Скачать или смотреть How will Marijuana Reclassification Affect Employer Reasonable Accommodation?

Employers are facing one of the most consequential shifts on workplace drug policy in recent memory. On December 18, 2025, President Trump signed an Executive Order that reclassifies marijuana from a Schedule I to a Schedule III drug.

While this does not legalize marijuana federally, this change could significantly alter how courts and agencies evaluate ADA accommodation requests. With the federal directive to move marijuana to Schedule III, courts and enforcement agencies may reinterpret what constitutes a “reasonable accommodation”, especially for employees who are lawfully using state‑approved medical cannabis.

In the following video, moderator Rob Hamor welcomes employment and municipal law attorney Courtney Agrusa as they cover how to face emerging risks in 2026 and beyond, including:

Do we know when will this Order go into effect?
What impact could reclassifying marijuana from a Schedule I to Schedule III have on drug testing?
How should multi-state employers navigate differences between federal reclassification and varying state marijuana laws to maintain compliance?
What practical steps should HR leaders and executives take in the interim for training, updating policies and reduce risk as this legal shift unfolds?