Question

An HR manager works at a company in a state that recently legalized the use of marijuana for medical purposes. The company restricts the use of drug testing to employees on a probable-cause basis, and tests are given to employees only when they have accidents, engage in unsafe job behavior, or show signs of impaired judgment. Assuming the HR manager wants to avoid discriminating against employees with medical conditions who are legitimate cardholders for the use of medical marijuana, what type of accommodations can be made for this group of employees?

Answer 1

Accomodations that could be made to the group of employees are:

1. Making standards and policies: The first accomodation could be made is the development and establishment of the right policies to carry out who is legally qualified to have the medical marijuana to be used or not. To make sure no discrimination takes place, the communication of these policies are very important. Showing the legit certificates being the legitmate cardholders, people could show the certificate and the results to make sure they are qualified to have the same tests.

2. The communication and the controlling process is also very important in this organisation to make sure the discrimination doesn't come across among the employees. Effective regulation and monitoring of activities to make sure the people who are getting the tests and are using the legalised marijuana are certified to use the same and proper background check should be controlled and evaluated to make every person achieve what is right for them.