Oregon Gov. Kate Brown this week signed a measure allowing medical marijuana outlets to sell recreational pot starting Oct. 1.
The move effectively allows sales of the drug, to all consumers, to begin.
For businesses, it begs the question: Are Oregon companies, from employer standpoints, ready for this?
We put that query, and others, to Amanda Gamblin, a Schwabe Williamson & Wyatt employment attorney who's crunched the situation. Here's what Gamblin says on the matter.
What are the three things employers need to know about marijuana use as it pertains to employment law?
- Just like workers can't come to work drunk, they can't come to work stoned.
- Employers have the right to maintain a drug-free workplace and that goes for marijuana as well. And in fact, if they are governed by federal law they are required to maintain a drug-free workplace. (For example, most employers in the maritime industry, drivers governed by the Department of Transportation, federal contractors and federal grant recipients.)
- Employers should look at their drug and alcohol policy and make revisions as needed, including: