Medical And Recreational Marijuana At Work: Understanding State Compliance With Federal Law




Over the last numerous years, attitudes towards marijuana use have speedily changing in the United States. According to a 2018 New Research Survey, 62 percent of U.S. respondents said marijuana use should be legal, compared to 31 percent who supported validation in the year 2000.

The most recent and the modern laws that is allowing marijuana use which have been focusing towards eliminating criminal penalties for users, and also do not fully tackle all the workplace aspects that is being posed by medical marijuana. Some state laws that is really highly prohibiting employers from perceptive against employees because of their condition or can say status of medical marijuana cardholders.

Although there are several states where Medicinal and Recreational Marijuana is allowed, according to the federal Controlled Substances Act (CSA) (21 U.S.C. § 811), which does not recognize the difference between medical and recreational use of cannabis, Marijuana Remains a Schedule I Narcotic, Manufacture, sale, distribution, possession are still prohibited under federal law!  That regulation supersedes any state regulation in the workplace!

What if you are an employer with a “zero forbearance” drug use policy? Must you now do away with it? Simply you can see Do you have to hire someone who tests positive for marijuana? Can it’s easy to you to terminate an employee who does? In this book the discussion is like on these types of questions and those and other questions relating to medical marijuana at work.

Learning Objective:

  • How medical marijuana laws interact with unemployment and workers’ compensation-related benefits
  • Whether medical marijuana usage may qualify as a reasonable ADA accommodation
  • How to develop and manage drug-testing policies and practices in light of the current legal landscape
  • What to do if an employee tests positive for marijuana usage
  • Learn which drug and alcohol policies should be in place to ensure compliance with state and federal laws
  • Drug-Free Workplace Policy
  • State Medical Marijuana Laws
  • Conflicting Federal laws
  • Discussion of some State/Local Laws
  • Inquiring about legal drug use
  • Alcohol, Drugs and Disabilities
  • Fitness for Duty and the Direct Threat
  • Workplace policies
  • Case examples, case studies


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