Employment trends expert explains what employers in newly-legalized areas need to know
Five more states including Arizona, Mississippi, Montana, New Jersey, and South Dakota voted to legalize marijuana for recreational use, medical use, or both yesterday. This leaves just a handful of American states in which marijuana use of any kind is fully illegal. So what does this mean for employers and drug use in the workplace?
Rob Wilson, an employment trends expert and President of Employco USA, a national employment solutions firm, offers his timely expertise on this breaking topic.
“The federal government still classifies marijuana as a schedule 1 substance, which is the same class as heroin and ecstasy,” says the human resources specialist. “However, since many more states now permit the use of marijuana, either medically or recreationally, this leads to very murky waters for employers, especially as it can potentially be illegal to discriminate against employees with a medical marijuana card.”
So how do these changes to long-standing drug laws impact the way that employers can monitor possible drug use among their staff?
“Your ability to monitor drug use among your employees is going to depend on whether or not you are a unionized or private workplace,” says Wilson. “While you have the right to expect and require sobriety from workers on the job, it can become a bit tricky when you suspect drug use and want to act on your fears.”
Wilson says that if you work in a non-unionized environment, you should ask a supervisor or human resources team member to help you determine if an employee is under the influence of marijuana.
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