“Use that impacts an employee’s ability to do their job, quickly and legitimately becomes a concern for the employer.” “When employees walk on to the job, they become an employer’s responsibility,” she said. One Point of AgreementĪlthough state laws vary, what is true in every state is that these laws don’t require employers to permit drug use in the workplace or tolerate employees who report to work under the influence, according to Ingrid Fredeen, J.D., vice president of advisory services at NAVEX Global. Van Dyck and Nathanael Nichols, attorneys at Edwards Wildman Palmer LLP in Boston. “This uncertain regulatory scheme places employers in the delicate position of attempting to comply with divergent laws while maintaining order and safety in the workplace,” said Timothy P. But federal law still classifies marijuana as a Schedule I drug-one with no legal use. Washington and Colorado allow recreational use, as well. Twenty states and the District of Columbia have decriminalized possession of marijuana for medical use.
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