HomeEmploymentAccommodating hashish: A "how-to" for employers: Employment & Labor Insider

Accommodating hashish: A “how-to” for employers: Employment & Labor Insider


An worker in a safety-sensitive job who has been identified with most cancers is chosen for a random drug take a look at. The take a look at consequence comes again optimistic for TCHA (tetrahydrocannabinolic acid — are you sorry you requested?). The worker claims he is utilizing a authorized hashish product, not smoking pot, to assist with the ache from his medical situation. The employer permits the worker to get his urine pattern retested by a unique lab. The retested pattern additionally comes again optimistic. The worker is fired for violating the employer’s drug coverage.

The worker sues for discrimination beneath his state incapacity rights regulation, on this case the Ohio Civil Rights Act. The employer will get the case dismissed, however the worker appeals. A 3-judge panel of the U.S. Court docket of Appeals for the Sixth Circuit finds that the employer should face a jury trial.

(As an apart, the Sixth Circuit opinion was written by Raymond Kethledge, who was on President Trump’s quick checklist of Supreme Court docket nominees for the seat now held by Justice Brett Kavanaugh.)

OK, again on subject. What went mistaken for this employer?

Amongst different issues, the plaintiff was utilizing a product known as “Free Hemp,” which he believed may alleviate his ache. He was not smoking pot, he stated, and the lively ingredient in Free Hemp is THCA, not THC. In response to Leafly, “THCA will not be intoxicating if ingested. Chemically, it has a further molecular carboxyl ring, which prevents it from binding to receptors within the mind chargeable for feeling excessive.” (I can not vouch for the Leafly web site, so imagine this at your individual threat.) Free Hemp was a authorized product in Ohio, so the plaintiff was not breaking the regulation by utilizing it.

Even when all that is true, the employer argued, we had an sincere perception that he was beneath the affect of marijuana once we fired him, which implies we did not unlawfully discriminate in opposition to him or refuse to supply an affordable lodging. As already famous, the Sixth Circuit did not purchase what the employer tried to promote.

Eventualities like this are going to develop into more and more frequent as medical marijuana and non-prescription use of authorized hashish merchandise proceed to develop into widespread. For employers who need to shield themselves, listed here are a number of solutions:

No. 1: Put a coverage in place earlier than one thing occurs. When you have the time to suppose issues by, develop a common coverage on using authorized merchandise which may impair work efficiency or create a security hazard. Understand that you could be want one coverage for safety-sensitive jobs and a unique (extra lenient) one for jobs that aren’t safety-sensitive. I usually recommend publishing the coverage, ready a month or so, after which implementing it. The principle motive for the month-long wait is that it could take that lengthy for marijuana to get out of staff’ methods.

No. 2: When you’ve got a no-cannabis coverage in a state the place using hashish is authorized, then you’ll not have an issue with the Individuals with Disabilities Act. That is as a result of the ADA doesn’t shield “present customers of unlawful medicine,” and marijuana remains to be an unlawful drug beneath federal regulation. It is also authorized to adjust to different relevant federal legal guidelines that prohibit marijuana use, just like the laws of the U.S. Division of Transportation.

But when your state has authorized hashish use and its personal disability-rights regulation, beware. You might have to be keen, beneath state regulation, to contemplate permitting staff to make use of hashish merchandise as an affordable lodging for his or her disabilities. Additionally, when you take motion in opposition to any staff for utilizing authorized hashish merchandise, you may have publicity beneath your state’s “lawful merchandise” statute in case your state has one. Roughly 29 states have legal guidelines that usually say an employer can not take motion in opposition to an worker primarily based on the worker’s lawful use of lawful merchandise throughout non-working hours. The legal guidelines had been initially meant to guard tobacco customers (keep in mind them? I do not), however they may additionally arguably apply to customers of authorized hashish merchandise or authorized marijuana.

No. 3: Understand that the “retest” possibility is pointless when an worker has used authorized hashish merchandise. Many state legal guidelines give an worker with a optimistic drug take a look at the correct to have the identical pattern retested by a unique authorised laboratory. Retests could be an effective way to catch testing and lab errors, however they don’t seem to be going to assist with an admitted hashish consumer who assessments optimistic for marijuana. The rationale? After all the retest will come again optimistic! Your worker has already admitted to utilizing authorized hashish! The lab did not mess this up. In these circumstances, a retest is a waste of money and time.

No. 4: As a substitute of a retest, attempt these:

  • Ask the worker to usher in a be aware from a well being care supplier. Even when the hashish use is unprescribed, the HCP may be capable of verify that the worker wants an over-the-counter product for ache administration and that hashish merchandise could be useful for that objective. It may even be that the HCP is the one who really useful that the worker use these merchandise. If you cannot get a be aware from an HCP, you may be capable of get a receipt from the dispensary.
  • Primarily based on security issues, have interaction within the interactive course of with the worker and decide whether or not an affordable lodging could be made. If the worker can’t safely carry out the job utilizing the authorized product, then contemplate putting the worker on a medical depart, Household and Medical Depart, or short-term incapacity fairly than terminating the worker.
  • Doc the interactive discussions and the explanations for the choice reached.
GOOD STUFF!

No. 5: Let NyQuil be your information. (Not a product endorsement!) Typically, deal with authorized hemp/marijuana/hashish merchandise – in states the place the use is authorized – the identical means you deal with alcohol, authorized prescription medicines, and authorized over-the-counter medicines which might be mind-altering. (I lately had a chilly, and DayQuil/NyQuil acquired me by it, however, boy, discuss mind-altering . . .!) If staff in safety-sensitive positions use any of those merchandise, you may need to require them to reveal the use after which place them out of labor whereas they’re utilizing, or quickly reassign them to a non-safety-sensitive place.

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