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Maine and Oklahoma have enacted new drug testing requirements affecting employer compliance obligations. Oklahoma’s Medical Marijuana Act amendments effective November 1, 2026, provide employers with greater discretion to base adverse actions on marijuana use….
New Jersey employers face new legal exposure following a May 26, 2026 court decision allowing private lawsuits for cannabis-based hiring decisions. While pre-employment drug testing for cannabinoid metabolites remains permissible, employers must carefully evaluate…
The DOJ’s 2026 decision to move certain medical marijuana products to Schedule III has created a “dual framework” under federal law. While the change recognizes accepted medical uses for some cannabis products, recreational marijuana remains federally illegal….
A guide explains the difference between THC testing and cannabis impairment testing. Traditional THC tests — using urine, saliva, blood, or hair — detect past cannabis use but cannot reliably determine whether a person is currently impaired. Because THC can remain in…
The U.S. Department of Transportation has finalized a drug-testing rule requiring directly observed urine collection in certain cases involving safety-sensitive workers, including truck drivers. The rule applies when oral fluid testing is unavailable or impractical…
Maine has enacted a new law protecting medical cannabis patients from workplace discrimination, reinforcing job-related safeguards for registered users. The measure limits employers from taking adverse action against employees or applicants solely based on their…
Alabama has finally begun allowing patients to access state-authorized medical cannabis after years of delays in launching its program. Licensed dispensaries are now opening, enabling registered patients with physician approvals to purchase regulated cannabis products…
New laws in Maine and Oklahoma will significantly change employer drug-testing requirements in 2026. Maine’s amendments impose stricter procedural safeguards, including written documentation of observable impairment before reasonable-suspicion testing, expanded…
Maine has revised its workplace drug‑testing law to prohibit arbitrary testing and limit when employers may test applicants or employees. Beginning July 29, 2026, testing is allowed only through reasonable suspicion, criteria‑based testing, or neutral random…
The DOJ’s order to reschedule marijuana to Schedule III begins a multi‑step regulatory process that will ease federal criminal penalties but does not legalize marijuana or change employers’ ability to maintain drug‑free workplace policies. Employers may still prohibit…