Chris’s practice primarily focuses on corporate/business advising, business transactions, entity formation, estate planning (wills, powers of attorney, and trusts), probate/guardianship, real estate transactions, and various types of civil litigation, such as contested estates and trusts, business disputes, contract disputes, employment matters, landlord-tenant issues, and appeals. Chris also has experience serving as a Guardian Ad Litem in personal injury, guardianship, and child custody proceedings. Chris practices in both the State Courts of Illinois and the United States District Court for the Central District of Illinois.
Chris also practices municipal law, advising and representing municipalities and other governmental entities. He currently serves as the City Attorney for the City of Canton. He also serves as a Special Assistant Attorney General to the Illinois Attorney General, representing the Illinois Department of Transportation and the Illinois Department of Natural Resources.
Chris previously worked at the law firm of Barnhart, Tinsman & Associates, Ltd. before joining Davis & Campbell L.L.C. in November 2019. Chris resides in Canton with his wife, Ashley. He is heavily involved in the community, serving in a wide variety of organizations.
401 Main St., Suite 1600
Peoria, IL 61602
Governor Pritzker has signed an amendment to Illinois’ Cannabis Regulation and Tax Act (the new recreational marijuana law), and – in so doing – has effectively expanded employers’ rights to drug test and discipline for marijuana use.
First, public employers may now prohibit/discipline officers, paramedics, and firefighters from/for using and possessing marijuana when they are off-duty. The previous language merely prohibited on-duty use and possession. Second, the amendment provides that all employers (both public and private) may subject employees to random drug testing and may also subject applicants to pre-employment testing for marijuana, in addition to testing employees based on an employers’ “good faith belief” of impairment (i.e., post accident, reasonable suspicion, etc.). Employers may then discipline/terminate/not hire an employee or applicant for failing any such test.
In sum, employers do not need to observe impairment prior to testing (or subsequently disciplining) for marijuana use. However, remember that all drug tests and discipline following failed drug tests must continue to be administered via employers’ reasonable and non-discriminatory drug policies. Thus, in addition to having a drug policy in place, employers should regularly review those policies to ensure the content remains reasonable.
Nicole D. Meyer | Davis & Campbell, L.L.C.
401 Main Street, Suite 1600 | Peoria, IL 61602
(309) 673-1681 | Fax: (309) 673-1690
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On February 11, 2020, Attorneys Rick Russo and Nicole Meyer will present on the amendment to the Illinois marijuana bill and its effect on employers, medical marijuana/reasonable accommodations, and how the legalization of marijuana may affect workers compensation matters for the Peoria Chamber of Commerce at the Hult Center for Healthy Living.
On February 11, 2020, Attorney David Lubben will present on Illinois Statutory Law Changes at the monthly meeting of the Decatur Area SHRM.
On February 19, 2020, Attorney Nicole Meyer will present “Policies on Marijuana, Drug Testing, and Reasonable Accommodations.” Topics covered will include: What options are available to employers for use of marijuana? What are the risks associated with different drug testing programs? Do employers have to accommodate the use of medical marijuana as a reasonable accommodation?
On February 20, 2020, Attorney Nicole Meyer will present on Policies on Marijuana, Drug Testing, and Reasonable Accommodations and Workers Compensation at DePaul University College of Law (CLE provided).