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Weeding Out: Stoners at Work

Impairment at work is a serious liability issue for employers. Employers trying to prevent impairment at work through the implementation of a drug-free workplace policy may find the current legal landscape surrounding marijuana difficult to navigate. Here are three quick tips to clear the haze on marijuana at work:

Zero-tolerance is still good policy

Preventing intoxication at work helps prevent workplace injuries, which in turn mitigates risks and ensures minimal disruption to productivity. Impaired employees pose potential risks to themselves, their colleagues, customers/clients, and the organization as a whole. Additionally, a drug-free workplace aligns with an employer’s legal duty to create and maintain a safe work environment.

While employers should be aware of the state and local laws that contain anti-discrimination provisions against employees who use marijuana in accordance with those laws, there is no law that requires employers to allow marijuana use at work or that permits employees to work under the influence of marijuana.

Employers desiring a drug-free workplace may still establish, implement, and enforce policies that prohibit the use, possession, or impairment caused by marijuana. Employers should contact legal counsel to resolve questions on the intersection of enforcing drug policies at work and unlawful discrimination for marijuana use under state and local laws.

Recognize the limitations of marijuana drug-testing

Unlike alcohol where legal and scientific standards of intoxication have been established and can be tested through a breathalyzer, marijuana testing is not as advanced.

Drug testing for THC or THC metabolites, the psychoactive component in marijuana, is not always indicative of impairment. The various forms, methods of use, and potencies of marijuana and how marijuana is metabolized in the body all complicate drug testing for marijuana impairment. Thus, a positive marijuana drug test may simply indicate prior use.

Marijuana drug testing is further complicated by state and local laws that prohibit adverse employment actions based solely on a positive drug test or that prohibit testing for certain components of marijuana.

These limitations may require employers to show impairment in other ways and not rely solely on a drug test alone to prove impairment at work.

Train employees to recognize impairment

Being proactive about maintaining a drug-free workplace is crucial for preventing impairment at work. Employers should foster a culture of “see something, say something” by implementing reporting and investigation procedures that allow for the swift resolution of impairment claims.

Additionally, it is essential to train supervisors and managers to recognize signs of impairment. Comprehensive training programs should educate employees on the various manifestations of impairment. Training should include understanding physical and behavioral indicators such as altered coordination, slurred speech, changes in appearance, or erratic behavior.

Empowering staff to identify and address signs of impairment ensures that everyone in the organization is equipped to contribute to a safe and productive work environment.

Not so hazy after all

While the legal landscape surrounding marijuana remains complex and is everchanging, there is no law that permits marijuana impairment on-the-job. Despite state and local laws enacted in some jurisdictions that restrict adverse employment actions for marijuana use, marijuana is still illegal under federal law and employers still remain in control of the workplace. Employers may, therefore, enforce (in accordance with state and local laws) drug-free workplace policies that prohibit marijuana use, possession, or impairment while at work to ensure a safe and efficient work environment. 

Weeding Out: Stoners at Work

Impairment at work is a serious liability issue for employers. Employers trying to prevent impairment at work through the implementation of a drug-free workplace policy may find the current legal landscape surrounding marijuana difficult to navigate. Here are three quick tips to clear the haze on marijuana at work:

Zero-tolerance is still good policy

Preventing intoxication at work helps prevent workplace injuries, which in turn mitigates risks and ensures minimal disruption to productivity. Impaired employees pose potential risks to themselves, their colleagues, customers/clients, and the organization as a whole. Additionally, a drug-free workplace aligns with an employer’s legal duty to create and maintain a safe work environment.

While employers should be aware of the state and local laws that contain anti-discrimination provisions against employees who use marijuana in accordance with those laws, there is no law that requires employers to allow marijuana use at work or that permits employees to work under the influence of marijuana.

Employers desiring a drug-free workplace may still establish, implement, and enforce policies that prohibit the use, possession, or impairment caused by marijuana. Employers should contact legal counsel to resolve questions on the intersection of enforcing drug policies at work and unlawful discrimination for marijuana use under state and local laws.

Recognize the limitations of marijuana drug-testing

Unlike alcohol where legal and scientific standards of intoxication have been established and can be tested through a breathalyzer, marijuana testing is not as advanced.

Drug testing for THC or THC metabolites, the psychoactive component in marijuana, is not always indicative of impairment. The various forms, methods of use, and potencies of marijuana and how marijuana is metabolized in the body all complicate drug testing for marijuana impairment. Thus, a positive marijuana drug test may simply indicate prior use.

Marijuana drug testing is further complicated by state and local laws that prohibit adverse employment actions based solely on a positive drug test or that prohibit testing for certain components of marijuana.

These limitations may require employers to show impairment in other ways and not rely solely on a drug test alone to prove impairment at work.

Train employees to recognize impairment

Being proactive about maintaining a drug-free workplace is crucial for preventing impairment at work. Employers should foster a culture of “see something, say something” by implementing reporting and investigation procedures that allow for the swift resolution of impairment claims.

Additionally, it is essential to train supervisors and managers to recognize signs of impairment. Comprehensive training programs should educate employees on the various manifestations of impairment. Training should include understanding physical and behavioral indicators such as altered coordination, slurred speech, changes in appearance, or erratic behavior.

Empowering staff to identify and address signs of impairment ensures that everyone in the organization is equipped to contribute to a safe and productive work environment.

Not so hazy after all

While the legal landscape surrounding marijuana remains complex and is everchanging, there is no law that permits marijuana impairment on-the-job. Despite state and local laws enacted in some jurisdictions that restrict adverse employment actions for marijuana use, marijuana is still illegal under federal law and employers still remain in control of the workplace. Employers may, therefore, enforce (in accordance with state and local laws) drug-free workplace policies that prohibit marijuana use, possession, or impairment while at work to ensure a safe and efficient work environment. 

Weeding Out: Stoners at Work

Impairment at work is a serious liability issue for employers. Employers trying to prevent impairment at work through the implementation of a drug-free workplace policy may find the current legal landscape surrounding marijuana difficult to navigate. Here are three quick tips to clear the haze on marijuana at work:

Zero-tolerance is still good policy

Preventing intoxication at work helps prevent workplace injuries, which in turn mitigates risks and ensures minimal disruption to productivity. Impaired employees pose potential risks to themselves, their colleagues, customers/clients, and the organization as a whole. Additionally, a drug-free workplace aligns with an employer’s legal duty to create and maintain a safe work environment.

While employers should be aware of the state and local laws that contain anti-discrimination provisions against employees who use marijuana in accordance with those laws, there is no law that requires employers to allow marijuana use at work or that permits employees to work under the influence of marijuana.

Employers desiring a drug-free workplace may still establish, implement, and enforce policies that prohibit the use, possession, or impairment caused by marijuana. Employers should contact legal counsel to resolve questions on the intersection of enforcing drug policies at work and unlawful discrimination for marijuana use under state and local laws.

Recognize the limitations of marijuana drug-testing

Unlike alcohol where legal and scientific standards of intoxication have been established and can be tested through a breathalyzer, marijuana testing is not as advanced.

Drug testing for THC or THC metabolites, the psychoactive component in marijuana, is not always indicative of impairment. The various forms, methods of use, and potencies of marijuana and how marijuana is metabolized in the body all complicate drug testing for marijuana impairment. Thus, a positive marijuana drug test may simply indicate prior use.

Marijuana drug testing is further complicated by state and local laws that prohibit adverse employment actions based solely on a positive drug test or that prohibit testing for certain components of marijuana.

These limitations may require employers to show impairment in other ways and not rely solely on a drug test alone to prove impairment at work.

Train employees to recognize impairment

Being proactive about maintaining a drug-free workplace is crucial for preventing impairment at work. Employers should foster a culture of “see something, say something” by implementing reporting and investigation procedures that allow for the swift resolution of impairment claims.

Additionally, it is essential to train supervisors and managers to recognize signs of impairment. Comprehensive training programs should educate employees on the various manifestations of impairment. Training should include understanding physical and behavioral indicators such as altered coordination, slurred speech, changes in appearance, or erratic behavior.

Empowering staff to identify and address signs of impairment ensures that everyone in the organization is equipped to contribute to a safe and productive work environment.

Not so hazy after all

While the legal landscape surrounding marijuana remains complex and is everchanging, there is no law that permits marijuana impairment on-the-job. Despite state and local laws enacted in some jurisdictions that restrict adverse employment actions for marijuana use, marijuana is still illegal under federal law and employers still remain in control of the workplace. Employers may, therefore, enforce (in accordance with state and local laws) drug-free workplace policies that prohibit marijuana use, possession, or impairment while at work to ensure a safe and efficient work environment. 

Weeding Out: Stoners at Work

Impairment at work is a serious liability issue for employers. Employers trying to prevent impairment at work through the implementation of a drug-free workplace policy may find the current legal landscape surrounding marijuana difficult to navigate. Here are three quick tips to clear the haze on marijuana at work:

Zero-tolerance is still good policy

Preventing intoxication at work helps prevent workplace injuries, which in turn mitigates risks and ensures minimal disruption to productivity. Impaired employees pose potential risks to themselves, their colleagues, customers/clients, and the organization as a whole. Additionally, a drug-free workplace aligns with an employer’s legal duty to create and maintain a safe work environment.

While employers should be aware of the state and local laws that contain anti-discrimination provisions against employees who use marijuana in accordance with those laws, there is no law that requires employers to allow marijuana use at work or that permits employees to work under the influence of marijuana.

Employers desiring a drug-free workplace may still establish, implement, and enforce policies that prohibit the use, possession, or impairment caused by marijuana. Employers should contact legal counsel to resolve questions on the intersection of enforcing drug policies at work and unlawful discrimination for marijuana use under state and local laws.

Recognize the limitations of marijuana drug-testing

Unlike alcohol where legal and scientific standards of intoxication have been established and can be tested through a breathalyzer, marijuana testing is not as advanced.

Drug testing for THC or THC metabolites, the psychoactive component in marijuana, is not always indicative of impairment. The various forms, methods of use, and potencies of marijuana and how marijuana is metabolized in the body all complicate drug testing for marijuana impairment. Thus, a positive marijuana drug test may simply indicate prior use.

Marijuana drug testing is further complicated by state and local laws that prohibit adverse employment actions based solely on a positive drug test or that prohibit testing for certain components of marijuana.

These limitations may require employers to show impairment in other ways and not rely solely on a drug test alone to prove impairment at work.

Train employees to recognize impairment

Being proactive about maintaining a drug-free workplace is crucial for preventing impairment at work. Employers should foster a culture of “see something, say something” by implementing reporting and investigation procedures that allow for the swift resolution of impairment claims.

Additionally, it is essential to train supervisors and managers to recognize signs of impairment. Comprehensive training programs should educate employees on the various manifestations of impairment. Training should include understanding physical and behavioral indicators such as altered coordination, slurred speech, changes in appearance, or erratic behavior.

Empowering staff to identify and address signs of impairment ensures that everyone in the organization is equipped to contribute to a safe and productive work environment.

Not so hazy after all

While the legal landscape surrounding marijuana remains complex and is everchanging, there is no law that permits marijuana impairment on-the-job. Despite state and local laws enacted in some jurisdictions that restrict adverse employment actions for marijuana use, marijuana is still illegal under federal law and employers still remain in control of the workplace. Employers may, therefore, enforce (in accordance with state and local laws) drug-free workplace policies that prohibit marijuana use, possession, or impairment while at work to ensure a safe and efficient work environment. 

Weeding Out: Stoners at Work

Impairment at work is a serious liability issue for employers. Employers trying to prevent impairment at work through the implementation of a drug-free workplace policy may find the current legal landscape surrounding marijuana difficult to navigate. Here are three quick tips to clear the haze on marijuana at work:

Zero-tolerance is still good policy

Preventing intoxication at work helps prevent workplace injuries, which in turn mitigates risks and ensures minimal disruption to productivity. Impaired employees pose potential risks to themselves, their colleagues, customers/clients, and the organization as a whole. Additionally, a drug-free workplace aligns with an employer’s legal duty to create and maintain a safe work environment.

While employers should be aware of the state and local laws that contain anti-discrimination provisions against employees who use marijuana in accordance with those laws, there is no law that requires employers to allow marijuana use at work or that permits employees to work under the influence of marijuana.

Employers desiring a drug-free workplace may still establish, implement, and enforce policies that prohibit the use, possession, or impairment caused by marijuana. Employers should contact legal counsel to resolve questions on the intersection of enforcing drug policies at work and unlawful discrimination for marijuana use under state and local laws.

Recognize the limitations of marijuana drug-testing

Unlike alcohol where legal and scientific standards of intoxication have been established and can be tested through a breathalyzer, marijuana testing is not as advanced.

Drug testing for THC or THC metabolites, the psychoactive component in marijuana, is not always indicative of impairment. The various forms, methods of use, and potencies of marijuana and how marijuana is metabolized in the body all complicate drug testing for marijuana impairment. Thus, a positive marijuana drug test may simply indicate prior use.

Marijuana drug testing is further complicated by state and local laws that prohibit adverse employment actions based solely on a positive drug test or that prohibit testing for certain components of marijuana.

These limitations may require employers to show impairment in other ways and not rely solely on a drug test alone to prove impairment at work.

Train employees to recognize impairment

Being proactive about maintaining a drug-free workplace is crucial for preventing impairment at work. Employers should foster a culture of “see something, say something” by implementing reporting and investigation procedures that allow for the swift resolution of impairment claims.

Additionally, it is essential to train supervisors and managers to recognize signs of impairment. Comprehensive training programs should educate employees on the various manifestations of impairment. Training should include understanding physical and behavioral indicators such as altered coordination, slurred speech, changes in appearance, or erratic behavior.

Empowering staff to identify and address signs of impairment ensures that everyone in the organization is equipped to contribute to a safe and productive work environment.

Not so hazy after all

While the legal landscape surrounding marijuana remains complex and is everchanging, there is no law that permits marijuana impairment on-the-job. Despite state and local laws enacted in some jurisdictions that restrict adverse employment actions for marijuana use, marijuana is still illegal under federal law and employers still remain in control of the workplace. Employers may, therefore, enforce (in accordance with state and local laws) drug-free workplace policies that prohibit marijuana use, possession, or impairment while at work to ensure a safe and efficient work environment. 

Weeding Out: Stoners at Work

Impairment at work is a serious liability issue for employers. Employers trying to prevent impairment at work through the implementation of a drug-free workplace policy may find the current legal landscape surrounding marijuana difficult to navigate. Here are three quick tips to clear the haze on marijuana at work:

Zero-tolerance is still good policy

Preventing intoxication at work helps prevent workplace injuries, which in turn mitigates risks and ensures minimal disruption to productivity. Impaired employees pose potential risks to themselves, their colleagues, customers/clients, and the organization as a whole. Additionally, a drug-free workplace aligns with an employer’s legal duty to create and maintain a safe work environment.

While employers should be aware of the state and local laws that contain anti-discrimination provisions against employees who use marijuana in accordance with those laws, there is no law that requires employers to allow marijuana use at work or that permits employees to work under the influence of marijuana.

Employers desiring a drug-free workplace may still establish, implement, and enforce policies that prohibit the use, possession, or impairment caused by marijuana. Employers should contact legal counsel to resolve questions on the intersection of enforcing drug policies at work and unlawful discrimination for marijuana use under state and local laws.

Recognize the limitations of marijuana drug-testing

Unlike alcohol where legal and scientific standards of intoxication have been established and can be tested through a breathalyzer, marijuana testing is not as advanced.

Drug testing for THC or THC metabolites, the psychoactive component in marijuana, is not always indicative of impairment. The various forms, methods of use, and potencies of marijuana and how marijuana is metabolized in the body all complicate drug testing for marijuana impairment. Thus, a positive marijuana drug test may simply indicate prior use.

Marijuana drug testing is further complicated by state and local laws that prohibit adverse employment actions based solely on a positive drug test or that prohibit testing for certain components of marijuana.

These limitations may require employers to show impairment in other ways and not rely solely on a drug test alone to prove impairment at work.

Train employees to recognize impairment

Being proactive about maintaining a drug-free workplace is crucial for preventing impairment at work. Employers should foster a culture of “see something, say something” by implementing reporting and investigation procedures that allow for the swift resolution of impairment claims.

Additionally, it is essential to train supervisors and managers to recognize signs of impairment. Comprehensive training programs should educate employees on the various manifestations of impairment. Training should include understanding physical and behavioral indicators such as altered coordination, slurred speech, changes in appearance, or erratic behavior.

Empowering staff to identify and address signs of impairment ensures that everyone in the organization is equipped to contribute to a safe and productive work environment.

Not so hazy after all

While the legal landscape surrounding marijuana remains complex and is everchanging, there is no law that permits marijuana impairment on-the-job. Despite state and local laws enacted in some jurisdictions that restrict adverse employment actions for marijuana use, marijuana is still illegal under federal law and employers still remain in control of the workplace. Employers may, therefore, enforce (in accordance with state and local laws) drug-free workplace policies that prohibit marijuana use, possession, or impairment while at work to ensure a safe and efficient work environment.