Medical Marijuana Use and Hiring/Retaining
A problem facing businesses is the use of medical marijuana in conjunction with their hiring practices as well as retaining after someone begins to use medical marijuana. The two opposing solutions are that the employer shouldn’t be required to hire or retain someone that uses marijuana and that the employee should have a right to take the medication that manages the pain and that which is prescribed by their physician.
Position For Medical Marijuana Those for medical marijuana believe that, if prescribed by their physician, it is the same as any other medication that a person can take (considering there are numerous other controlled substances that people take while at work). The thought is that as long as they can perform their job why should it matter that they are using medical marijuana as a medicine. A defense being …show more content…
It outlines senators backing bills that will lighten the regulations for not only users but for merchants that sell marijuana for medicinal purposes. Finally, it makes note of things employers need to consider – whether it be in regard to their risk and their reputation I how they do handle this issue.
This article discusses what an employer needs to consider with regard to the fact many states have legalized the use of marijuana for medical reasons. It discusses the medical marijuana laws and how it can impact an employer from a legal perspective. It includes examples of different case law and what states require accommodations.
This article discusses Federal law including the Drug-Free Workplace Act and state law including cases in Montana, California, Arizona, and Oregon. It includes a discussion on the implications of interpretations of the law as well as the ethics in regard to accommodating in connection with the Americans with Disabilities Act and employer drug
A problem facing businesses is the use of medical marijuana in conjunction with their hiring practices as well as retaining after someone begins to use medical marijuana. The two opposing solutions are that the employer shouldn’t be required to hire or retain someone that uses marijuana and that the employee should have a right to take the medication that manages the pain and that which is prescribed by their physician.
Position For Medical Marijuana Those for medical marijuana believe that, if prescribed by their physician, it is the same as any other medication that a person can take (considering there are numerous other controlled substances that people take while at work). The thought is that as long as they can perform their job why should it matter that they are using medical marijuana as a medicine. A defense being …show more content…
It outlines senators backing bills that will lighten the regulations for not only users but for merchants that sell marijuana for medicinal purposes. Finally, it makes note of things employers need to consider – whether it be in regard to their risk and their reputation I how they do handle this issue.
This article discusses what an employer needs to consider with regard to the fact many states have legalized the use of marijuana for medical reasons. It discusses the medical marijuana laws and how it can impact an employer from a legal perspective. It includes examples of different case law and what states require accommodations.
This article discusses Federal law including the Drug-Free Workplace Act and state law including cases in Montana, California, Arizona, and Oregon. It includes a discussion on the implications of interpretations of the law as well as the ethics in regard to accommodating in connection with the Americans with Disabilities Act and employer drug