Medical Marijuana: 5 Steps to

Successfully Walking the

Workplace Tightrope

Medical Marijuana: 5 Steps to

Successfully Walking the Workplace
Tightrope

The State Business of Pot

Marijuana Candy Bust Prompts Drug Education

Cheeba Chews, chocolate taffy
infused with the active substance in
marijuana, that were found on a
Kansas State student on spring
break in Gulf Shores on March 23,
2013, has raised concerns with
drug education advocates.

5 Steps an Employer can take

to Successfully Walk the
Tightrope

1. Understand the laws on Medical

Marijuana that are specific to their
State;
2. Adopt a pre-duty prescription
medication and impairing effects
substances safety policy;
3. Update employee job descriptions;
4. Adopt an ADA complaint handbook
policy on reasonable accommodations;
and
5. Let employees know your stance on
Medical and Recreational Marijuana use.
6

5 Steps an Employer can take

to Successfully Walk the
Tightrope
1. Understand the laws on Medical
Marijuana that are specific to their
State;
2. Adopt a pre-duty prescription
medication and impairing effects
substances safety policy;
3. Update employee job descriptions;
4. Adopt an ADA complaint handbook
policy on reasonable accommodations;
and
5. Let employees know your stance on
Medical and Recreational Marijuana use.

5 Steps an Employer can take

to Successfully Walk the
Tightrope

1. Understand the laws on Medical Marijuana

that are specific to their State;
2. Adopt a pre-duty prescription medication
and impairing effects substances safety
policy;
3. Update employee job descriptions;
4. Adopt an ADA complaint handbook
policy on reasonable accommodations;
and
5. Let employees know your stance on
Medical and Recreational Marijuana use.

5 Steps an Employer can take

to Successfully Walk the
Tightrope
1. Understand the laws on Medical
Marijuana that are specific to their State;
2. Adopt a pre-duty prescription medication
and impairing effects substances safety
policy;
3. Update employee job descriptions;
4. Adopt an ADA complaint handbook policy
on reasonable accommodations; and
5. Let employees know your stance on
Medical and Recreational Marijuana
use.

Step 5: Let Employees Know Your Stance on

Medical and Recreational Marijuana Use

Include clear information about the Employers position on Medical Marijuana in

its Drug and Alcohol Testing Policy.
In your employee awareness session, go through the workplace related impairing
effects of Marijuana.
Make it all about safety.
Watch the state laws carefully and do not take adverse action or impose
disciplinary consequences against an employee or applicant that makes a Medical
Marijuana claim without consulting knowledgeable legal counsel.
Treat medical and recreational Marijuana like any other impairing effect
prescription medication or substance.

5 Action Plan Puzzle Pieces

1. Adopt a pre-duty prescription
medication and impairing effects
substances safety policy;
2. Update employee job descriptions
3. Adopt an ADA complaint
handbook policy on reasonable
accommodation;
4. Let employees know your stance
on medical and recreational
Marijuana use; and
5. Adopt a state specific legally
compliant Drug-Free Workplace
Policy and Forms which cover
medical and recreational
marijuana.

Contact Information and Questions

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the time, attention, and information
necessary to address their questions and
concerns

24- Hour patient verification services is

available! 310-855-7323
Call Today!
Help@MedicalMarijuanaDoctor.com
292 S. La Cienega Blvd # 100
Beverly Hills, CA 90211