- Written by Rebecca A. Hause-Schultz and Glen A. Williams
While the contentious 2016 election is finally over, folks on both sides of the aisle are far from done talking about the results. Regardless of personal political beliefs, it is important for employers to remember that an employer’s political talk in the workplace can expose the company to liability. Political debate often brings up polarizing topics, for example immigration or religion. Employees may feel unwelcome in the workplace when their political beliefs or their candidates of choice do not align with their employer’s, potentially leading to claims of discrimination or retaliation. Thus, employers (and their management teams) should use caution when discussing politics in the workplace.
- Written by Jacquelyn Larson and Greg Blueford
California voters have passed Proposition 64, legalizing marijuana for recreational use for adults over the age of 21. However, because marijuana is still classified as a Schedule I substance and is illegal under federal law, employers will still have the right to maintain a drug free workplace.
First, Prop 64 will not take effect immediately. While individuals will be allowed to grow, possess and smoke certain amounts of marijuana recreationally after its official passage, dispensaries will not be licensed to sell recreational marijuana until January 1, 2018.
Second, the use of marijuana may still be prohibited in the workplace. Prop 64 states that its intent is to “allow public and private employers to enact and enforce workplace policies pertaining to marijuana.” Further, the law states that it will not be construed or interpreted to: