The AHA has a proven track record of promoting and protecting industry interests and practices through aggressive lobbying, grass roots campaigns and fighting for policies that support the hospitality industry at local, state and federal levels. Please contact Montine McNulty at (501)376-2323 if you have any questions relating to the upcoming Regular Legislative Session.
Local advocacy is extremely important to any government affairs activity. Legislators are most interested in how policy impacts their constituents – and that is you. So get involved by voting, writing your legislator and attending key legislative AHA events.
PUBLISHED JULY 20, 2018
On March 30, 2016, Cross, Gunter, Witherspoon & Galchus, P.C., joined by a number of trade associations, as well as the State Chamber, filed the first lawsuit against the Department of Labor (DOL) to prevent enforcement of the unprecedented “Persuader Rule” regulations that sought to punish employers, their lawyers, and their consultants with criminal penalties, including up to one year of prison time, and fines up to $10,000.00, for failure to disclose confidential and attorney-client privileged information. Effectively, the Rule would have limited the rights of employers to consult with its counsel on union-related issues. This was one of three legal actions taken against the implementation of the Rule around the country, the other two being filed in Texas and Minnesota. click here to continue
On November 6, 2018 voters passed Arkansas Issue 5 by an overwhelming margin; nearly 7 in 10 voters said yes. Issue 5 raises the minimum wage in Arkansas starting at the beginning of the year. Currently, the minimum wage is $8.50; on Jan.1, 2019, it will go up to $9.25. In 2020, it goes up to $10 an hour, and in 2021 the minimum wage will rest at $11. For tipped employees, such as most waiters and bartenders, the base $2.63 per hour will not change. However, if a tipped employee’s tips don’t get the employee’s pay rate up to minimum wage, the employer will have to cover the difference.
Bill to Amend the Arkansas Medical Marijuana Amendment Passes – March 22, 2017
A bill clarifying the employment provisions of the Arkansas Medical Marijuana Amendment (AMMA) has passed both houses of the Arkansas Legislature, and is awaiting the Governor’s signature. The bill provides guidance to Arkansas employers seeking to comply with the AMMA while simultaneously fulfilling their duty to provide a safe workplace for employees and the public.
The bill was primarily drafted by CGWG, who submitted it to the Arkansas State Chamber of Commerce, and received input from Chamber members. Representatives Carlton Wing and Douglas House filed the bill. Senators Missy Irvin and Greg Standridge supported the bill in the Senate.
When the AMMA was passed last fall, it appeared to create more questions than answers. The AMMA specifically prohibits Arkansas employees from ingesting marijuana or coming to work “under the influence” of marijuana. Yet the amendment failed to address key issues for employer compliance, such as defining “employer,” “employee,” or “under the influence.”
The bill defines an “employer” as an entity that employs nine or more employees in the State of Arkansas for 20 or more calendar weeks in the current or preceding calendar year. The bill defines “employee” to exclude independent contractors, individuals employed by their immediate family, and individuals in specialized employment training programs. These definitions mirror those contained in the Arkansas Civil Rights Act.
The bill defines “under the influence” to mean symptoms of an employee’s “current use” that may negatively impact the employee’s performance of his or her job duties or constitute a threat to health or safety. The bill includes examples of these symptoms, such as observable physical signs and symptoms, negligence or carelessness, disregard for safety, or involvement in an accident that results in property damage, personal injury, or disruption of a production or manufacturing process.
The bill provides safe harbors to employers who are covered by the AMMA. The bill protects employers acting on a “good faith belief” that an employee ingested marijuana or was under the influence of marijuana in the workplace. An employer’s “good faith belief” may be based on a variety of factors, including the employee’s conduct or appearance, marijuana labels, and other reasonably reliable sources of information.
The bill provides a different standard for employees in safety-sensitive positions. The bill defines “safety sensitive position” to include any position designated as a safety sensitive function by state or federal law, as well as positions that an employer designates in writing as safety sensitive if an employee performing the position while under the influence of marijuana may constitute a threat to health or safety. The bill includes a non-exhaustive list of safety sensitive positions. Because of the heightened threat of danger inherent in these positions, the bill protects employers who exclude an employee from performing a “safety sensitive position” based on a good faith belief that the employee was engaged in the current use of marijuana. Finally, the bill clarifies that employers may continue to establish and implement a drug-free workplace policy that complies with state or federal law.
If the bill is signed into law, it will amend the Arkansas Medical Marijuana Amendment. Arkansas employers should be prepared to review job descriptions and substance abuse policies to ensure that they comply with the newly revised Arkansas Medical Marijuana Amendment.