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AB 2188 now prohibits employers from requiring tests for marijuana use for job applicants or randomly while employees are working. As usual, there are some exceptions, such as some positions in the building and construction trades or positions where federal government background investigation or security clearance is required.
Beginning January 1, 2024, a California law known as the Fair Employment and Housing Act includes certain protections for California workers who use cannabis – commonly known by terms such as “weed” or “pot” – of the job and away from the workplace. Below are answers to frequently asked questions about these protections and important exceptions.
28 cze 2021 · Despite legalizing the use of medicinal marijuana in 1996, California employers have long been permitted to take employment action against employees for testing positive for marijuana,...
On September 18, 2022, Governor Newsom signed into law AB 2188, a workplace antidiscrimination statute that amends the Fair Employment and Housing Act (“FEHA”) to protect a person’s off-duty, off-site cannabis use.
7 lut 2024 · Key provisions include the following: Protections for off-duty use: AB 2188 prohibits discrimination based on cannabis use outside of the workplace. More specifically, the bill created a new...
The law specifies that an employer is prohibited from discriminating against any person for hiring, termination, or any term or condition of employment based on the person’s use of cannabis off the job and away from the workplace.
In the rapidly evolving legal landscape of employment law, California stands on the brink of implementing pivotal cannabis-related legislation. These new laws, slated to take effect on January 1, 2024, are set to bring substantial changes to workplace policies and employee rights across the state.
