Marijuana in the workplace

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TPMS Hyundai Elantra – 2023

WHAT YOU NEED TO KNOW — FROM REGULATIONS TO TESTING AND DISCIPLINARY ACTIONS

Bill Ford By

Tire dealers are challenged with recruiting and retaining sta from an ever-shrinking pool of quali ed candidates.

ey also are challenged with ensuring a safe work environment, which is heavily regulated by Occupational Safety and Health Administration (OSHA) federal and state regulations.

Employees expect to work in a safe environment. Tire dealers want to ensure that their employees provide the highest quality of service. ey also want to ensure that their customers’ vehicles are not damaged while being serviced and that sta can test drive the customer’s vehicle in a safe manner on roads and highways.

As if operating a pro table business isn’t hard enough, tire dealers must now manage the legalization of medical and recreational marijuana. irty-eight states and the District of Columbia have legalized the use of medical marijuana. Additionally, 22 states and the District of Columbia have legalized the use of recreational marijuana.

Marijuana remains illegal under federal law. But it is apparent that Congress does not want to weigh in on federal regulations regarding marijuana. ey prefer that states regulate the use of marijuana, which continues to confuse employers, employees and consumers.

However, there is light on the other side of the smoke. With the right tools and policies, you can successfully navigate the challenges that the legalization of marijuana creates.

Understanding Legalization

To help you understand your rights as an employer, as well as state regulations, we have provided the following de nitions and summary of regulations.

Medical marijuana is available only by prescription from a licensed medical professional and is used to treat a variety of medical conditions such as pain, anxiety, nausea, glaucoma, etc.

If you operate in a state where medical marijuana is legal, you are required to consider accommodation for registered marijuana users. Policy, however, should dictate the need of an employee to be t for duty.