Angela Henkemeyer
BADM 460
Project 3
Medical Marijuana in the Workplace
The legalization of marijuana use for medical use has challenged HR departments across the United States. Disabilities in the workplace can be a confusing process for employers. Although employers can continue to enforce zero-tolerance drug policies in the workplace, they must exercise more caution in distributing those policies.
Courts in some states are providing guidance, but many employers are struggling with questions about whether or not to modify their policies, such as drug testing. Legal issues, including federal preemption of state laws, whether medical marijuana patients must be accommodated under state anti-discrimination acts, and whether a patient has a legal off-duty right to use medical marijuana, remain …show more content…
It is still illegal on a federal level, even for medicinal use, and is considered by the FDA to have no proven medical benefits.
Over time there will be new set laws and regulations regarding marijuana use in the workplace for medicinal purpose. All companies need to keep themselves updated on the new laws and follow through regarding any laws that are set in place.
What can employers do?
Review any of the company’s drug-related policies. Help to ensure that HR can clearly explain to employees what is expected of them.
Be consistent. Apply the policy to everyone. Remind workers that they are subject to being fired. Regardless of state law, employers need to stick to the disciplinary procedures they choose if employees violate a company law.
Work with employees. Team up with employees who use marijuana for medical reasons and help them find other treatments or allow them to take leave.
Train managers. Conduct random and pre-employment drug tests, use a drug-screening company to train supervisors to recognize signs of drug abuse in
BADM 460
Project 3
Medical Marijuana in the Workplace
The legalization of marijuana use for medical use has challenged HR departments across the United States. Disabilities in the workplace can be a confusing process for employers. Although employers can continue to enforce zero-tolerance drug policies in the workplace, they must exercise more caution in distributing those policies.
Courts in some states are providing guidance, but many employers are struggling with questions about whether or not to modify their policies, such as drug testing. Legal issues, including federal preemption of state laws, whether medical marijuana patients must be accommodated under state anti-discrimination acts, and whether a patient has a legal off-duty right to use medical marijuana, remain …show more content…
It is still illegal on a federal level, even for medicinal use, and is considered by the FDA to have no proven medical benefits.
Over time there will be new set laws and regulations regarding marijuana use in the workplace for medicinal purpose. All companies need to keep themselves updated on the new laws and follow through regarding any laws that are set in place.
What can employers do?
Review any of the company’s drug-related policies. Help to ensure that HR can clearly explain to employees what is expected of them.
Be consistent. Apply the policy to everyone. Remind workers that they are subject to being fired. Regardless of state law, employers need to stick to the disciplinary procedures they choose if employees violate a company law.
Work with employees. Team up with employees who use marijuana for medical reasons and help them find other treatments or allow them to take leave.
Train managers. Conduct random and pre-employment drug tests, use a drug-screening company to train supervisors to recognize signs of drug abuse in