Learn how to adapt your company’s cannabis policy to attract top talent while ensuring a safe workplace. Discover expert advice for SHRM-SCP exam preparation.
Table of Contents
Question
The VP of HR for a company with locations in ten states is finding the preemployment drug screening policy for zero tolerance on cannabis use is adversely affecting talent acquisition Which approach would be best in this situation?
Answer
Remove cannabis from the pre-screening in states with legal cannabis use and focus on material impairment at work. Although the use of cannabis remains illegal under the federal Controlled Substances Act, employers doing business in states where cannabis has been legalized and who are experiencing an adverse impact in their ability to secure top talent can increase their opportunity to secure top talent by removing the zero tolerance cannabis restriction and focusing their policy on zero tolerance for employees being “actively under the influence” of drugs or alcohol in the workplace.
Explanation
In this situation, the best approach for the VP of HR would be to remove cannabis from pre-screening in states where cannabis use is legal and instead focus on material impairment at work.
While cannabis remains illegal under federal law via the Controlled Substances Act, many states have legalized cannabis use. For companies operating in these states, a zero tolerance policy on cannabis use can significantly limit the talent pool and make it difficult to attract top candidates.
By adjusting the policy to allow cannabis use outside of work in states where it is legal, while maintaining a strict prohibition on being under the influence of drugs or alcohol while at work, the company can expand its access to qualified candidates without compromising workplace safety or productivity.
This approach aligns with the changing legal landscape around cannabis and allows the company to adapt its policies to the local laws in each state where it operates. It’s important to clearly communicate the updated policy to employees and job candidates, emphasizing the focus on preventing impairment at work rather than regulating off-duty conduct.
Overall, modifying the cannabis policy in this manner can help the company secure the best talent while still maintaining a safe and effective work environment.
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