Nearly 75% f the country has legalized cannabis to some extent – either medical, recreational, or both – which begs the question, how are employers dealing with the rapidly changing laws in their regions?
As of election day, November 3rd, 2020, a total of 36 states, District of Columbia, Guam, Puerto Rico, and the U.S. Virgin Island have approved comprehensive medical cannabis programs. Out of those, 15 states have legalized adult-use marijuana. Recreational is even legal in our nation’s capital, Washington D.C., where you will find a robust legal market.
Despite all of that, marijuana is still federally illegal. This presents many unique challenges for employers who maintain drug testing policies and have concerns about productivity and workplace safety, as well as issues for employees who may be denied employed for cannabis use when they are responsible users who are otherwise, completely qualified.
How are these issues being resolved? Is common ground between employees and employers achievable?
Medical use vs recreational use
When it comes to denying employment based on cannabis use, a very important distinction is whether the patient uses it recreationally or medicinally. Outlined under state laws, marijuana can be prescribed for a variety of preapproved conditions. If someone is using marijuana for panic attacks, for example, this could warrant random, all-day availability and use.
“Employers must understand their rights and duties when it comes to drug testing because state laws are evolving,” said David Reischer, attorney and CEO of LegalAdvice.com. “Marijuana is still federally illegal, and employers generally are allowed to have a drug-free workplace and to enforce zero-tolerance policies.”