Medical Marijuana

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Pennsylvania’s Medical Marijuana Act (the “Act”) legalized the use of medical marijuana as of April 2016. Initially, the Act permitted the use of medical marijuana to treat 17 serious medical conditions when certified as such by a properly credentialed healthcare provider. The list included conditions such as cancer, HIV/AIDS, Parkinson’s disease, neurodegenerative diseases, and terminal illnesses. Since 2016, however, the Act’s list of qualifying conditions has expanded and now covers 23 conditions, including anxiety.

At the time that the Act was amended to include anxiety as a covered condition, approximately 19 percent of U.S. adults had experienced anxiety disorders in the prior year. These numbers appear to be on the rise, likely due at least in part to the COVID-19 pandemic. In April 2020, the National Center for Health Statistics partnered with the Census Bureau to implement the Household Pulse Survey, a 20-minute online survey designed to assess the impact of the coronavirus pandemic on mental health. This survey reveals that between April 23, 2020 and July 21, 2020, nearly 32 percent of adults reported symptoms of anxiety disorder. As a benchmark for comparison, the CDC points out that the National Health Interview Survey indicated that only 8.2 percent of adults aged 18 and over reported symptoms of anxiety disorder between January and June of 2019.
Continue Reading Pennsylvania medical marijuana use on the rise in times of COVID-19

The New Jersey Supreme Court recently affirmed the reinstatement of an employee’s complaint alleging disability discrimination based on his registered medical marijuana user status, reasoning that the employee was entitled to disability protections despite violating the employer’s drug policies.  This case, as well as recent amendments to the state’s medical marijuana law, indicate that employers in New Jersey should engage in the interactive process when considering accommodation requests from registered users and should not take any adverse action against a registered user simply because of their status. 

Continue Reading New Jersey’s wild ride – The status of cannabis user employment protections and how we got here

For employers in the Garden State, 2019 brought a barrage of legal changes and new requirements. As 2019 comes to a close, we recap some of the most significant changes to the employment landscape in New Jersey.

Minimum wage

In July 2019, the New Jersey minimum wage increased to $10 per hour. This number will increase again effective January 1, 2020 to $11 per hour, with few exceptions. This number will continue to increase every January 1 through 2024 when the minimum wage will hit $15 per hour.Continue Reading Year in review: 2019 employment law changes in New Jersey

On July 20, 2019, Pennsylvania expanded its list of 17 “serious medical conditions” that qualify for medical marijuana usage under the Pennsylvania Medical Marijuana Act (MMA) to now include anxiety and Tourette Syndrome. Previously, the MMA limited access to designated ailments like cancer, multiple sclerosis, post-traumatic stress disorder and inflammatory bowel disease, and terminal illnesses …

Over the past few years, 31 states have legalized some form of medical or recreational marijuana use and this wave of legalization continues to grow. Since there has been no consistent approach taken related to the intersection of legalized use and employment, employers must stay vigilant about recent developments in each location in which they operate.

To assist in navigating these waters, below is a summary of the recent enactments in Illinois and Nevada, as well as an update as to newly published judicial interpretations of the medical marijuana laws in New Jersey and Michigan.
Continue Reading New marijuana laws and court cases continue to provide inconsistent guidance for employers: a summary of recent developments in Illinois, Nevada, New Jersey and Michigan

The United States District Court of New Jersey recently dismissed an employee’s disability discrimination, failure to accommodate and retaliation claims, holding that neither the New Jersey Law Against Discrimination (LAD) nor the New Jersey Compassionate Use Medical Marijuana Act (CUMMA) required the employer to waive its drug testing requirements.

In Cotto v. Ardagh Glass Packing…