Blog

As marijuana laws continue to evolve across the country, many employers assume that legalization automatically means marijuana is harmless. Unfortunately, that assumption can create significant workplace risks. Healthcare providers across the United States are reporting an increase in emergency department visits and hospitalizations related to cannabis use. While many individuals use marijuana without requiring medical care, high-potency cannabis products, edibles, concentrat

Cannabis products have changed dramatically over the past few years. Today, THC can be found in beverages, gummies, chocolates, mints, baked goods, tinctures, capsules, vape products, and even products derived from hemp, such as Delta-8 and Delta-9 THC beverages. Because many of these products look like everyday food or drinks, employees may not recognize—or may underestimate—their potential to cause impairment. For employers committed to maintaining a safe, productive, and c

As of June 29, 2026, the U.S. Drug Enforcement Administration (DEA) has officially begun its administrative hearing to determine whether marijuana should be reclassified under the federal Controlled Substances Act. This marks the next phase in a lengthy federal review process that could eventually change marijuana's classification from a Schedule I to a Schedule III controlled substance. While this hearing has generated significant national attention, it is important for empl

We wanted to share an important update regarding the federal government's ongoing review of marijuana's classification under the Controlled Substances Act and what this process could mean for employers across the country. A DEA Administrative Law Judge has established the procedures for a hearing scheduled to begin on June 29 regarding the proposed federal rescheduling of marijuana from Schedule I to Schedule III. As media coverage and public discussion surrounding this i

*Names have been changed for privacy Mike had been one of the most dependable employees at a mid-sized manufacturing company in Ohio for nearly eight years. He was known for arriving early, volunteering for overtime, and mentoring newer employees on the production floor. Over several months, however, his supervisor began noticing changes. Mike was arriving late, making unusual mistakes, and seemed distracted during safety meetings. Coworkers also reported that he appeared unu

Today, “drug-free workplace” policies are so common that many people assume they have always existed. In reality, these policies became widespread only within the last few decades and were shaped by major cultural, political, and workplace changes in the United States. Understanding where these policies came from helps explain why they continue to influence workplaces today. Prior to the 1980s, most employers did not routinely drug test employees. While companies certainly ha