Sure, marijuana continues to be legalized in various forms across the United States, but if your a supervisor in a company with a drug and alcohol policy, disregard these new permissions and do not allow them to bias your responsibilities in following through with a reasonable suspicion drug test of an employee you suspect is under the influence.
Pot clinics and marijuana for medical purposes is (let's be honest) are for the most part nothing more than the camel's nose under the tent of society to eventually make recreational marijuana the mainstay, along with all of its associated problems.
It's easy to get a medical marijuana card in most states, so as a recreational user, you get a free pass. And of course, the marijuana lobby knew this would happen.
By the way, the American Medical Association absolutely does NOT allow any M.D. in the USA to prescribe, recommend, or support the use of THC.
DOT regulated supervisors and employers may face new challenges when it comes to managing the use of marijuana among their employees.
Employers who fail to take action to address marijuana use among their employees may face a variety of risks, ranging from safety concerns to legal liability.
Here are ten risks associated with ignoring employees in the workplace who may be using marijuana. Here are the facts and the experiences you need to understand:
Impaired performance: Marijuana use can impair cognitive function, reaction times, and motor skills, which can lead to reduced productivity and impaired performance on the job. Ignoring employees who are using marijuana could result in decreased work quality and output, which can ultimately impact the success of your business.
Safety risks: Marijuana use can increase the risk of workplace accidents, particularly when employees operate heavy machinery, drive company vehicles, or work in safety-sensitive positions. Ignoring employees who may be using marijuana can lead to serious safety risks, including injuries and fatalities, which can result in legal liability for the employer.
Increased absenteeism: Employees who use marijuana may be more likely to call in sick or miss work due to marijuana-related issues, such as hangovers or health problems. Ignoring employees who use marijuana can lead to increased absenteeism, which can disrupt workflow and impact the overall success of your business.
Get DOT Reasonable Suspicion Training for Your Supervisors
Decreased morale: Employees who do not use marijuana may feel resentful or frustrated if they believe that their coworkers are using marijuana on the job without consequences. Ignoring employees who use marijuana can create a toxic work environment and lower employee morale, which can lead to decreased job satisfaction and increased turnover. These other employees may feel the urge to compensate or at worst quit, or even participate in whistle blowing to top management, even the police.
Legal liability: Employers who ignore employees who use marijuana may be held legally liable if those employees cause harm to themselves or others on the job. For example, if an employee who uses marijuana causes a workplace accident that results in injuries or fatalities, the employer could be held responsible for failing to address the employee's drug use.
Discrimination claims: Employees who use marijuana for medical purposes may be protected by state or federal laws that prohibit discrimination based on disability or medical condition --- if you take action based on their medical condition, not the drug use. It depends on many factors and it NOT TRUE if they are in DOT regulated positions however! Ignoring employees who use marijuana could lead to discrimination claims if those employees are penalized or treated unfairly due to their marijuana use.
Drug testing violations: Employers who fail to conduct drug testing or who ignore positive drug test results may be in violation of federal or state laws. For example, employers who operate in safety-sensitive industries may be required to conduct drug testing under federal law. Ignoring positive drug test results can lead to legal liability and regulatory fines.
Increased healthcare costs: Employees who use marijuana may experience health problems or may require medical attention for marijuana-related issues. Ignoring employees who use marijuana can lead to increased healthcare costs for the employer, which can impact the bottom line.
Negative publicity: If an employee who uses marijuana causes a workplace accident or engages in other inappropriate behavior on the job, it could lead to negative publicity for the employer. Ignoring employees who use marijuana can damage the employer's reputation and lead to public relations problems.
Loss of business: If an employer is known for allowing employees to use marijuana on the job or for failing to address marijuana use among employees, it could lead to a loss of business. Clients or customers may be reluctant to work with a business that does not prioritize safety or that is known for allowing drug use in the workplace.
In conclusion, ignoring employees in the workplace who may be using marijuana can lead to a variety of risks for employers, including impaired performance, safety risks, legal liability, discrimination claims, drug testing violations, increased healthcare costs, negative publicity, and loss of business. Employers should take steps to address marijuana use among their employees, including developing clear policies, conducting drug testing as appropriate, and providing education and resources to help employees understand the
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