Resources

Client Alerts, News Articles, Blog Posts, & Multimedia

Everything you need to know about BMD and the industry.

Ohio Legalizes Recreational Marijuana; What’s Next for Ohio Employers?

Client Alert

On November 7, 2023, Ohio passed Issue 2, legalizing recreational marijuana for adults 21 years of age and older. The law will take effect on December 7, 2023, although it is expected that we will be well into 2024 before Ohio recreational dispensaries open to the public. In the interim, employers will need to make some decisions and revise and/or put policies into place regarding marijuana use by employees. 

Under the statutory requirements for Issue 2, the following was specifically enumerated: 

  1. Employers are not required to permit or accommodate an employee’s use of marijuana, either during work hours or outside of work time.
  2. Employers may still refuse to hire, fire, discipline, or otherwise take an adverse employment action against an employee because of the employee’s use or possession of marijuana, either during work hours or outside of work time.
  3. Employers may still establish and enforce a drug testing policy, drug-free workplace policy, and/or a zero-tolerance policy for marijuana.
  4. Employers may still utilize the Ohio Workers’ Compensation rebate/discount program by participating in the drug-free workplace program. 

Importantly, if an employee is discharged for use or possession of marijuana in violation of a written drug-free workplace or similar policy, the employee will be deemed to have been terminated “with cause” for purposes of unemployment benefits, likely resulting in the denial of the same. 

Based on the rights available under this new statute, employers in Ohio have a few decisions that they will need to make, some of which are as follows: 

  1. Will they continue to test for marijuana during established drug testing?
  2. Will they prohibit the use of marijuana by employees during work hours?
  3. Will they prohibit the use of marijuana by employees outside work hours?
  4. Will they continue to participate in optional, state programs for drug-free workplaces to receive discounts on Workers’ Compensation premiums? 

In addition, if an employer is considered a federal contractor, it may also have requirements to implement a drug-free workplace, with drug testing. Such program is still likely to include testing for marijuana. Although it is expected that marijuana may be removed as a Schedule I drug within the next 12 months, this has not yet occurred. Therefore, an employer’s status as a federal contractor may still require testing and discipline for marijuana use, despite the presence of the new Ohio legalization. Employers with questions regarding their status as a federal contractor and the requirements to create a drug-free workplace should speak with their employment attorney as soon as possible to ensure compliance once the statute takes effect on December 7th. 

If an employer decides to move forward with the decision to not hire or to discipline/terminate in the event of a positive marijuana test, the employer needs to reduce this policy to writing to ensure everyone has advanced notice. Otherwise, the employer risks being liable for increased unemployment taxes as the termination will be deemed a “without cause” termination for purposes of unemployment benefits. 

If you have any additional questions regarding medical marijuana, the legalization of recreational marijuana, or the policy implementations for your workforce, please contact Bryan Meek, Partner and Co-Chair of BMD’s Employment and Labor Law Group at bmeek@bmdllc.com or (330) 253-5586.


Enhancing Privacy Protections for Substance Use Disorder Patient Records

On February 8, 2024, the U.S. Department of Health and Human Services (“HHS”) finalized updated rules to 42 CFR Part 2 (“Part 2”) for the protection of Substance Use Disorder (“SUD”) patient records. The updated rules reflect the requirement that the Part 2 rules be more closely aligned with the Health Insurance Portability and Accountability Act of 1996 (“HIPAA”) privacy, breach notification, and enforcement rules as mandated by the Coronavirus Aid, Relief, and Economic Security Act of 2020.

Columbus, Ohio Ordinance Prohibits Employers from Inquiries into an Applicant’s Salary History

Effective March 1, 2024, Columbus employers are prohibited from inquiring into an applicant’s salary history. Specifically, the ordinance provides that it is an unlawful discriminatory practice to:

The Ohio Chemical Dependency Professionals Board’s Latest Batch of Rules: What Providers Should Know

The Ohio Chemical Dependency Professionals Board has introduced new rules and amendments, covering various aspects such as CDCA certificate requirements, expanded services for LCDCs and CDCAs, remote supervision, and reciprocity application requirements. Notable changes include revised criteria for obtaining a CDCA certification, expanded services for LCDCs and CDCAs, and updated ethical obligations for licensees and certificate holders, including non-discrimination, confidentiality, and anti-sexual harassment measures.

Governor Mike DeWine and The Ohio State University Introduce the SOAR Study on Ohio Mental Illness

On January 19, Ohio Gov. Mike DeWine and The Ohio State University announced a new research initiative, the State of Ohio Adversity and Resilience (“SOAR”) study, which will investigate all factors influencing Ohio’s mental illness and addiction epidemic.

CHANGING TIDES: Summary and Effects of Burnett et. al. v. National Ass’n of Realtors, et. al.

In April 2019, a class-action Complaint was filed in federal court for the Western District Court for Missouri arguing that the traditional payment agreements employed by many across the United States amounted to conspiracy resulting in the artificial increase in brokerage commissions. Plaintiffs, a class-action group comprised of sellers, argued that they paid excessive brokerage commissions upon the sale of their home as a result of the customary payment structure where Sellers agree to pay the full commission on the sale of their property, with Seller’s agent notating the portion of commission they are willing to pay to a Buyer’s agent at closing on the MLS or other similar system.