Vermont: Lawmakers Legalize Recreational Marijuana

APPLIES TO

All Employers with VT Employees

EFFECTIVE

July 1, 2018

QUESTIONS?

Contact HR On-Call

(888) 378-2456

This year, Vermont joins several other states in legalizing recreational marijuana use, and the first state to do so through its legislature. Effective July 1, 2018, H. 511 allows adults over the age of 21 years old to possess up to one ounce of marijuana and cultivate their own marijuana plants.

Though the bill permits recreational use and cultivation of marijuana, it does contain specific limitations. For example, marijuana use is prohibited in any public place, defined as street, alley, park, sidewalk, public building other than an individual dwelling, or any place of public accommodation, and selling marijuana is still illegal.

Furthermore, employers can rest assured—the bill explicitly states that nothing in the new law requires employers to permit or accommodate the use, consumption, possession, transfer, display, transportation, sale, or growing of marijuana within the workplace. Employers are still permitted to implement and enforce substance abuse policies in the workplace.

Action Items

  1. Review the text of H.511 here.
  2. Have substance abuse policies updated to include a drug-free workplace provision addressing marijuana.

Disclaimer: This document is designed to provide general information and guidance concerning employment-related issues. It is presented with the understanding that ManagEase is not engaged in rendering any legal opinions. If a legal opinion is needed, please contact the services of your own legal adviser.

© 2018 ManagEase

Seattle, WA: New Changes to Paid Sick and Safe Ordinance

APPLIES TO

All Employers with Seattle, WA Employees

EFFECTIVE

January 14, 2018

QUESTIONS?

Contact HR On-Call

(888) 378-2456

Washington’s statewide paid sick leave law went into effect on January 1, 2018, requiring employers to create a paid sick leave policy that offers the correct level of benefits depending on various localities’ own regional paid sick and safe time laws. In late December, Seattle amended its own Paid Sick and Safe Ordinance to more closely align with the statewide law. Although Seattle has required employers to provide paid sick and safe time (“PSST”) in some manner since 2012, the newest amendments were recently implemented as of January 14, 2018. Key changes are summarized below.

Wisconsin: Employee Non-Solicitation Agreements Must Be “Reasonable”

APPLIES TO

All Employers with WI Employees

EFFECTIVE

January 19, 2018

QUESTIONS?

Contact HR On-Call

(888) 378-2456

In Wisconsin, post-employment restrictive covenants must be “reasonable” to be enforced. In Manitowoc Company, Inc. v. Lanning, the Wisconsin Supreme Court recently stated that post-employment non-solicitation agreements must meet the same standard as other post-employment restrictive covenants (e.g., non-competition and non-disclosure agreements). Specifically, a “reasonable” non-solicitation agreement must be necessary for the protection of the employer, provide reasonable time and territorial limits, and not be oppressive to the employee or contrary to public policy.

February Updates

APPLIES TO

Varies

EFFECTIVE

Varies

QUESTIONS?

Contact HR On-Call

(888) 378-2456

This Short List addresses the following topics:
  1. REMINDER: Post OSHA 300A Summary
  2. Civil Money Penalties for 2018 Increased
  3. Second Circuit: FLSA Claims are Subject to Arbitration
  4. California: Attorney General Emphasizes Intent to Prosecute Employers Who Help Immigration Sweeps
  5. Connecticut: Pregnancy Discrimination and Accommodation Posting Required
  6. Massachusetts:  Supreme Judicial Court Limits Wage Act Liability
  7. New York City, NY: Fair Workweek Deductions Law Put on Ice—For Now

Read more