I was recently asked how to accommodate medical marijuana in the workplace. Specifically, what workplace accommodations are needed to accommodate medical marijuana users. Medical marijuana is not a disability. It is used to address complications related to a disability, however. Like many medications, medical marijuana has side effects. And like other medication side effects, workplace accommodations may be needed. It is important to note that the workplace accommodations are for the disability and not the medical marijuana.
Marijuana can have a significant impact on the cognitive functions of the brain. Typically, these side effects result in inattentiveness, mood changes, impaired memory etc. The impact of marijuana on the brain can last up to 90 days after use. Such side effects can negatively impact the person’s ability to safely work and perform their essential job duties.
If an employee is using medical marijuana due to a disability, some accommodations may include a flexible work schedule, tasks assigned in writing, and tasks assigned in smaller segments but maintain the same overall deadline. As with any employee, the employee must still perform their essential job duties.
Please note, medical marijuana is not permitted in federal government positions regardless of the state laws. Also, it is very easy to get a medical marijuana card, so it is imperative that the medical marijuana is used to address an actual medical condition or disability.
For more information on marijuana, contact the National Institutes of Health: https://nida.nih.gov/publications/drugfacts/cannabis-marijuana