Drug Policy Case Study

1168 Words 5 Pages
The last situation a human resource manager wants to find himself or herself in, is having an employee hand them a medical marijuana card when they are presented a drug test positive for marijuana. For this very reason, many human resource managers around the country are scrambling to stay on top of the medical marijuana laws in their state and how they affect their company’s drug and alcohol policy. As of 2015, twenty-three states and Washington DC had medical marijuana laws in place, the twenty-three states include; Alaska, Arizona, California, Colorado, Connecticut, Delaware, Hawaii, Illinois, Maine, Maryland, Massachusetts, Michigan, Minnesota, Montana, Nevada, New Hampshire, New Jersey, New Mexico, New York, Oregon, Rhode Island, Vermont, …show more content…
Before a drug test or possibly after a drug test depending on the company a medical marijuana card holder should be notified of the companies zero-tolerance drug policy and placed on leave under the Family and Medical Leave Act until they can decide on what they want to do in respect to keeping there position with the company. If the employer wants to maintain a zero-tolerance drug policy for legal or safety reasons but wants to be more compassionate than a strict zero-tolerance policy the employer may want to think about using this option since it gives the employee a chance to make a personal decision instead of immediately terminating the employee for failing a drug …show more content…
I believe that there are a variety of correct options depending on the company. For example companies in the manufacturing, construction, and transportation industries may want to take a stance closer to the zero-tolerance end of the spectrum due to safety concerns where companies in the business or other industries may want to take a stance accepting of medical marijuana or at least allowing limited exceptions for some medical marijuana users. Like many other problems in the world this problem has no one correct answer. Each companies needs to have their human resource department take a look at their current drug and alcohol policy and see what changes they need to make to stay on top of the conundrum of medical marijuana in the

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