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On November 7, 2023, Ohio voters passed Ohio Issue 2, Marijuana Legalization Initiative (Issue 2), legalizing recreational cannabis in the state. Issue 2 is a voter initiative, meaning that the legislature may still choose to adjust or, in rare cases, even repeal the initiative.
The world of illicit drugs has seen a shift largely driven by the emergence of fentanyl. Allen Johnson, VP of Marketing, Psychemedics, recently presented a webinar for DISA covering the essential information about fentanyl followed by Q&A with attendees. Here are some of the most common questions Allen sees on the topic.
The world of illicit drugs has seen a shift largely driven by the emergence of fentanyl. This blog will guide you through the myths and truths surrounding fentanyl and testing methods that will appropriately find fentanyl. Allen Johnson, VP of Marketing, Psychemedics, recently presented a webinar for DISA covering the essential and need-to-know information about fentanyl. Here’s a summary of everything he discussed.
On October 12, 2023, the Substance Abuse and Mental Health Services Administration (SAMHSA) announced updates to the Mandatory Guidelines for Federal Workplace Drug Testing Programs using Urine (UrMG) and the Mandatory Guidelines for Federal Workplace Drug Testing Programs using Oral Fluid (OFMG) via the Federal Register. Each document received a number of updates, including updates to how the annual drug testing panel is published, revisions to definitions, information on an authorized biomarker testing panel, updates to collection procedures, revisions to the Medical Review Officer (MRO) process, and more.
On May 2, 2023, the Department of Transportation (DOT) announced a change in its alternative drug testing methodology. The DOT has authorized oral fluid as an alternative testing methodology, harmonizing with the Health and Human Services (HHS) Mandatory Guidelines that were made effective January 1, 2020. Although they have yet to amend the rules, they anticipate they will.
Hair drug testing has emerged as an essential tool for employers to maintain a safe and productive workplace. Whether you are an employer contemplating the integration of drug testing in your organization, an employee who might undergo such a test, or someone who is subject to hair drug testing in general, several questions may arise. DISA Global Solutions aims to provide a comprehensive understanding of hair drug testing, providing the knowledge needed to navigate drug testing situations, whether you're an employer or a donor.
On July 1, 2023, adults in Maryland will be able to legally possess up to 1.5 ounces of cannabis and cultivate up to two plants. This change comes as a result of the passage of Question 4, a ballot measure approved by 67.2% of Maryland voters on November 8, 2022. Following the vote, the Maryland General Assembly passed twin bills (HB 556/ SB 516) during the 2023 legislative session, which implemented an adult-use cannabis market in the state. These laws were signed into effect by Governor Wes Moore on May 4, 2023. Starting from July 1, existing medical dispensaries will be able to serve adult-use consumers.
On Tuesday, May 30, 2023, Governor Walz signed HF 100, legalizing recreational cannabis in the state of Minnesota. Adults 21 and older are permitted to use and possess up to two ounces of cannabis in public beginning August 1, 2023. Possession of up to two pounds of cannabis is permitted in the home and limited home grow of up to eight plants is also permitted. While HF 100 also permits commercial cannabis sales, it did not include guidance for the regulatory market. A new state agency, the Office of Cannabis Management, is tasked with drafting and approving rules for the commercial sales market. The state has set a goal to begin accepting applications for recreational cannabis retail shops in May 2024 and to potentially begin sales in January 2025.
Governor Inslee of Washington signed Senate Bill 5123 (SB 5123) into law this week, effectively limiting employer rights in the state to pre-employment test for cannabis and take action based on positive results. Employers are required to comply by January 1, 2024. The newly passed bill severely limits an employer’s ability to test applicants for most positions for cannabis. Specifically, employers cannot discriminate in hiring based on a drug test that detects the presence of “nonpsychoactive cannabis metabolites.”
Sleep apnea is a growing concern in the trucking industry, as untreated sleep apnea symptoms can significantly impact a driver's performance and safety on the road. Often, people equate impaired driving with driving under the influence of drugs or alcohol. However, another form of impaired driving, equally hazardous and unrelated to the consumption of illicit substances, exists. Known as drowsy driving, this form of impairment poses a distinct threat to commercial motor vehicle (CMV) operators, their companies, and others sharing the road.
The U.S. Department of Transportation (DOT) has recently issued its final rule to amend regulations, allowing oral fluid testing for employees in the transportation industry. This development is set to streamline the drug testing process, offering a more efficient alternative to existing procedures, particularly in shy-bladder scenarios. The Notice of this rule is scheduled to be published in the Federal Register on May 2, 2023. You can find the Notice here: https://public-inspection.federalregister.gov/2023-08041.pdf
Michigan has taken a significant step forward in their efforts toward criminal justice reform with the implementation of the new "Clean Slate" law. The law is designed to offer a fresh start to individuals with criminal records by automatically expunging certain convictions if specific conditions are met. While this is a welcome development for many, it poses a significant challenge to those conducting background checks in the state. Several Michigan counties have already initiated updates to their court systems to facilitate the automatic expungement processes.
California has long been at the forefront of marijuana legalization in the United States. With the passing of AB 2188 in September of last year, employers must now navigate the complexities of this new legislation and its potential impact on their drug testing policies. That’s why it’s so important to thoroughly understand California's marijuana legalization law, AB 2188, and its implications for human resources and safety professionals. Bill Current, founder of the Current Consulting Group, recently presented a webinar for DISA covering everything employers need to know about California’s AB 2188. Here’s a quick and comprehensive summary!
Delaware recently became the latest state to legalize recreational cannabis. Governor Carney, although not in agreement with the push to legalize adult-use cannabis, decided to allow the passage of two bills (HB 1 and HB 2) pertaining to legalization without signing them. Cannabis became legal immediately although the state has yet to establish dispensaries, retail regulations, and more.
The legalization of marijuana has led to significant shifts in public perception over recent years. According to a 2021 Gallup poll, 68% of Americans supported the legalization of marijuana, reflecting growing acceptance of its use. This shift in public opinion may contribute to the belief that marijuana should be removed from workplace drug testing panels. Many individuals argue that marijuana use outside of working hours should not be grounds for employment-related consequences.
As marijuana legalization gains momentum across the United States, the topic of workplace drug testing has become increasingly relevant. With some employers considering the removal of marijuana from their drug testing panels, it's essential to examine the implications of this decision.
Kentucky Governor Andy Beshear signed SB 47 into effect, making Kentucky the 38th state to permit medical cannabis use for certain serious health conditions, and will be available beginning January 1, 2025. Medical cannabis patients are not to be considered under the influence based solely on the presence of cannabis metabolites. SB 47 provides guidance for employers, including what constitutes a “good faith” determination of impairment.
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