How Does the New “Medical Marijuana” Law Affect Employers?

The Arizona Medical Marijuana Act goes in effect on April 15, 2011. Cardholders can obtain a allowable quantity of marijuana from a documented non-profit medical marijuana dispensary and use the marijuana to treat or relieve certain health problems. A”qualifying individual” needs to become diagnosed by, and get written certificate from a physician. The Arizona legislation doesn’t alter bud’s status being an illegal drug under national lawenforcement.

The Arizona health care Marijuana Act is now contained in the Arizona legislation as A.R.S. 36-2801 et seq.. The ADHS could be your designated bureau that has been delegated to generate, adopt and enforce a regulatory system for its distribution of marijuana for clinical use, the setup of accredited dispensaries along with the issuance of identification cards.

How can the Arizona Medical Marijuana Act impact companies? Employers cannot discriminate against someone in hiring, tripping or tripping any word or condition of employment or otherwise penalize a person based on possibly (1) that the person’s status as a cardholder, or (two ) a documented qualifying patient’s good drug test for marijuana components or metabolites, except if the patient used, owned or was diminished by marijuana onto the premises of the area of employment or during the hours of usage www.zenabis.com.

While only a qualifying patient may employ medical marijuana, other individuals might also be cardholders at the mercy of protection from discrimination including (1 ) ) the qualifying patient, (2) a designated caregiver or (3) a licensed non clinical marijuana dispensary representative.

The Act will make two limited exceptions to anti-discrimination provisions. First, there’s an exception for employers who’d,”lose a licensing or monetary relevant gain under federal law or regulations.” Second, an employer isn’t required to hire or continue to employ a registered qualifying patient who tests positive for marijuana if the individual utilized the marijuana on the corporation’s premises or during hours of job.

The Act does not allow workers to use marijuana in the workplace or during labour hrs . The Act does not authorize any man to undertake virtually any task under the effect of marijuana that will represent negligence or skilled malpractice. The Act specifically prohibits any person to work cars who might be impaired by sufficient levels of bud elements or metabolites. Thus, companies may still do it against employees using marijuana in the workplace or who work below the effect of bud.

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