{"id":837,"date":"2021-08-30T08:56:00","date_gmt":"2021-08-30T12:56:00","guid":{"rendered":"http:\/\/timothydimoff.com\/?p=837"},"modified":"2021-08-30T12:13:43","modified_gmt":"2021-08-30T16:13:43","slug":"medical-marijuana-workplace","status":"publish","type":"post","link":"https:\/\/timothydimoff.com\/2021\/08\/30\/medical-marijuana-workplace\/","title":{"rendered":"Medical Marijuana in the Workplace"},"content":{"rendered":"<p>Today, medical marijuana use is\u00a0<a href=\"https:\/\/www.ncsl.org\/research\/health\/state-medical-marijuana-laws.aspx\"><strong>legal in thirty-three states<\/strong><\/a>, the District of Columbia, and three U.S. territories, with another thirteen states allowing CBD products that have low THC content. Over\u00a0<a href=\"https:\/\/www.mpp.org\/issues\/medical-marijuana\/state-by-state-medical-marijuana-laws\/medical-marijuana-patient-numbers\/\"><strong>four million Americans<\/strong><\/a>\u00a0are medical marijuana patients today.<\/p>\n<p>According to an April 2021\u00a0<a href=\"https:\/\/www.pewresearch.org\/fact-tank\/2021\/04\/16\/americans-overwhelmingly-say-marijuana-should-be-legal-for-recreational-or-medical-use\/\">Pew Research Center survey<\/a>, an overwhelming majority of U.S. adults (91%) say marijuana should be legal for medical purposes. Therefore, an overly restrictive policy may mean you lose good employees.<\/p>\n<p>Here are some questions for consideration:<\/p>\n<ul>\n<li>Should you tighten your policies on <a href=\"https:\/\/sacsconsulting.com\/2021\/07\/15\/can-drug-tests-be-beat\/\">drug testing<\/a>?<\/li>\n<li>If you choose to have a zero-tolerance drug policy, how do you handle medical use?<\/li>\n<li>Can you be sued for failing to accommodate an employee who has a medical condition?<\/li>\n<\/ul>\n<h2><strong>When Drug Use is a Safety Issue<\/strong><\/h2>\n<p>Although state laws vary, what is true in every state is that these laws don\u2019t require employers to permit drug use in the workplace or tolerate employees who report to work under the influence. For multi-state employers, it becomes even more confusing as Federal regulations still prohibit marijuana use. For example, Federal Drug and Alcohol Testing Regulations state, it remains unacceptable for any safety-sensitive employee subject to drug testing under the <a href=\"https:\/\/www.fmcsa.dot.gov\/regulations\/drug-alcohol-testing\/overview-drug-and-alcohol-rules\">Federal Motor Carrier Safety Administration<\/a> to use marijuana.<\/p>\n<p>Safety\u2010sensitive transportation workers include:<\/p>\n<ul>\n<li>pilots<\/li>\n<li>school bus drivers<\/li>\n<li>truck drivers<\/li>\n<li>train engineers<\/li>\n<li>subway operators<\/li>\n<li>aircraft maintenance personnel<\/li>\n<li>transit fire\u2010armed security personnel<\/li>\n<li>ship captains<\/li>\n<li>pipeline emergency response personnel<\/li>\n<\/ul>\n<p>In addition, the Americans with Disabilities Act (ADA) does not require employers to allow marijuana use as a reasonable accommodation for someone with a disability, even if that person is a registered medical marijuana patient. And if your company is unionized, you may face issues with drug testing in a unionized workplace.<\/p>\n<h2><strong>Drug Policies Protect Yourself and Your Employees<\/strong><\/h2>\n<p>How do you comply with state and federal laws and protect your employees and business?<\/p>\n<ul>\n<li>First and most importantly, institute a company policy that clearly states your stance on the use of, the possession, or being under the influence of any illegal drug in the workplace. Define unlawful drugs to include the abuse of over-the-counter medication, prescription medication, medical marijuana, and alcohol.<\/li>\n<li>Know your state\u2019s laws on medical marijuana use and make sure your policies are consistent with state <a href=\"https:\/\/sacsconsulting.com\/2021\/08\/19\/understanding-hb352-ohio-employment-discrimination-statutes\/\">anti-discrimination statutes<\/a>.<\/li>\n<li>Communicate your policy to all employees and let them know what is expected of them and how you will deal with infractions.<\/li>\n<li>Train your managers about confidentiality regarding sensitive employee information\u2014including drug-test results and requests for accommodations for medical conditions for which marijuana is prescribed.<\/li>\n<\/ul>\n<p>Although employers may need to revise their\u00a0<a href=\"https:\/\/www.shrm.org\/ResourcesAndTools\/legal-and-compliance\/state-and-local-updates\/Pages\/Can-Employers-Still-Test-for-Marijuana.aspx\">drug-testing and accommodation policies<\/a>, no state law requires employers to tolerate on-the-job cannabis use or intoxication.<\/p>\n<p>Throughout 2021 and 2022, it will be really important for employers to keep their eye on the case law as courts continue to interpret employee protections under medical marijuana statutes.<\/p>\n<h2>Considerations for Employees<\/h2>\n<p>Employees who take marijuana for medical purposes or who are considering doing so should therefore consult their physician, their employer\u2019s human resources department, and an employment lawyer to know their rights. The fact that using marijuana is legal in your state does not necessarily prevent your employer from firing you for using marijuana, even with a valid medical certification. And because the drug can remain in one\u2019s system long after the intoxicating effects wear off, it is essential to know whether your employer can require a drug test and fire you for having THC in your system, even though you did not come to work under the influence of the drug. But, again, this is a complex and ever-changing area of the law, so consulting an attorney in your state who has the most up-to-date information is the best way to protect yourself and your livelihood.<\/p>\n<h2>Schedule Tim\u2019s Talk About Medical Marijuana<\/h2>\n<p><a href=\"https:\/\/timothydimoff.com\/contact\/\">Contact Tim<\/a>\u00a0or call 330-730-3424 to schedule Tim\u2019s Talk <a href=\"https:\/\/timothydimoff.com\/tims-talks\/tims-talksmedical-marijuana-truths-myths\/\">Medical Marijuana Truths and Myths<\/a> to help your\u00a0employees understand how drug policies protect the organization and the individual.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Even though 91% of Americans support the use of medical marijuana, it can be on complicated situation in the workplace. Learn the latest information about this timely topic. <\/p>\n","protected":false},"author":5414,"featured_media":3224,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[411,85],"tags":[23,24,165,34,53],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v22.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Medical Marijuana in the Workplace: What are your Drug Policies?<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/timothydimoff.com\/2021\/08\/30\/medical-marijuana-workplace\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Medical Marijuana in the Workplace: What are your Drug Policies?\" \/>\n<meta property=\"og:description\" content=\"Even though 91% of Americans support the use of medical marijuana, it can be on complicated situation in the workplace. 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