Marijuana and the Component Manufacturer
While marijuana remains illegal at the federal level, as of January 1, 2018, recreational marijuana is legal in nine states and medical marijuana is legal in 29 states. As more states legalize marijuana, for medical or recreational use, component manufacturers are confronted with potentially needing to adapt their drug policies. Since marijuana remains illegal on the federal level, there is no obligation to allow employees to use marijuana off the clock. However, as state laws trend towards legalization, it’s not a bad idea to take a fresh look at your company’s current drug use guidelines. The challenge is having a policy that effectively balances risk management and safety with attracting a viable workforce and developing an effective workplace culture.
Top Resources
Along with alcohol and tobacco, contracting employers have a new legal drug to contend with — and experts say many seem unsure, at best, how to deal with it.
Despite the safety and productivity risks associated with marijuana use, the drug is increasingly seen as socially acceptable and its dangers may be marginalized.
Best Practices
OSHA resources on appropriate disciplinary, incentive, or drug-testing programs. Employers should review their reporting procedures, programs, and policies for elements that may result in retaliatory actions against an employee for reporting an injury or illness.
Potentially confusing new regulations issued by the Occupational Safety and Health Administration (OSHA) regarding Recording and Reporting Occupational Injuries and Illnesses became effective on December 1, 2016. The regulations prohibit employers from retaliating against employees for reporting workplace injuries and illnesses (OSHA 29 CFR 1904).