This week’s post was co-authored by Robinson+Cole Labor and Employment Group lawyer Emily A. Zaklukiewicz.

Earlier this year, we covered the topic of drug testing in the workplace. Since then, several states have passed legislation legalizing recreational use of cannabis, including Connecticut; this new law not only legalizes the recreational use of cannabis in the state, but also imposes various obligations and restrictions on employers, which are effective July 1, 2022. While certain employers in the manufacturing industry may be exempt from these employment-related restrictions in the new law, manufacturers may still be impacted.
Continue Reading Connecticut’s Recreational Marijuana Law And Its Impact on the Workplace

Below is an excerpt of an article co-authored with Emily A. Zaklukiewicz, a member of Robinson+Cole’s Labor, Employment, Benefits + Immigration Group, that was published in ISHN on May 6, 2021.

Drug testing in the workplace, especially in the manufacturing industry, has become a common part of pre-employment screening and health/safety measures in

The Novel Coronavirus, the speed by which science continues to discover new aspects of the disease and the response of the United States government to these developments has tested manufacturers.  One aspect of this testing concerns, well, testing.

The Americans with Disabilities Act has long banned manufacturers from requiring medical evaluations unless both “job-related” and