There’s an estimated 90,000 people in Arizona with medical marijuana cards, making company and employment policies surrounding cannabis use a hot topic of discussion. What can and can’t employers ask of their card-carrying employees?

Find out at the free information seminar Lovitt & Touché Learning Academy (7202 E. Rosewood Street #200)
is hosting on Thursday, Sept. 29. The seminar will run for an hour starting at 9 a.m. and will be looking at marijuana laws from a business perspective, so CFOs, CEOs, Risk Managers and HR Directors are encouraged to attend. 

Some topics that will be covered:

  • In-depth overview of the Arizona Medical Marijuana Act
  • The rights employers have with Medical Marijuana
  • Safety Positions
  • Recent MMJ cases in Arizona

Thom K. Cope, a lawyer who specialized in employment and labor law, will be the featured speaker.   

To register for the seminar, click here.

This article appears in Sep 15-21, 2016.

6 replies on “Learn About Medical Marijuana and the Workplace”

  2. Yeah – it’s actually a little bit more complicated than that. While federally illegal, there are still potential problems with wrongful termination, reasonable accommodations, and so on.

  3. Yeah- @Matt its work its a job not a comfort in. If you can’t work under their set of rules then you can guess it your not working there. Either become your own entrepreneur with your own job and rules or don’t work there. Yeah there is no wrongful termination if the job says ZERO tolerance and you violate your own agreement you sign before the day you start that states that its your own fault. That simple. Becoming a liability is not what any job wants form its employees. Your there to work and that is it.

  4. Again, unfortunately it’s just not that simple. While employers are generally free to prohibit impairment on the worksite, the lack of a prima facie standard for impairment as related to marijuana makes determination subjective.

    When combined with Arizona law explicitly prohibiting discrimination in employment against patients prescribed medical marijuana, as well as protections under FMLA and the ADA, there is good reason as an employer to be very cautious in handling the issue.

  5. This guy..lol Matt I love how your trying and emphasis on the trying. There is no Prima Facie standard. No means Zero. It must be hard for you to understand. FMLA and ADA have no legs to stand on as long as Marijuana is illegal federally. But of course your gonna say something stupid again. Why don’t you tell us your employment and see what they tolerate.

  6. When you are at a job you are not “just there to work”. You do not automatically abdicate your humanity or medical needs when you go to work.

    People do have some rights in the workplace, plain and simple. Employers do NOT have absolute authority over their employees, plain and simple. Laws strike the balance between the two. If you can’t understand that, maybe you should crawl back under your rock and think about it for a few years…..

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