Employees’ abuse of illegal drugs costs billions of dollars annually. Medical marijuana use is not covered under the ADA or FMLA, and all marijuana use is still illegal under federal law. Court rulings vary from state to state and there is still a lot of ambiguity in the air. Discuss the pros and cons of using pre-employment drug screenings. Should medical marijuana qualify as a reasonable accommodation? Why or why not?
From a managerial perspective, what type of policy would you recommend for an employer that operates in a state that does not recognize recreational or medical marijuana laws but directly borders a state that recognizes both?
