Nowadays, with 14 US states that have legalized medical dope, there are perhaps hundreds of thousands of employers, who wonder about the ways to keep the work site drug free and meantime supply adequate environment for workers, who are taken through dope treatment. In reality, the typical dope topic is a mess. The federal authorities don’t want to move from their ‘all dope is illegal’ position and marijuana-legal states have unbelievably different ways to the issue. Thus, there has never been a better time for reviewing drug policy of your company.
Here are some guidelines to the major white spots:
For enterprises that work for the government, like especially those with federal contracts, the directing document should be Drug Free Workplace Act of 1988, which bans the utilization of dope in job sites that participate in federal contracts.
The DEPARTMENT OF TRANSPORTATION – Department of Transportation – as well bans the use of dope for employees that are in so-called ‘safety-sensitive’ positions, such as bus drivers, subway operators, truck drivers, armed transit security buy cannabis in germany, ship captains, and pilots. This ban covers all states, involving the states that have legalized medical dope. Thus, even if you have a dope card, but you have to fly a 757, you have to make sure that your medical marijuana’s effect has passed, when you board your preliminary seat.
Some law firms advise to treat dope treatment that it was a use of any other prescription drug, and the worker could do it legally and safely. They claim that such attitude can save employers both money and time in a situation that leads medical dope to the point of getting more and more accepted by society and becoming legalized in greater number of states during the next few years.
Different States – Different Regulations
First of all, in the legalized states, every patient that has a dope card is protected from detainment as long as they have traded with all the needed documentation and has the proof of a doctor’s approval for their dope treatment. But this is just the beginning.
If you live and work in Oregon or California and you are tested positive for dope at your workplace, you can get fired. You can even be fired if you use medical dope with the required approval, and a prescription from your physician, who takes you through your dope treatment.
Just recall a precedent back in 2008 – the Ross as opposed to. RagingWire case. Back then, the Substantial Court of California settled that the employer drug test is legal and that it isn’t discriminative to fire a worker for dope use, even when it’s not used in the job site. Oregon had the Emerald Steel Fabricators, Inc. as opposed to. Bureau of Labor and Industries, the state’s Substantial Court settled that Oregon employers have to not support the workers’ medical dope use, since the federal law takes priority over state laws.
Patients that undergo dope treatment in Vermont, will be almost certainly busted if found using or consuming medical dope in their workplaces. The same is valid about New Mexico patients.
In certain states, such as Rhode Island and Maine, you won’t be discriminated or fined for your employment of medical dope, if you have a medical dope card.
In the end, simply remember to review the regulations and laws of your state thoroughly, prior to using medical dope either at home or in the job site.