Legal Alerts

"Hello Mary Jane, Goodbye Job?" – With Apologies to Ricky Nelson

06.23.14

Minnesota's medical cannabis (marijuana) law was enacted May 29, 2014. Employers are not required to  accommodate the medical use of cannabis in the workplace, but an employer may not discriminate against a person in hiring, termination, or any term or condition of employment, or otherwise penalize a person if the person is a patient enrolled in the state's medical cannabis registry program; or a patient's positive drug test for cannabis components or metabolites.

An employer may continue to restrict the use, possession, or impairment caused by medical cannabis on the work site or during the hours of employment. An employee who is required to undergo employer drug testing may present verification of enrollment in the patient registry as part of the employee's explanation under the drug testing law. Certain federal law or regulations may require exceptions for some employers. Employers may need to amend existing drug testing policies and should consult their attorney for more information as to the effect on other existing policies. 

Please contact us with any questions you may have about how the new law impacts the hiring and retention of your employees.

Contact
LaFromboise, Antoine J.
Communications and Brand Manager
T 612.371.3269

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