With 14 US states now legalizing medical marijuana, hundreds of thousands of companies are likely wondering how to keep the workplace drug-free while providing a suitable atmosphere for workers undergoing marijuana therapy. In actuality, the marijuana debate is a shambles. Read the Best info about GOLD COAST CLEAR CARTS.
The federal government does not wish to change its stance that “all marijuana is illegal,” and marijuana-legal states have widely disparate approaches to the issue. Consequently, never a better time to reanalyze your organization’s drug policy exists.
Here are some general rules for big white spots:
For businesses that work for the government, such as those with federal contracts, the guiding document should be the Drug-Free Workplace Act of 1988, which prohibits the use of marijuana on national contract job sites.
The DOT – Department of Transportation – also prohibits marijuana usage for employees in safety-sensitive positions such as bus drivers, subway operators, truck drivers, armed transit security, ship captains, and pilots. This ban applies to all states, including those that have approved medical marijuana. As a development, even if you have a marijuana card and need to fly a 757, you must ensure that the effect of your medicinal marijuana has worn off before boarding the pilot seat.
Some attorneys advise treating marijuana treatment as if it were a prescription substance and that the worker may do so lawfully and safely. They argue that such an attitude can save companies both money and time as medical marijuana becomes more widely accepted by society and legalized in many states over the next several years.
Different states have different laws.
To begin with, in approved states, any patient with a marijuana card is safe from detention as prolonged as they have concluded the essential paperwork and include evidence of a doctor’s clearance for their marijuana treatment. However, this is only the beginning.
If you live in Oregon or California and are tested positive for marijuana at work, you may be fired. You may even be fired if you use medicinal marijuana with the necessary approval and a prescription from your physician, who oversees your marijuana therapy.
Just think back to the Ross vs. RagingWire case from 2008. Back then, the California Supreme Court ruled that employer drug testing was allowed and that firing a worker for marijuana usage, even if not utilized on the job, is not discriminatory. However, in Emerald Steel Fabricators, Inc. vs. Bureau of Labour and Industries, the Supreme Court ruled that Oregon businesses must not assist their employees’ medical marijuana usage because federal law precedes state laws.
Patients undergoing marijuana therapy in Vermont will almost certainly be arrested if they are detected using or under the influence of medical marijuana at work. The same is true for patients from New Mexico.