Featured Stories
TikTok Unveils New Steve Lacy 'Oh Yeah?' In-App Experience
LOS ANGLES, California, July 18 -- TikTok, a destination for a short-form mobile video, issued the following news:
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TikTok unveils new Steve Lacy 'Oh yeah?' In-App Experience
* Fans can unlock an exclusive profile frame, discover exclusive content and celebrate the release of Steve Lacy's highly-anticipated third studio album on TikTok
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TikTok is celebrating the release of Steve Lacy's highly-anticipated third studio album, 'Oh yeah?', with a new, dedicated in-app experience, bringing fans even closer to one of music's most distinctive and influential artists.
With more than 2.4 million
... Show Full Article
LOS ANGLES, California, July 18 -- TikTok, a destination for a short-form mobile video, issued the following news:
* * *
TikTok unveils new Steve Lacy 'Oh yeah?' In-App Experience
* Fans can unlock an exclusive profile frame, discover exclusive content and celebrate the release of Steve Lacy's highly-anticipated third studio album on TikTok
-
TikTok is celebrating the release of Steve Lacy's highly-anticipated third studio album, 'Oh yeah?', with a new, dedicated in-app experience, bringing fans even closer to one of music's most distinctive and influential artists.
With more than 2.4 millionfollowers on TikTok, Steve Lacy has built a passionate global community on the platform, where fans have embraced his music, creativity and unmistakable style. Most recently, Steve delighted fans by joining in with one of TikTok's biggest music moments of the summer, sharing his own take on the viral "Du Bist Gut Genug" ("Doobie Scoot Canoe") phenomenon, which itself went viral, with over 5.4m likes.
Launching with the release of the new album today, July 17, the new in-app experience gives fans new ways to discover, celebrate and share 'Oh yeah?' across TikTok.
The campaign includes:
* An in-app hub dedicated to Oh yeah?, bringing together Steve Lacy's latest content and celebrating the new album.
* Exclusive video content from Steve, available only on TikTok.
* Fan Spotlight, where Steve will highlight some of the most creative videos from the TikTok community inspired by his music.
* An exclusive Steve Lacy profile frame which can be unlocked by completing interactive tasks.
* A community challenge, inviting fans around the world to celebrate the album in their own creative way.
Steve Lacy's music has inspired countless creators on TikTok, with fans using his songs to soundtrack everything from fashion edits and photography to comedy, art and everyday moments. The launch of 'Oh yeah?' builds on that long-standing connection, giving fans new ways to engage with the artist and celebrate the arrival of his latest project.
Katrina Kernaghan, Director of Label Partnerships, Americas at TikTok, said: "Steve Lacy has built an incredible community on TikTok by creating music that genuinely inspires creativity and self-expression. Whether fans are discovering his latest tracks, revisiting older favourites or jumping into the latest cultural moments alongside him, they've made TikTok an important part of his journey. We're excited to celebrate the release of Oh yeah? with an experience that gives fans even more ways to connect with Steve, discover exclusive content and join the conversation around this exciting new chapter."
Fans can search 'Steve Lacy' or 'Oh yeah?' on TikTok from today to discover the in-app experience and celebrate the release of the new album together.
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Original text here: https://newsroom.tiktok.com/tiktok-unveils-new-steve-lacy-oh-yeah-in-app-experience?lang=en
[Category: BizMedia]
Sikorsky Eyes Europe for Next Generation Rotorcraft Production
BETHESDA, Maryland, July 18 [Category: BizAerospace] -- Lockheed Martin posted the following news release on July 16, 2026:
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Sikorsky Eyes Europe for Next Generation Rotorcraft (NGRC) Production
FARNBOROUGH, United Kingdom, July 16, 2026 - Sikorsky, a Lockheed Martin company (NYSE: LMT), today confirmed that it is actively pursuing the establishment of a Next Generation Rotorcraft (NGRC) production line in Europe. The move underscores Sikorsky's commitment to deepening its partnership with NATO and advancing collaborative research and development in Europe.
"We are committed to strengthening
... Show Full Article
BETHESDA, Maryland, July 18 [Category: BizAerospace] -- Lockheed Martin posted the following news release on July 16, 2026:
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Sikorsky Eyes Europe for Next Generation Rotorcraft (NGRC) Production
FARNBOROUGH, United Kingdom, July 16, 2026 - Sikorsky, a Lockheed Martin company (NYSE: LMT), today confirmed that it is actively pursuing the establishment of a Next Generation Rotorcraft (NGRC) production line in Europe. The move underscores Sikorsky's commitment to deepening its partnership with NATO and advancing collaborative research and development in Europe.
"We are committed to strengtheningour strategic partnerships, expanding industrial capacity and deepening our long-term presence in Europe," said Dr. Dennis Goege, Lockheed Martin chief executive for Europe. "Local production supports a highly skilled regional workforce, reinforces Europe's defence industrial base and enhances NATO readiness."
Strategic Benefits
* Enhanced Alliance Readiness - Locating development, production and component manufacturing in Europe improves logistics and strengthens NATO's rapid response posture.
* Industrial Growth & Workforce Development - The initiative will generate highskill jobs, stimulate local supply chains and provide training opportunities for the next generation of aerospace engineers.
* Global Innovation Network - By integrating insights from global partners and leveraging multinational expertise, Sikorsky aims to deliver a truly global NGRC solution that meets the highest standards of performance, safety and cost effectiveness.
Key Highlights
* Ongoing Studies & Concept Development - The company is engaging in various studies on advanced airframe configurations, open architecture avionics systems and mission capabilities that satisfy NATO's evolving deterrence concepts.
* European Industry Partnerships - Sikorsky will partner with leading European aerospace firms, industry, and suppliers as part of a robust, locally sourced NGRC production line. These collaborations will foster technology transfer, job creation and sustainment capabilities throughout the region and world.
* Global NGRC Variant - X2 - Parallel to the European effort, Sikorsky is expanding its work in Asia, where growing interest has led to a joint program with industry leaders to develop an international X2 variant. This initiative leverages global expertise to deliver a truly next generation, versatile rotorcraft platform adaptable to diverse operational environments.
The NGRC program initiative began in 2022 and includes France, Germany, Greece, Italy, the Netherlands, United Kingdom and Canada. The United States and Spain are currently acting as observers. Under the NGRC program, NATO is seeking to develop a medium-class, multi-role rotorcraft aimed to replace medium multi-role helicopters currently in service. NSPA, through its dedicated NGRC Support Partnership, will lead the effort to fulfill this upcoming requirement, in a timely and cost-effective manner, while concurrently leveraging a broad range of recent advances in technology, production methods, and operational concepts.
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About Lockheed Martin
Lockheed Martin is a global defense technology company driving innovation and advancing scientific discovery. Our all-domain mission solutions and 21st Century Security(R) vision accelerate the delivery of transformative technologies to ensure those we serve always stay ahead of ready. More information at www.lockheedmartin.com.
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Original text here: https://news.lockheedmartin.com/2026-07-16-Sikorsky-Eyes-Europe-for-Next-Generation-Rotorcraft-NGRC-Production
Newmark Awarded 21M+ SF National Property and Project Management Assignment for 601W Companies' U.S. Office Portfolio
NEW YORK, July 18 -- Newmark Group, a commercial real estate company that says they offer comprehensive suite of services and products, posted the following news release:
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Newmark Awarded 21M+ SF National Property and Project Management Assignment for 601W Companies' U.S. Office Portfolio
Newmark Group, Inc. (Nasdaq: NMRK) ("Newmark" or the "Company"), a leading commercial real estate advisor and service provider to large institutional investors, global corporations and other owners and occupiers, today announced the Company has secured a long-term Property and Project Management assignment
... Show Full Article
NEW YORK, July 18 -- Newmark Group, a commercial real estate company that says they offer comprehensive suite of services and products, posted the following news release:
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Newmark Awarded 21M+ SF National Property and Project Management Assignment for 601W Companies' U.S. Office Portfolio
Newmark Group, Inc. (Nasdaq: NMRK) ("Newmark" or the "Company"), a leading commercial real estate advisor and service provider to large institutional investors, global corporations and other owners and occupiers, today announced the Company has secured a long-term Property and Project Management assignmentwith leading institutional investor and developer 601W Companies, expanding the relationship through management of more than 21 million square feet of premier office assets across the U.S., including Chicago, New York, New Jersey and Los Angeles.
Newmark secured the assignment through a coordinated effort led by Jesse Van Dyke, Executive Vice President, Midwest Regional Market Leader and Richard Holden, President, Property Management, who worked closely with 601W Companies to develop a customized program aligned with 601W Companies' operating philosophy, long-term growth objectives and evolving portfolio needs.
"This assignment reflects the continued execution of our strategy to expand Newmark's recurring revenue businesses while deepening relationships with many of the industry's most sophisticated owners," said Luis Alvarado, Chief Operating Officer. "Property management and project management are critical components of our fully integrated platform, creating opportunities to deliver long-term value for clients while strengthening the breadth and durability of our Investor Solutions business."
The 601W portfolio comprises more than 12 million square feet in Chicago and more than nine million additional square feet across key U.S. markets, including New York City, New Jersey and Los Angeles. Newmark has already begun providing services for 601W's property at 333 S Grand Avenue in Los Angeles.
"601W has been one of the most active buyers of commercial real estate in the United States over the past several years, having acquired or contracted to acquire more than 10 million square feet," said Holden. "That level of conviction reflects exactly the kind of forward-looking ownership we're proud to support."
Newmark will serve as a strategic operating partner across the portfolio, delivering customized Property and Project Management services through an integrated program designed to support 601W Companies' ownership objectives, enhance tenant experiences and drive operational performance across the portfolio.
"Having proactively managed our portfolio through COVID -- including restructuring and extending financings across our assets -- we are well positioned for long-term growth and focused firmly on the opportunities ahead. We were looking for a strategic partner with the platform, talent and flexibility to match that ambition, and we are excited to work with Newmark on our path forward," said Mark Karasick, Managing Member of 601W. "Newmark brings a level of professionalism and discipline, along with a customized operating model and a collaborative approach, that aligns with our objectives today while providing the scale to grow with us as we continue investing in premier assets across the country."
The assignment further reinforces the Company's ability to serve institutional owners with complex, high-profile portfolios across the United States and reflects continued momentum within Newmark's Management Services businesses, particularly in Chicago, where the portfolio has a significant presence.
"With a significant concentration of assets in Chicago and major holdings across other U.S. markets, this assignment highlights the value of combining deep local market knowledge with the resources and capabilities of our global platform," said Van Dyke. "We're proud to support one of the industry's leading owners and deliver a tailored operating model for a portfolio of this size and complexity."
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About Newmark
Newmark Group, Inc. (Nasdaq: NMRK), together with its subsidiaries ("Newmark"), is a world leader in commercial real estate, seamlessly powering every phase of the property life cycle. Newmark's comprehensive suite of services and products is uniquely tailored to each client, from owners to occupiers, investors to founders, and startups to blue-chip companies. Combining the platform's global reach with market intelligence in both established and emerging property markets, Newmark provides superior service to clients across the industry spectrum. For the twelve months ended March 31, 2026, Newmark generated revenues of more than $3.4 billion. As of March 31, 2026, Newmark and its business partners together operated from over 185 offices with more than 9,600 professionals across four continents. To learn more, visit nmrk.com or follow @newmark.
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Discussion of Forward-Looking Statements about Newmark
Statements in this document regarding Newmark that are not historical facts are "forward-looking statements" that involve risks and uncertainties, which could cause actual results to differ from those contained in the forward-looking statements. These include statements about the Company's business, results, financial position, liquidity, and outlook, which may constitute forward-looking statements and are subject to the risk that the actual impact may differ, possibly materially, from what is currently expected. Except as required by law, Newmark undertakes no obligation to update any forward-looking statements. For a discussion of additional risks and uncertainties, which could cause actual results to differ from those contained in the forward-looking statements, see Newmark's Securities and Exchange Commission filings, including, but not limited to, the risk factors and Special Note on Forward-Looking Information set forth in these filings and any updates to such risk factors and Special Note on Forward-Looking Information contained in subsequent reports on Form 10-K, Form 10-Q or Form 8-K.
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Original text here: https://www.nmrk.com/insights/press-releases/newmark-awarded-21m-sf-national-property-and-project-management-assignment-for-601w-companies-u-s-office-portfolio
[Category: BizReal Estate]
Joshua Lichtenstein Comments on Department of Labor's ESG Proposed Rule in Ignites
BOSTON, Massachusetts, July 18 -- Ropes and Gray, a law firm, issued the following news:
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Joshua Lichtenstein Comments on Department of Labor's ESG Proposed Rule in Ignites
ERISA and benefits partner Joshua Lichtenstein spoke to Ignites about the Department of Labor's proposal that would outline how plan fiduciaries may consider ESG factors when selecting investments.
Joshua discussed how the "tiebreaker" test, which allows fiduciaries to use nonfinancial factors when selecting between two indistinguishable investment options, is seldom used.
Although the tiebreaker has existed in guidance
... Show Full Article
BOSTON, Massachusetts, July 18 -- Ropes and Gray, a law firm, issued the following news:
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Joshua Lichtenstein Comments on Department of Labor's ESG Proposed Rule in Ignites
ERISA and benefits partner Joshua Lichtenstein spoke to Ignites about the Department of Labor's proposal that would outline how plan fiduciaries may consider ESG factors when selecting investments.
Joshua discussed how the "tiebreaker" test, which allows fiduciaries to use nonfinancial factors when selecting between two indistinguishable investment options, is seldom used.
Although the tiebreaker has existed in guidancefor "a long time," Joshua said, using the tiebreaker test is "not a position people generally want to be in."
Joshua also commented on whether the proposal would include restrictions on proxy voting for nonfinancial reasons, and how it could compare with the first Trump administration's ESG rule and the current rule finalized during the Biden administration.
"The Trump administration rule sort of built from this presumption that most proxy voting probably wasn't actually in the best interest of plan participants and built out a way for plan sponsors to adopt safe harbor approaches to determine when or when not to vote proxies, which would result in less proxy voting," Joshua said. "The Biden administration took that part of the proxy rule away but left all the other proxy language intact from the Trump rule."
The proposed regulation is currently under review at the White House's Office of Information and Regulatory Affairs.
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Original text here: https://www.ropesgray.com/en/news-and-events/news/2026/07/joshua-lichtenstein-comments-on-department-of-labors-esg-proposed-rule-in-ignites
[Category: BizLaw/Legal]
In The American Lawyer, Ropes & Gray's TrAIlblazer Cup Featured as Innovative AI Training Competition for Summer and First-Year Associates
BOSTON, Massachusetts, July 18 -- Ropes and Gray, a law firm, issued the following news:
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In The American Lawyer, Ropes & Gray's TrAIlblazer Cup Featured as Innovative AI Training Competition for Summer and First-Year Associates
Ropes & Gray's AI-themed competition, the TrAIlblazer Cup, was spotlighted in an article in The American Lawyer. The program pairs summer associates and first-year associates to build working AI solutions for real-world legal workflows.
The article quoted asset management partner and policy committee member Elizabeth Reza, chief legal talent officer Amy Ross, and
... Show Full Article
BOSTON, Massachusetts, July 18 -- Ropes and Gray, a law firm, issued the following news:
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In The American Lawyer, Ropes & Gray's TrAIlblazer Cup Featured as Innovative AI Training Competition for Summer and First-Year Associates
Ropes & Gray's AI-themed competition, the TrAIlblazer Cup, was spotlighted in an article in The American Lawyer. The program pairs summer associates and first-year associates to build working AI solutions for real-world legal workflows.
The article quoted asset management partner and policy committee member Elizabeth Reza, chief legal talent officer Amy Ross, anddirector of legal knowledge management Patrick Ryan. Elizabeth described how making the work fully billable reinforced its importance.
"It reflects our commitment to the importance of AI. By giving them the credit there from a billable hours perspective, it put it on the same page as all the other work that they're doing and reinforced that message."
The tournament consists of 25 teams across all seven of the firm's U.S. offices. "It gave the summer associates great exposure to lawyers throughout the U.S, and I think they learned a lot, but did it by having fun, which I think is a really important part of what we're trying to do, to show them how exciting this opportunity can be for them," said Amy.
The AI use cases developed through the tournament will also be incorporated into workflows for the firm's broader use. "It's something that will benefit the whole team and our clients," said Elizabeth. "We see ways that this is going to be used going forward, and even for the teams that didn't progress, there's still sort of a feedback loop process and learning from the overall ideas that they've put forward about areas that could benefit from AI and innovation."
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Original text here: https://www.ropesgray.com/en/news-and-events/news/2026/07/in-the-american-lawyer-ropes-grays-trailblazer-cup-featured-as-innovative-ai-training-competition
[Category: BizLaw/Legal]
Hawaiian Electric Seeks to Expand Renewables, Energy Storage on Oahu, Hawaii Island and Maui
HONOLULU, Hawaii, July 18 -- Hawaiian Electric issued the following news release on July 17, 2026:
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Hawaiian Electric seeks to expand renewables, energy storage on Oahu, Hawaii Island and Maui
* Represents significant progress toward 100% renewable energy
* One of state's largest energy procurements ever
* Additional 500 MW of firm generation on Oahu to be sought
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Hawaiian Electric today submitted its Integrated Grid Planning Request for Proposals (IGP RFP), seeking plans for competitively priced renewable energy and storage for Oahu, Hawaii Island and Maui to meet customers' growing
... Show Full Article
HONOLULU, Hawaii, July 18 -- Hawaiian Electric issued the following news release on July 17, 2026:
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Hawaiian Electric seeks to expand renewables, energy storage on Oahu, Hawaii Island and Maui
* Represents significant progress toward 100% renewable energy
* One of state's largest energy procurements ever
* Additional 500 MW of firm generation on Oahu to be sought
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Hawaiian Electric today submitted its Integrated Grid Planning Request for Proposals (IGP RFP), seeking plans for competitively priced renewable energy and storage for Oahu, Hawaii Island and Maui to meet customers' growingenergy needs and modernize the generation fleet to drive down costs by reducing the use of oil for power generation.
Collectively, these projects comprise one of Hawaiian Electric's largest-ever energy solicitations. When completed, these projects will make significant progress toward the state's goal of using 100% renewable energy for power generation by 2045. Today is the deadline for submittal of the RFP solicitation as part of the company's planning process overseen by the Public Utilities Commission (PUC).
"Hawaii needs to move faster and we think our expedited procurement plan is the best way to drive competition, evaluate all options and more rapidly build a portfolio that meets the requirements of efficiency, reliability and lower carbon emissions and does it at the least cost," said Scott Seu, CEO of Hawaiian Electric. "This is one of the actions we're taking that will benefit our customers and our state sooner, not on some faraway horizon."
Hawaiian Electric is proposing four immediate action steps:
* Retiring aging power plants sooner by accelerating the addition of modern firm generation that can efficiently produce electricity 24/7 when variable resources like wind and solar aren't available.
* Launching one of the largest generation resource procurements in state history in a competitive bidding process to seek nearly 1,650 gigawatt-hours (GWh) of variable renewable energy (i.e. solar, wind,) 465 megawatts (MW) of grid forming resources (i.e. solar generation plus battery storage) and 111 MW of firm generating capacity, resources that can be available 24/7. Projects would be in service between 2031-2034.
* Seeking separate, expedited regulatory approval to expand the procurement for fuel-flexible firm generation resources on Oahu by up to an additional 500 MW. In a letter to the Public Utilities Commission, the company said it was seeking a "transparent, Commission-supervised forum" to evaluate the firm generation component within the broader portfolio of new resources without pre-determining its size or fuel requirement.
* Launching a request for proposals for all fuels by the end of 2026, including liquid and gaseous fuels, to provide a competitive evaluation of such measures as price, sourcing and environmental impact.
Oahu, home to nearly one million residents, uses more than 70% of the electricity generated in Hawaii. Electricity demand is growing at its fastest pace in two decades as transportation and industrial processes become increasingly electrified.
Hawaiian Electric emphasized that it remains open to a range of solutions to meet Hawaii's energy needs, including liquefied natural gas (LNG) for power generation.
"We believe natural gas could be a beneficial option for Hawaii if it can deliver value to our customers," Seu said. "At the same time, any such pathway must be evaluated transparently, rigorously, and independently through the PUC's process."
An affiliate of a Japan-based energy conglomerate announced its plan to create a separate regulated utility to build and operate what would be the biggest power plant on Oahu, fueled by LNG, with additional generating project investments to follow. This energy conglomerate notified the PUC it will seek approval of this project outside the longstanding competitive bidding structure.
If the PUC agrees to expand the scope of procurement in the upcoming competitive bidding process, the energy conglomerate's project could be considered as part of the overall portfolio of resources being sought.
"Having more options is always good and we welcome proposals by all developers to help find the optimal resource mix for Hawaii," Seu said. "We believe in an open competitive process as opposed to a sole-source, multibillion-dollar contract without seeing what else is out there to ensure we're getting the best outcome for Hawaii today and for decades to come."
Interested developers can find more information on Hawaiian Electric's website about the company's competitive bidding process. Information about the RFP regulatory proceeding can be found on the PUC website under docket number 2024-0258.
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Original text here: https://www.hawaiianelectric.com/hawaiian-electric-seeks-to-expand-renewables-energy-storage-on-oahu-hawaii-island-and-maui
[Category: BizEnergy]
Fisher Phillips Issues Insight: Cannabis Laws Are Changing - 8 Questions Employers Should Ask Now
ATLANTA, Georgia, July 18 -- Fisher Phillips, a law firm, issued the following insight on July 17, 2026:
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Cannabis Laws Are Changing: 8 Questions Employers Should Ask Now
Employers are feeling the impact of relaxed laws and attitudes toward cannabis use, especially as positive drug test rates continue to climb. After years of state-level legalization efforts, the federal government recently rescheduled certain medical cannabis products and is considering broader cannabis rescheduling, which could lead to more disability-related and other workplace claims. As a result, many employers are
... Show Full Article
ATLANTA, Georgia, July 18 -- Fisher Phillips, a law firm, issued the following insight on July 17, 2026:
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Cannabis Laws Are Changing: 8 Questions Employers Should Ask Now
Employers are feeling the impact of relaxed laws and attitudes toward cannabis use, especially as positive drug test rates continue to climb. After years of state-level legalization efforts, the federal government recently rescheduled certain medical cannabis products and is considering broader cannabis rescheduling, which could lead to more disability-related and other workplace claims. As a result, many employers arerethinking cannabis testing while still grappling with how to manage risks, especially in safety-sensitive positions. Here's everything employers need to know about the current state of cannabis laws and eight questions to consider as you balance staffing needs with workplace safety and legal compliance.
We want to know whether your organization tests for cannabis in the pre-hire process - and we'll share the full results so you know where you stand compared to your peers. Take our one-minute FP Flash Survey here!
What's New at the Federal Level
In a move that's been contemplated for years, the federal government rescheduled FDA-approved products and state-licensed medical marijuana products from Schedule I to Schedule III earlier this year. While other cannabis products remain on Schedule I, administrative hearings were just held to consider broader rescheduling to Schedule III. Here's the significance under the Controlled Substances Act:
* Schedule I means the substance has no accepted medical use and a high potential for abuse (substances include heroin, LSD, and peyote).
* Schedule II means the substance has some accepted medical use but a high potential for abuse (like fentanyl, oxycodone, and methamphetamine).
* Schedule III means the substance has a moderate to low potential for physical and psychological dependence, and a lower potential for abuse than Schedule I or II (this includes Tylenol with codeine and ketamine).
The Legal Significance: While many things won't change due to the rescheduling, like Department of Transportation rules requiring drug testing for covered drivers, we do expect to see employees who are registered medical cannabis users in their respective states to seek accommodations and challenge related adverse employment actions under the Americans with Disabilities Act (ADA).
Historically, these claims were brought under state disability laws and rejected under the ADA, since cannabis was illegal under federal law. But plaintiffs' attorneys will surely test this theory now that medical cannabis products have been rescheduled, particularly in states where medical cannabis use does not have employment protections.
"Employers that continue to conduct pre-employment cannabis screening should consult with legal counsel before declining to hire someone with a medical cannabis card or positive test result, and should identify which positions raise safety-sensitive concerns," says Kristin White, Co-Chair of FP's Workplace Safety and Catastrophe Practice Group and Partner in the firm's Denver office.
You should also note that legal challenges to the government's recent actions are playing out in court. We'll be tracking those lawsuits and providing updates as warranted, so make sure you are signed up for Fisher Phillips' Insight System to receive updates straight to your inbox.
The Current State Patchwork
In addition to following federal developments, employers should continue to track state-level trends. Most states have legalized cannabis to some degree, though the laws vary significantly from allowing adult recreational use to medical use only to very limited cannabidiol use with low or no psychoactive effect:
* 24 states and the District of Columbia legalized medical and recreational adult use
* 17 states and Puerto Rico allow medical use only
* Iowa allows very limited medical access
* 7 states have medical CBD/low THC laws
Additionally, workplace protections for employees who test positive run the gamut:
* no protections at all
* protected off-duty use
* employers potentially need to explore reasonable accommodations for medical use under state disability laws.
* This patchwork of state laws makes compliance challenging for employers - but an important thing to remember is that you do not have to tolerate on-the-job impairment anywhere.
Workplace Impact as Use and Acceptance Continue to Rise
Employers have a lot to process, especially when you add the growing acceptance and use of cannabis nationwide:
* Most Americans support some form of legalization. Only 11% of US adults say cannabis should not be legal for any purpose, according to a 2026 survey from Pew Research Center. Although the percentage that supports recreational vs. medical has fluctuated a little in recent years, about 88% support it to some degree, and the overall acceptance is significantly higher than when the first states passed recreational laws in 2012.
* More workers are testing positive. For example, pre-employment hair tests show cannabis use increasing by nearly 50% over five years (from 10% in 2021 to 15% in 2025), according to a study released last week by Quest Diagnostics. "Marijuana continues to be the primary driver of positive drug tests across all specimen types and workforce segments," according to Quest Diagnostics.
"The legal landscape combined with these statistics has a real impact on employers. Many are afraid they won't be able to meet their hiring needs if they test for cannabis," says Todd Logsdon, Co-Chair of FP's Workplace Safety and Catastrophe Practice Group and Partner in the firm's Louisville office. "They are also concerned about reducing risks in safety-sensitive work environments."
8 Questions Employers Should Ask Now
So, what does this all mean for your workplace? A variety of factors will shape your drug-testing policies, including your industry, location, job types, and workplace culture. Here are eight key questions you should consider when developing your policies in light of evolving cannabis laws:
1. Will you continue pre-employment drug screening? Depending on the nature and location of the business and legal prohibitions, employers may opt to drop cannabis from the drug-screening panel. However, state and federal laws may still require that cannabis (specifically THC) be included in drug screening for certain positions, like interstate drivers. (We want to know whether you test for cannabis in the pre-hire process! Take our one-minute FP Flash Survey here.)
2. Will you create a different policy for safety-sensitive positions? Some employers may opt to eliminate THC - the psychoactive component in cannabis - from pre-employment screening for some roles, such as office jobs, but continue screening for safety-sensitive roles, like forklift drivers and machine operators. Of course, such policies must be applied consistently and comply with applicable state and local requirements.
3. How do you handle cases of reasonable suspicion? Consider developing clear guidelines on how to detect cannabis impairment and what to do when an employee is suspected of working under the influence. Again, be sure that your policies align with workplace safety, drug screening, and anti-discrimination laws.
4. Do you have a clear disciplinary policy? What will the consequences be for violating company policy on cannabis use and other policies on having cannabis, cannabis-derived products, or paraphernalia in the workplace?
5. Have you trained managers? Consider training managers and frontline supervisors on how to observe, respond to, and report possible on-the-job use of cannabis.
6. How do you handle positive cannabis test results? Do you have an internal process for employees to dispute the results of an investigation or drug test? What steps are in place when a job candidate tests positive? Do you have a plan to explore reasonable accommodations with authorized medical cannabis patients?
7. Do you want to create a single policy that is compliant with all states where you operate or separate policies based on specific state and local rules?
8. Have you consulted legal counsel? Consider having an attorney review your policies and walk you through your options following a positive drug test. It's best to reach out to counsel before taking any adverse action to ensure you're complying with all applicable requirements.
We want to know whether your organization tests for cannabis in the pre-hire process - and we'll share the full results so you know where you stand compared to your peers. Take our one-minute FP Flash Survey here!
Conclusion
Fisher Phillips will continue to monitor any new developments, so make sure you are signed up for Fisher Phillips' Insight System to receive updates straight to your inbox. If you have questions, contact your Fisher Phillips attorney, the authors of this Insight, or any member of our Workplace Safety Practice Group.
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Related People
Todd B. Logsdon
Partner
502.561.3971
tlogsdon@fisherphillips.com
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Lisa Nagele-Piazza
Legal Content Counsel
404.760.7943
lpiazza@fisherphillips.com
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Kristin R.B. White
Partner
303.218.3658
kwhite@fisherphillips.com
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Original text here: https://www.fisherphillips.com/en/insights/insights/cannabis-laws-are-changing-8-questions-employers-should-ask-now
[Category: BizLaw/Legal]
