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Even if you don’t work in the cannabis industry, you still need to make sure your company’s policies reflect the state’s new legalization laws.
So your employee showed up to work stoned.
The best-case scenario for dealing with such a predicament: There’s a policy against THC intoxication in the workplace written in your company’s employee handbook for you to follow.
If not, you might as well ask them to pass the joint and take a hit because there’s not much you can do about it.
Minnesota’s legal marijuana laws enacted last year go far beyond licensing growers and sellers. They apply to every business because of new rules on who can test for marijuana and when. With a few exceptions, the law protects employees who smoke weed on their own time and prohibits pre-employment and random testing.
But employers can still ban on-duty use if they wish.
“Everybody should really have a policy: Don’t be intoxicated on the job,” said Jared Reams, an attorney at Shulman Buske Reams with expertise in cannabis law. “Why would you want to deal with that liability as an employer? A person could get injured, or they could just do a bad job, and that can lead to liability, too.”
Whatever the rule, it needs to be in writing. Company policies that might have ignored marijuana in the past or lumped it in with other drugs now need to update to reflect new laws and norms. [Read More @ The Minneapolis Star-Tribune]
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