{"id":51514,"date":"2020-01-16T02:00:00","date_gmt":"2020-01-16T06:00:00","guid":{"rendered":"https:\/\/www.nationaldrugscreening.com\/?p=51514"},"modified":"2021-02-14T11:27:45","modified_gmt":"2021-02-14T16:27:45","slug":"statespecific-marijuana-information-for-employers","status":"publish","type":"post","link":"https:\/\/www.nationaldrugscreening.com\/blogs\/statespecific-marijuana-information-for-employers\/","title":{"rendered":"State-specific Marijuana Information for Employers"},"content":{"rendered":"

UPDATE\u00a0 01\/17\/2020 – NOW AVAILABLE<\/em><\/strong><\/span><\/p>\n

Marijuana Considerations & Laws by State<\/a>
\n<\/span>Workplace Considerations For Marijuana Use<\/a>
\n<\/span>Checklist of Impacting Issues for Employee Use of Marijuana<\/span><\/a><\/p>\n

State-specific Marijuana Information for Employers
\nBy Dee Mason, Working Partners\u00ae<\/a><\/strong><\/p>\n

Although it is still against the law at the federal level, states are legalizing medical<\/strong> and the recreational use of marijuana<\/strong> \u2013 at breakneck speeds. These laws are inconsistent and changing constantly.\u00a0 Adding those difficulties to the withering available workforce and the continued increase in positive drug tests, leaves employers facing critical, dynamic questions concerning employee use of marijuana and the operationalization of their drug-free workplace programs.<\/p>\n

Should I continue testing for marijuana … can<\/em> I test per the law?\u00a0 What action should be taken if an employee comes forward and announces marijuana use for a medical condition?\u00a0 What action can I take if the employee who tests positive says they used their medical marijuana last night and not at work or if they say they legally used recreational marijuana off-duty?<\/p>\n

We are honored and excited to partner with National Drug Screening (NDS)<\/strong> in providing actionable resources to equip employers with knowledge and important considerations regarding the variances in marijuana laws across the U.S.\u00a0 For example, disability protections have expanded to protect employee use of marijuana in some states \u2013 which ones and are more following suit?\u00a0 Then there\u2019s Nevada that says, with only limited restrictions, employers cannot deny employment to a candidate who tests positive for marijuana.\u00a0 Soon in New York City, employers will be prohibited from even including marijuana in a pre-employment drug test panel.\u00a0 Many states will permit employers to take action if the employee is under the influence of marijuana without ever defining \u201cunder the influence.\u201d\u00a0 In Arizona, a positive test alone is not sufficient to designate the employee as under the influence.<\/p>\n

Is your head spinning yet?<\/p>\n

There is a plethora of sites where an employer can confirm the basics about a state\u2019s marijuana laws.\u00a0 But be forewarned, the specifications read today can quickly change \u2013 and have!\u00a0 And, is that enough information? \u201cWe wanted to go beyond and have NDS provide something different, something more efficient to employers struggling with these issues,\u201d says Owner and President, National Drug Screening, Inc. \u201cWe are excited to collaborate with Working Partners\u00ae<\/a> (Canal Winchester, Ohio) to help us provide relevant up to date information for employers to make decisions on marijuana and their workplace\u201d<\/p>\n

The new NDS resources tool<\/strong><\/a> will provide a \u2018quick-read\u2019 about a state\u2019s laws on marijuana. But more importantly, NDS resources will enable employers to understand and literally have a road-map demonstrating the variables employers need to consider (i.e. other impacting laws, court decisions), provide guidelines for employer decision-making, and denote the starting place for employers to work with competent counsel or consultants to refine their approach to employee marijuana use.\u00a0 Specifically, you can expect:<\/p>\n