employer in Florida<\/a><\/strong>, you may be wondering what does the medical marijuana law mean for your business and your drug free workplace program. The text of the Florida medical marijuana law provides little guidance for employers. But the law does provide that there is no requirement for any accommodation of on-site medical use of marijuana in any place of employment. So, Florida employers can prohibit employees from smoking or consuming medical marijuana at the workplace.<\/p>\n\n\n\nWhat is very important is the language in your drug testing or drug free workplace policy in regard to medical and recreational marijuana use outside of the workplace. If your policy does not address medical and recreational marijuana, you will need a policy revision or a new policy. Management must make some important decisions. Will you hire an individual that tests positive for marijuana? Will you continue to employee someone who tests positive for marijuana? These are decisions that have to be made. Remember most State laws and court decision have been in favor of employers who utilize non-discriminatory zero tolerance drug policies and refuse to hire or terminate employees who fail a drug test for marijuana regardless of whether the marijuana was obtained legally. Also, marijuana still remains an illegal Schedule I drug under Federal law and always prohibited for DOT drug testing programs.<\/p>\n","protected":false},"excerpt":{"rendered":"
> Can you Smoke Medical Marijuana in Florida \u2013 the Answer is NO. In November of 2017, Florida voters passed the medical marijuana law with 71 percent voter approval. So now with our doctors\u2019 approval, we can smoke marijuana in Florida. NO, that is not correct. Smoking marijuana in Florida is still illegal whether medical, […]<\/p>\n","protected":false},"author":12,"featured_media":53192,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_seopress_robots_primary_cat":"none","_relevanssi_hide_post":"","_relevanssi_hide_content":"","_relevanssi_pin_for_all":"","_relevanssi_pin_keywords":"","_relevanssi_unpin_keywords":"","_relevanssi_related_keywords":"","_relevanssi_related_include_ids":"","_relevanssi_related_exclude_ids":"","_relevanssi_related_no_append":"","_relevanssi_related_not_related":"","_relevanssi_related_posts":"51197,51192,51249,51236,50867,51185","_relevanssi_noindex_reason":"","footnotes":""},"categories":[48,1],"tags":[],"acf":[],"_links":{"self":[{"href":"https:\/\/www.nationaldrugscreening.com\/wp-json\/wp\/v2\/posts\/51283"}],"collection":[{"href":"https:\/\/www.nationaldrugscreening.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.nationaldrugscreening.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.nationaldrugscreening.com\/wp-json\/wp\/v2\/users\/12"}],"replies":[{"embeddable":true,"href":"https:\/\/www.nationaldrugscreening.com\/wp-json\/wp\/v2\/comments?post=51283"}],"version-history":[{"count":0,"href":"https:\/\/www.nationaldrugscreening.com\/wp-json\/wp\/v2\/posts\/51283\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.nationaldrugscreening.com\/wp-json\/wp\/v2\/media\/53192"}],"wp:attachment":[{"href":"https:\/\/www.nationaldrugscreening.com\/wp-json\/wp\/v2\/media?parent=51283"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.nationaldrugscreening.com\/wp-json\/wp\/v2\/categories?post=51283"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.nationaldrugscreening.com\/wp-json\/wp\/v2\/tags?post=51283"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}