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Medical marijuana will affect workplace policies and testing

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in Employment Law,Human Resources

On July 1, 2015, medical cannabis became lawfully available under Minnesota’s Medical Marijuana Law (MML). The MML’s employment protections are more extensive than those offered in any other state legalizing medical marijuana use. Legal compliance will be challenging, making it important for employers to know what constitutes protected use and to understand the MML’s effect on testing programs and substance abuse rules.

Legalized on limited basis

Minnesota residents may lawfully use “medical cannabis,” but only if diagnosed by Minnesota-licensed medical professionals with one of these qualifying medical conditions (QMC):

  • Cancer accompanied by severe/chronic pain, nausea or severe vomiting, cachexia or severe wasting
  • Glaucoma
  • HIV or acquired immune deficiency syndrome
  • Tourette’s syndrome
  • Amyotrophic lateral sclerosis
  • Seizures
  • Severe/persistent muscle spasms
  • Crohn’s disease
  • Terminal illness with a less than one-year probable ...(register to read more)

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