1. Page 1 Recording of this session via any media type is strictly prohibited. Page 1 How will the Legalization of Marijuana Affect Your Employment Policies? RIMS 2014 Annual Conference, Denver, Colorado

2. Page 2 Recording of this session via any media type is strictly prohibited. Panelists Ashley Kilroy, Executive Director of Marijuana Policy, Mayor’s Office, City and County of Denver Vance O. Knapp, partner, Labor and Employment Law Department, Sherman & Howard L.L.C. Bryan Molen, Vice President, Aon Risk Solutions Jennifer Owens, CPC Liaison

3. Page 3 Recording of this session via any media type is strictly prohibited. Panelists (cont’d.) Kelly Rosenberg, Assistant Attorney General, Revenue & Utilities Section, Colorado Department of Law, Office of the Attorney General Ronald Thackery, Risk Manager, Senior Vice President, Professional Services, American Medical Response

4. Page 4 Recording of this session via any media type is strictly prohibited. What to Expect Background--how medical and recreational marijuana became legal in Colorado and the subsequent conflict with federal law Government’s Perspective--the City and County of Denver’s and the State of Colorado’s regulation and enforcement concerning medical and recreational marijuana

5. Page 5 Recording of this session via any media type is strictly prohibited. What to Expect (cont’d.) Risk Manager’s View--American Medical Response to the legalization of marijuana Insurers’ Perspective—Are insurers underwriting insurance for businesses engaged in marijuana activities or for employers that have lenient substance abuse policies?

6. Page 6 Recording of this session via any media type is strictly prohibited. Legal Recommendations—How employers can deal with the legalization of marijuana and a discussion of recent and pending court cases What to Expect (cont’d.)

7. Page 7 Recording of this session via any media type is strictly prohibited. Background In Colorado, Amendment 64 Legalized Recreational Marijuana. — Marijuana can be obtained as easily as alcohol. — Allows individuals 21 or over to cultivate, possess, and use limited amounts of marijuana without having to be certified as having a serious illness or debilitating health condition.

8. Page 8 Recording of this session via any media type is strictly prohibited. Marijuana is Still Illegal Under Federal Law—or Is It? On August 29, 2013, The U.S. Department of Justice issued a memorandum to all U.S. attorneys updating its guidance on marijuana enforcement. — The DOJ is deferring its right to challenge legalization efforts at this time.

9. Page 9 Recording of this session via any media type is strictly prohibited. Marijuana is Still Illegal Under Federal Law—or Is It? (cont’d.) “ We’ve got bigger fish to fry,” responded President Obama to a question concerning prosecution of marijuana users posed by Barbara Walters on ABC’s “Good Morning America” on December 14, 2012.

10. Page 10 Recording of this session via any media type is strictly prohibited. Drug Free Workplace Act Applies to any organization that receives a Federal contract of at least $100,000 to establish a drug-free workplace — It also requires that all organizations receiving Federal grants of any size establish and maintain such a policy — Does not require employers to drug test employees

11. Page 11 Recording of this session via any media type is strictly prohibited. Federal Status Bottom Line—marijuana remains classified as a Schedule I narcotic under the Federal CSA — Marijuana cultivation, distribution, possession, and use are still criminal acts under federal law. — Marijuana is in the same category as Cocaine, Heroin, LSD, and Ecstasy.

12. Page 12 Recording of this session via any media type is strictly prohibited. City and County of Denver’s Response to Legalization of Marijuana Regulation of Public Consumption of Marijuana Regulation of medical and recreational marijuana businesses

13. Page 13 Recording of this session via any media type is strictly prohibited. City and County of Denver’s Response to Legalization of Marijuana (cont’d.) Tax revenue from medical and recreational marijuana sales Community outreach and education efforts Tourism

14. Page 14 Recording of this session via any media type is strictly prohibited. Colorado Department of Revenue’s Marijuana Enforcement Division Revenue’s role – the Marijuana Enforcement Division is within the Enforcement line of business. It’s a blend of criminal and regulatory oversight: — Criminal in that all investigators, background and field, are POST-certified peace officers. — Regulatory in that they administer all aspects of the medical and retail marijuana codes and rules promulgated pursuant to both.

15. Page 15 Recording of this session via any media type is strictly prohibited. Colorado Department of Revenue’s Marijuana Enforcement Division (cont’d.) The Marijuana Enforcement Division regulates all marijuana businesses, owners, and employees. There are expansive licensing requirements for all licensees. Revenue has a broad set of rules that all marijuana businesses must follow, including mandatory tracking of all aspects of marijuana (“seed-to-sale”).

16. Page 16 Recording of this session via any media type is strictly prohibited. Regulation of marijuana is similar to regulating any other goods—except for the fact that it is still illegal under federal law. — For example, most federally insured financial institutions will not do business with marijuana-related businesses (which is primarily a cash only business). — For the most part, marijuana is still illegal in Colorado, e.g., retail marijuana is completely illegal for those under 21, etc. Colorado Department of Revenue’s Marijuana Enforcement Division (cont’d.)

17. Page 17 Recording of this session via any media type is strictly prohibited.  Diversified geographic service  Local, regional and national contracting  Broad program offerings: Emergency 911 transport services Non-emergent transport services Managed transportation Fixed-wing air ambulance Disaster response  Nation’s largest paramedic training institute  Strong research and extensive clinical database  Contracting dynamics 168 "911" contracts and 3,375 non-emergency transport arrangements Emergency 911 contracts are exclusive and awarded through RFP process with a rate regulated by municipalities Inter-facility contracts have limited price elasticity often aligned with Medicare allowable; few exclusive contracts Exclusive national contract with FEMA Leading national provider of medical transportation services American Medical Response Overview

18. Page 18 Recording of this session via any media type is strictly prohibited. Substance Abuse Policy Employees are drug tested: —Pre-hire —Post-incident —Reasonable suspicion —Follow up Non – DOT regulated provider No policy change with legalization of medical or recreational marijuana American Medical Response Overview (cont’d.)

19. Page 19 Recording of this session via any media type is strictly prohibited. Safety Sensitive Positions – AZ Position designated by Employer as “Safety Sensitive” —Good faith belief that position could affect safety or health of employees or others Operating vehicles, equipment, machinery, power tools Maintenance, repair, monitoring equipment performance, malfunction, disruption Duties performed in residential or commercial premises of a customer, supplier or vendor Preparing or handling food or medicine Any occupation regulated by Title 32 American Medical Response Overview (cont’d.)

20. Page 20 Recording of this session via any media type is strictly prohibited. How are Insurance Carriers Dealing with the Legalization of Marijuana? Presently, there is no impact on coverage for General Liability, Workers Compensation, or Employer Liability insurance. Coverage is dependent upon the employer’s policy and procedure. An employer with a zero tolerance drug policy needs to ensure that it complies with the law in their respective jurisdictions.

21. Page 21 Recording of this session via any media type is strictly prohibited. How are Insurance Carriers Dealing with the Legalization of Marijuana? (cont’d.) If an employer’s substance abuse policy does not reference marijuana, it is up to the employer to enforce the policy. Insurance carriers will likely treat marijuana as a discretionary issue, similar to alcohol, as long as the employer is following its internal policies and procedures in accordance with applicable law in their respective jurisdictions.

22. Page 22 Recording of this session via any media type is strictly prohibited. Employers should strongly consider having employer liability policies in place to address potential marijuana-related claims. — If the policy does not exclude coverage for incidents/occurrences involving marijuana and the employer is following its policies and the law, the carrier will likely provide defense and coverage for damages. How are Insurance Carriers Dealing with the Legalization of Marijuana? (cont’d.)

23. Page 23 Recording of this session via any media type is strictly prohibited. ADA Issues Involving Marijuana ADA does not require employers to accommodate the use of marijuana. — However, if an employee enters a substance abuse program, employers have to accommodate the employee’s participation. — ADA does not consider drug testing to be a medical examination.

24. Page 24 Recording of this session via any media type is strictly prohibited. Accommodation of Medical Marijuana Beware, some state anti-discrimination laws do not address marijuana use as an accommodation. — In states that have legalized marijuana, Plaintiff’s counsel could argue that under state anti-discrimination laws, an employee’s use of marijuana to ameliorate the effects of a disability constitutes a reasonable accommodation.

25. Page 25 Recording of this session via any media type is strictly prohibited. Can I Regulate My Employees’ Use of Marijuana? YES! — At a minimum, employers in all 50 states and the District of Columbia can regulate an employee’s use of marijuana by: – Prohibiting marijuana possession and use at work; and – Prohibiting employees from reporting to work impaired or under the influence of marijuana.

26. Page 26 Recording of this session via any media type is strictly prohibited. In Colorado, both Amendment 20 (medical marijuana) and Amendment 64 (recreational marijuana) provide that employers do not have to accommodate employees’ use of marijuana. Can I Regulate My Employees’ Use of Marijuana? (cont’d.)

27. Page 27 Recording of this session via any media type is strictly prohibited. Can I Regulate My Employees’ Use of Marijuana? (cont’d.) Benoir v. Industrial Claims Appeals Office — Employee can be denied unemployment for testing positive for marijuana in violation of employer’s zero tolerance drug policy — Medical Marijuana Amendment only provides an affirmative defense to criminal prosecution

28. Page 28 Recording of this session via any media type is strictly prohibited. Employers may restrict the use of marijuana by employees, but can employers prohibit the lawful off-duty and off-premises use? — Does having a trace amount of THC in your body constitute use or possession at work? — When is an employee “impaired” or “under the influence” of THC? — Combating employees’ perceptions concerning their “constitutional right” to use marijuana versus reality Can I Regulate My Employees’ Use of Marijuana? (cont’d.)

29. Page 29 Recording of this session via any media type is strictly prohibited. Colorado’s Lawful Off-Duty Activities Statute, C.R.S. §24-34-402.5, makes it a discriminatory or unfair employment practice to terminate an employee who is engaged in lawful off-duty, off-premises activities. — In Coats v. Dish Network, the Colorado Court of Appeals held that medical marijuana use is not lawful for purposes of Colorado’s Lawful Off-Duty Activities Statute. An appeal of this case is currently pending in the Colorado Supreme Court. Can I Regulate My Employees’ Use of Marijuana? (cont’d.)

30. Page 30 Recording of this session via any media type is strictly prohibited. The Colorado state legislature has passed a driving under the influence of marijuana bill. — This bill sets the threshold for impairment at 5 nanograms of THC per milliliter of blood and allows defendants to argue at trial that they were not impaired. Can I Regulate My Employees’ Use of Marijuana? (cont’d.)

31. Page 31 Recording of this session via any media type is strictly prohibited. Can I Still Have a Zero-Tolerance Drug Policy? Yes, but--“Damn lawyers! There is always a but!” — Marijuana is still illegal under federal law. You could have a zero-tolerance policy for positive test results and the courts would probably uphold your right to terminate an employee for a positive test. — However, the expense to defend a wrongful termination suit through the appeal process could easily cost $300,000 in legal fees and costs.

32. Page 32 Recording of this session via any media type is strictly prohibited. How Should I Address Marijuana Use in My Employment Policies? Review your substance abuse policy to ensure its restrictions concerning marijuana use are consistent with the restrictions contained your respective jurisdiction. — E.g., “Acme Company does not permit the possession, distribution, or use of illegal substances (including medical and recreational marijuana.)” — Educate your employees, vendors, and customers about your substance abuse policy.

33. Page 33 Recording of this session via any media type is strictly prohibited. Policy Options Zero Tolerance v. Treating Marijuana Like Alcohol v. No Testing v. Reasonable Suspicion/Post Accident Testing v. Random Testing

34. Page 34 Recording of this session via any media type is strictly prohibited. Questions, Final Comments and Contact Information

35. Page 35 Recording of this session via any media type is strictly prohibited. KEEP THIS SLIDE FOR EVALUATION INFORMATION/MOBILE APP ETC. Please complete the session survey on the RIMS14 mobile application.