If a registered patient uses marijuana on the grounds of the business or during working hours or during certain positive marijuana tests, the employer is not allowed to continue recruiting that patient. Employers may take action against such staff and refuse to accept accommodation that would allow permission or sponsorship of illegal MMJ activities. Any task performed under the influence of this drug can constitute negligence or professional malpractice. Medical marijuana laws forbid any patient from doing any potentially precarious work, such as operating motor vehicles or devices that are impaired by adequate amounts of components or metabolites of marijuana. In their drug and alcohol testing policies, employers must also provide clear information on their position on medical marijuana and address, with extra caution and sufficient legal advice, the issues related to the use of medical marijuana at work. Drug testing for workers is something that most workplaces embrace in order to guarantee a safe and drug-free workplace. During the year, many businesses do random tests to keep drugs free in the workplace.Learn more at Cannabis Near Me-Craft Cannabis Recreational Marijuana Dispensary
Another question raised 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 there is no clear elaboration of the diagnosis of ‘impairment’ or under the influence.’ Simple detection of marijuana metabolites in the system is not a sufficient cause, as it can be observed in urine samples for several days and even several weeks.
Medical marijuana laws are just about the same in all U.S. states with slight exceptions, although it is important to remember that MMJ regulations are conflicting with federal law. It is advisable that in addition to state law on medical marijuana, employers consider federal case law decisions before framing the employer’s policy decision. In writing Business Management Papers, they should specifically remind their staff of their MMJ policies, even during the recruitment of new people and their current staff.