{"id":17822,"date":"2024-01-29T12:30:21","date_gmt":"2024-01-29T20:30:21","guid":{"rendered":"https:\/\/emplicity.com\/?p=17822"},"modified":"2024-02-04T09:54:11","modified_gmt":"2024-02-04T17:54:11","slug":"new-year-new-employment-protections-for-cannabis-consumption-in-california-a-3-step-guide-for-employers","status":"publish","type":"post","link":"https:\/\/emplicity.com\/new-year-new-employment-protections-for-cannabis-consumption-in-california-a-3-step-guide-for-employers\/","title":{"rendered":"New Year, New Employment Protections for Cannabis Consumption in California: A 3-Step Guide for Employers"},"content":{"rendered":"

[et_pb_section fb_built=”1″ _builder_version=”4.16″ custom_margin=”0px|||” custom_padding=”0px|||” z_index_tablet=”500″ global_colors_info=”{}”][et_pb_row _builder_version=”4.23.1″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” custom_margin=”0px||||false|false” custom_padding=”0px||||false|false” sticky_enabled=”0″][et_pb_column type=”4_4″ _builder_version=”4.23.1″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.23.1″ _module_preset=”default” global_colors_info=”{}”]By: Ariella Kupetz, Nazanin Afshar, Todd Scherwin[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.16″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/emplicity.com\/wp-content\/uploads\/2024\/01\/california_cannabis_druge_test.jpeg” alt=”Cannabis Consumption California Employment” align_tablet=”center” align_phone=”” align_last_edited=”on|desktop” admin_label=”Blog Header Image” _builder_version=”4.23.1″ vertical_offset_tablet=”0″ horizontal_offset_tablet=”0″ z_index_tablet=”500″ box_shadow_horizontal_tablet=”0px” box_shadow_vertical_tablet=”0px” box_shadow_blur_tablet=”40px” box_shadow_spread_tablet=”0px” global_colors_info=”{}”][\/et_pb_image][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.16″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text admin_label=”Blog Text” _builder_version=”4.23.1″ text_font_size=”18px” header_2_font=”|700|||||||” header_2_line_height=”1.5em” header_3_font=”|700|||||||” vertical_offset_tablet=”0″ horizontal_offset_tablet=”0″ text_orientation=”justified” custom_padding=”||||false|false” z_index_tablet=”500″ text_text_shadow_horizontal_length_tablet=”0px” text_text_shadow_vertical_length_tablet=”0px” text_text_shadow_blur_strength_tablet=”1px” link_text_shadow_horizontal_length_tablet=”0px” link_text_shadow_vertical_length_tablet=”0px” link_text_shadow_blur_strength_tablet=”1px” ul_text_shadow_horizontal_length_tablet=”0px” ul_text_shadow_vertical_length_tablet=”0px” ul_text_shadow_blur_strength_tablet=”1px” ol_text_shadow_horizontal_length_tablet=”0px” ol_text_shadow_vertical_length_tablet=”0px” ol_text_shadow_blur_strength_tablet=”1px” quote_text_shadow_horizontal_length_tablet=”0px” quote_text_shadow_vertical_length_tablet=”0px” quote_text_shadow_blur_strength_tablet=”1px” header_text_shadow_horizontal_length_tablet=”0px” header_text_shadow_vertical_length_tablet=”0px” header_text_shadow_blur_strength_tablet=”1px” header_2_text_shadow_horizontal_length_tablet=”0px” header_2_text_shadow_vertical_length_tablet=”0px” header_2_text_shadow_blur_strength_tablet=”1px” header_3_text_shadow_horizontal_length_tablet=”0px” header_3_text_shadow_vertical_length_tablet=”0px” header_3_text_shadow_blur_strength_tablet=”1px” header_4_text_shadow_horizontal_length_tablet=”0px” header_4_text_shadow_vertical_length_tablet=”0px” header_4_text_shadow_blur_strength_tablet=”1px” header_5_text_shadow_horizontal_length_tablet=”0px” header_5_text_shadow_vertical_length_tablet=”0px” header_5_text_shadow_blur_strength_tablet=”1px” header_6_text_shadow_horizontal_length_tablet=”0px” header_6_text_shadow_vertical_length_tablet=”0px” header_6_text_shadow_blur_strength_tablet=”1px” box_shadow_horizontal_tablet=”0px” box_shadow_vertical_tablet=”0px” box_shadow_blur_tablet=”40px” box_shadow_spread_tablet=”0px” global_colors_info=”{}”]California employers should take steps now to ensure their policies and practices align with new employment protections for cannabis consumption. Specifically, employers in the state are now barred from discriminating against workers who test positive for cannabis in certain types of drug screens and asking job applicants or current employees about their off-duty cannabis use. What do you need to know to comply with the new rules? Here\u2019s a breakdown of the requirements and a three-step compliance guide. <\/p>\n

What Is the Law on Discrimination in California?<\/h2>\n

Under California\u2019s Fair Employment and Housing Act (FEHA), it is unlawful for an employer to discriminate against job applicants and employees based on a protected class. In other words, employers are prohibited from taking an adverse employment action \u2013 such as refusing to hire, demoting, or terminating the employee \u2013 based on a protected characteristic, such as gender, race, religion, medical condition, or disability. <\/p>\n

Until 2022, FEHA did not provide protections for cannabis users \u2013 but that changed when AB 2188 and SB 700 took effect on January 1, 2024.<\/p>\n

What\u2019s Changed?<\/h2>\n

The California Legislature recently enacted two new laws that amend FEHA<\/a> and protect cannabis users from employment discrimination in some circumstances. Key provisions include the following:
\n <\/p>\n