In a Business.com article, Jackson Walker partner Jackie C. Staple discussed the implications of marijuana legalization in some US states for employment drug screening procedures.

“Employers should be clear about their policies for marijuana and other drug testing and administer those policies consistently and in accordance with applicable law.”

“Employers should be clear about their policies for marijuana and other drug testing and administer those policies consistently and in accordance with applicable law.”

Regarding why employers might decide to have more relaxed testing requirements, Jackie added: “The biggest reasons I’ve heard from employers are recruitment and retention. In some industries, it’s difficult to attract candidates and retain employees with strict drug testing, especially in states with legal marijuana use or with populations who have changing attitudes on marijuana use.”

To read the full article from Business.com, see “Up in Smoke: Should Businesses Still Drug Test for Marijuana?.”

Meet Jackie

Jackie C. Staple is a partner in the Labor & Employment section of Jackson Walker’s Houston office and is Board Certified in Labor and Employment Law by the Texas Board of Legal Specialization. She focuses on advising and counseling companies on employment law compliance and handling labor and employment transactional matters. Jackie has depth of experience drafting various employment, separation and release, and restrictive covenant agreements, as well as conducting due diligence of employment considerations in equity and asset transactions and helping employers implement multi-state policies. When litigation becomes reality, Jackie advocates for her clients in state and federal courts, as well as handles administrative agency matters.