Legalized Marijuana in the Workplace:
What Maine employers need to know

REGISTER FOR OUR BREAKFAST BRIEFING TODAY TO GET ANSWERS TO YOUR QUESTIONS

Do you have an impairment and drug testing policy? Can you discipline or fire workers if you think they're high? Are you at risk of being sued for false accusations?  Come with questions at our complimentary Breakfast Briefing. Leave with answers.

Maine has joined the states of Washington, Colorado, California, Nevada  and Massachusetts in legalizing, regulating and taxing marijuana for personal use. For employers, lawyers and the legislature the new law presents challenges. In addition, Maine's medical marijuana law has its own set of protocols. Understanding more about the drug, how to provide a safe place of work and how to navigate the procedures necessary to take action without running afoul of employment practices law is essential in this new environment.

• Do your employment guidelines reflect the use and possession of marijuana?
• Can you ask about marijuana use when hiring?
• What are the rules for drug testing and enforcement?
• Can you fire an employee for being impaired and how will you prove it?

Join us for an insightful discussion and guidance from

• Attorney Matt LaMourie of Preti Flaherty 
• Julie Rabinowitz of the Maine Department of Labor
• Patricia Rosi of Wellness Connection of Maine

Understanding the drug, the law and the rights of both the employer and employee will help give you the tools to manage a safe and productive workplace. Register now as seating for this complimentary Breakfast Briefing is limited.

About the panel:

Patricia Rosi
Chief Executive Officer
Wellness Connection of Maine

Patricia leads a company of 80 employees serving more than 13,000 patients from four state licensed dispensaries, one cultivation facility, one kitchen and one ISO 8 certified extraction laboratory. The company has grown to more than $15 million in revenue of which 11% is reinvested in communities. Prior to joining WCM, Patricia was Chief Creative Officer at Pierce Promotions. She also has experience with worldwide communications firms such as Saatchi and BBDO.

Matthew LaMourie
Partner
Preti Flaherty

Matt is an attorney in the firm's Employment Law, Litigation and Immigration Groups. His practice is equally divided between management-side labor and employment litigation and compliance counseling, where he represents a full range of clients in matters encompassing wrongful termination claims, labor disputes, workplace harassment and discrimination claims, wage and hour compliance and OSHA compliance.

For more than 15 years, Matt has represented clients in numerous industries, including the retail, health care, publishing, energy, manufacturing and telecommunications sectors. His clients include not only firms located in Maine, but throughout northern New England and Atlantic Canada.

While in law school at Northeastern School of Law, he served as a judicial intern for U.S. District Judge D. Brock Hornby and received the Irving M. Perlmutter Family Trust Scholarship.

Julie Dumont Rabinowitz
Director, Policy, Operations & Communications
Maine Department of Labor

Joining the department in 2012, she has helped guide the department's communication and policy efforts to provide what Commissioner of Labor Jeanne Paquette calls the "dual customer focus"--recognizing that the Maine DOL serves both workers and employers. Julie holds undergraduate degrees in History and Communication Arts from Marist College in Poughkeepsie, New York, and a Master’s degree in Communication Studies from the University of North Carolina at Chapel Hill where she focused on public policy argument. 

Clark Insurance is an employee-owned independent insurance agency providing personal, business and employee benefits solutions from offices in Maine, New Hampshire and Massachusetts. In addition, we also offer a bond department and ocean marine department.

KMA Human Resources Consulting has extensive experience in all aspects of human resources. Their services lets business owners and managers concentrate on running their businesses while KMA keeps on top of changing labor laws and practices, makes recommendations, and tailors HR and organizational development services to meet client needs