Liability while Enforcing Drug-Free Workplace Policies

You Will Learn:

  • How to identify signs of prescription drug abuse and potential opioid addiction
  • Employer obligations under OSHA’s general duty clause
  • Employer’s responsibility for reasonable accommodation under the ADA
Access the pre-recorded audio conference
$269.00
 

What can employers do to combat the opioid epidemic?

Opioid use has risen to epidemic proportions in the U.S., affecting all 50 states and cutting across economic and demographic segments.

In fact, according to a recent survey 80 percent of large employers are concerned about abuse of prescription opioids. Yet, only 19 percent of employers feel "extremely prepared" to deal with prescription drug misuse in the workplace.

So, what can employers “legally” do to identify and help employees avoid, overcome and manage opioid addiction?

Learning Objectives

This practical webinar identifies what employers can and can’t do to enforce drug-free workplace policies, and will guide you through the steps you should take to avoid violating ADA and other state and federal laws.

  • Prescription drug addiction’s impact on worker productivity and safety
  • How to identify signs of prescription drug abuse and potential opioid addiction
  • Employer obligations under OSHA’s general duty clause
  • Specific steps to take if an employee appears impaired on the job
  • Strategies for improving drug-free workplace policies—and quell abuse of prescription painkillers paid for by employer-funded plans
  • Tips to help improve employee communication about potential drug abuse
  • Employer’s responsibility for reasonable accommodation under the ADA
  • Treatment and continuing care options for employees
  • Your role as a benefits or HR manager in helping addicted workers

Product ID: 16842

Bonus Material

Plus, you get Marijuana in the Workplace: Employer Guidelines for Navigating the Legal Haze of Medical and Recreational Use – a $257 value – yours FREE!

This essential guide will arm you with the knowledge you need to mold your organization’s hiring, drug testing, disciplinary, and safety policies to be compliant and properly documented.

• Marijuana at Work: What Employers Need to Know
• Medical Marijuana and the Law
• Marijuana In The Workplace
• Sample Marijuana Policy
• List of States that Have Legalized Medical Marijuana
• List of States with Pending Legislation

Get the information you need to ensure your organization’s hiring, drug testing, disciplinary, and safety policies are compliant and properly documented.

Limit Your Legal Liability while Enforcing Drug-Free Workplace Policies!

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Faculty

Albert (Bert) B. Randall, Jr. Esq.
Albert (Bert) B. Randall, Jr. Esq.
President, Franklin & Prokopik, P.C.

Bert Randall, Jr., President of Franklin & Prokopik, is a trial attorney concentrating in complex matters involving employment, tort liability and business litigation. He regularly represents companies in state and federal courts, and before state and federal administrative agencies.

Sarah S. Lemmert
Sarah S. Lemmert
Counsel, Franklin & Prokopik, P.C.

Sarah Lemmert joined F&P in 2014 and was promoted to counsel in 2018. In addition to representing employers and insurers in workers’ compensation matters, she advises companies on employment and labor law compliance and provides assistance in drafting handbooks and workplace policies.

Continuing Education Units

  • hrci

    HRCI – Receive 1.25 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.

    “The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.”

Limit Your Legal Liability while Enforcing Drug-Free Workplace Policies!

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