Currently, with 14 US states that have legalized medical marijuana, there are perhaps hundreds of thousands of employers who are wondering how to maintain free and average time at the workplace, provide an adequate environment for workers who are receiving marijuana treatment. In fact, the general theme of marijuana is confusion. The federal authorities do not want to switch from their marijuana, is illegal. positions and marijuana - legal states have incredibly different approaches to this problem. Thus, there has never been a better time to review your company's drug policy.
Here are some guidelines for basic white spots:
For enterprises that work in government, for example, with federal contracts, the guideline must be the Employment Act at Work Act of 1988, which prohibits the use of marijuana in workplaces that participate in federal contracts.
DOT - Department of Transportation - also prohibits the use of marijuana for employees who are in the so-called “security-sensitive” such as bus drivers, subway operators, truck drivers, armed transit security, ship captains and pilots. This prohibition applies to all states in which States that have legalized medical marijuana are involved. So, even if you have a card with marijuana, but you need to fly 757, you have to make sure that the effect of your medical marijuana has passed when you sit down at your pilot spot.
Some lawyers advise on treating marijuana as if it were the use of any other prescription drug, and the worker could do it legally and safely. They argue that this attitude can save employers both money and time in a situation leading to medical marijuana, to be more and more accepted by society and legalized in more states over the next few years.
Different states - different rules
First of all, in legalized states, every patient who has a card with marijuana is protected from extinction if they deal with all the necessary documentation and have proof of approval from the doctor for the treatment of marijuana. But this is only the beginning.
If you live and work in Oregon or California, and you have a positive result on marijuana in the workplace, you can be fired. You can even be fired if you use medical marijuana with the required approval and a prescription from your doctor who will guide you through the treatment of marijuana.
Just remember the precedent back in 2008 - the Ross v. RagingWire case. At that time, the California Supreme Court ruled that the drug test was legal and that it was not discriminatory in order to dismiss an employee for using marijuana, even if it was not used in the workplace. In Oregon, there were Emerald Steel Fabricators, Inc. specialists. and the Bureau of Labor and Industry, the State Supreme Court decided that Oregon employers should not support workers. medical marijuana, since federal law takes precedence over state laws.
Patients who are being treated for marijuana in Vermont will most likely be arrested if they are found using or under the influence of medical marijuana in their workplaces. The same can be said about patients in New Mexico.
In some states, such as Rhode Island and Maine, you will not be discriminated against or fined for using medical marijuana if you have a medical marijuana card.
After all, just remember to carefully read the rules and laws of your state before using medical cannabis, either at home or in the workplace.
