If a licensed patient uses marijuana on the company premises or during working hours or those marijuana-positive tests, the employer is not required to continue to recruit that patient. Employers may take action against such workers and refuse to accept accommodations that would allow illegal MMJ activities to be permitted or sponsored. Negligence or professional malpractice can constitute any assignment performed under the influence of this drug. Medical marijuana laws prohibit any patient from doing any potentially precarious job, such as driving motor vehicles or devices, impaired by appropriate quantities of marijuana components or metabolites. Employers must also provide specific details about their stance on medical marijuana in their drug and alcohol testing policies and discuss, with special caution and relevant legal guidance, the concerns related to the use of medical marijuana at work. Drug testing for jobs is something that is accepted by most workplaces to ensure a safe and drug free workplace. Many companies do random checks during the year to keep drugs free in the workplace. Feel free to visit their website at Dispensaries near Me for more details.
Another question posed by clause A.R.S. 36-2814(A) (3) of the law states, “The reported eligible patient shall not be found to be under the influence of marijuana solely because of the presence of marijuana metabolites or components that exist in inadequate concentration to cause impairment.” However, the condition of ‘impairment’ or ‘under the influence’ is not explicitly elaborated. The simple identification in the system of marijuana metabolites is not a sufficient cause, as it can be detectable for several days and even several weeks in urine tests.
In all U.S. states with minor differences, medical marijuana regulations are just about the same, but it is important to note that MMJ regulations are inconsistent with federal law. It is advisable that employers consider federal case law decisions in addition to state law on medical marijuana before framing the policy decision of the employer. They should explicitly notify their employees about their MMJ policies in writing Business Management Posts, even during the recruitment of new individuals and their current employees.
Always Greener Recreational Marijuana Dispensary Redmond
15937 Redmond Way Suite 101, Redmond, Washington 98052
Phone Number: (425) 861-5497