These steps could help keep you out of trouble.

You bet!

An easy-to-read guide that works for all employees using legal meds.*

A cautionary tale.

Test your knowledge!

The court found in favor of the plaintiff, holder of a medical marijuana card.

Incremental "tweaks" might be the best course for employers.

In August, I posted about a court decision under the Americans with Disabilities Act involving a county social services employee who had an alleged sensitivity to Bath and Body Works's Japanese Cherry Blossom scent. I noted that the court decision, which allowed the case to go forward, was based only on the allegations in the plaintiff's lawsuit and the initial response of the county ...

My colleague and fellow blogger Jon Hyman had an excellent post this week about the settlement in the Dura Automotive case -- in which the company tested its employees for both illegal and legal drugs. And that wasn't all -- according to the press release of the Equal Employment Opportunity Commission, employees who tested positive for the designated legal drugs were required to state ...