For Arkansas Employers, It Is Now Key To Identify Safety Sensitive Positions And To Have Written Job Descriptions Substantiating Them.

Reporters on Deadlinehttp://www.michiganmedicalmarijuana.biz /> A one-year statute of limitations has been set for any claim under the MCA. Damages under the MCA have been capped in accordance with the statutory caps in the Arkansas Civil Rights Act. Individuals (e.g., managers, supervisors, etc.) cannot be individually sued under the MCA. For Arkansas employers, it is now key to identify “safety sensitive positions” and to have written job descriptions substantiating them. It is also important to include in a written job description – or to otherwise have a written policy identifying – the hours of employment. For all employers, Arkansas provides a good framework for updating written policies and implementing certain practices if you operate in a state with a medical (or recreational) marijuana program. If nothing else, regardless of where you operate, the recent focus on marijuana provides an excellent excuse for employers to review and update drug testing policies and practices. DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations. + Follow x Following x Following – Unfollow + Follow x Following x Following – Unfollow “My best business intelligence, in one easy email…” Your first step to building a free, personalized, morning email brief covering pertinent authors and topics on JD Supra: *By using the service, you signify your acceptance of JD Supra’s Privacy Policy. Privacy Policy (Updated: October 8, 2015): JD Supra provides users with access to its legal industry publishing services (the “Service”) through its website (the “Website”) as well as through other sources.

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