The use of cannabis for medical purposes was once taboo, but now medical cannabis is becoming more common. Even workplaces are looking for ways to accommodate employees who need to use medical cannabis. 

While the use of medical cannabis looks promising, a lot of thought needs to be put into creating a comprehensive medical cannabis policy. With workplaces constantly changing and adopting new models, employers must be flexible. 

If you’re an employer looking to implement a medical cannabis policy in your workplace, it’s essential to consider several factors. Let’s take a look at some of those factors in this article.

Legal Compliance

One of the first factors to consider when implementing medical cannabis policies is legal compliance. Different states will have different laws regarding its use, and as an employer, you should thoroughly understand them. It’s essential that many places still don’t legally allow the use of medical cannabis. And for areas that legalize it, you may have to navigate a complex state of laws. 

To ensure legal compliance, it’s best to consult with legal professionals. Your policies should comply with current laws while still flexible enough to accommodate any legislation that comes into effect. Legal professionals can help you work through these complexities so that they don’t become a significant problem in the long run.

Safety-Sensitive Positions

In some cases, employers may have to accommodate the use of medical cannabis in the workplace even if you don’t want to. Federal laws like the Americans with Disabilities Act (ADA) may need to provide reasonable accommodations for employees with disabilities who need to use medical cannabis. A thorough evaluation of your policies is necessary to adjust to the needs of these employees.

If you’re an employer who doesn’t want medical cannabis in your workplace, it’s essential to find a workaround. For instance, employees may be allowed to use medical cannabis outside work hours as long as it doesn’t impact their ability to do their jobs correctly. You may also want to consider modified work schedules or job restructuring so employees aren’t impaired during work hours.

Consistency and Clear Communication

Employers should communicate the specifics of their medical cannabis policy. It’s easy to misinterpret some of the policy’s provisions, but it’s essential that employees understand its implications. 

You may want to conduct a feedback system to ensure clear communication within your team. This system guarantees everyone’s questions about the policies are addressed, and any issues are identified and resolved. 

Additionally, consider scheduling training sessions on the proper and responsible use of cannabis in the workplace, especially if employees are consuming potent options like concentrates. These can further clarify your medical cannabis policy and address employees’ questions.

Consistency should also be prioritized when implementing cannabis policies in the workplace. You should ensure the cannabis policy is applied uniformly to all employees. Similar scenarios should be handled the same way – no employee is above others regarding these regulations. 

Workplace Culture

Employers must create policies that respect employees’ legitimate medical needs while prioritizing workplace safety and productivity. Workplaces should always strive to address this stigma by making sure that those who need to use cannabis for medical purposes don’t feel discriminated against.

A good workplace culture can help create an environment wherein employees feel supported, no matter their medical needs. Open discussions within your team can create a more inclusive workplace where everyone stays productive. 

An inclusive cannabis policy can significantly boost employee morale, particularly for those requiring health-related accommodations.

Review and Update Regularly

The stigma around cannabis use, even for medical reasons, may constantly evolve. We know that the laws regarding cannabis have constantly changed, and it’s likely that these changes will keep on happening. 

Regular reviews and updates of your medical cannabis policies are essential. Employers who do not update their policies to reflect these changes could inadvertently expose themselves to legal risks.

The adjustments should also be adaptable to changing workplace conditions as well.  For instance, in a remote work setting, co-workers don’t inhale secondhand smoke from cannabis use, making it easier to accommodate employee needs. 

While there are still some considerations regarding working while impaired, fewer considerations are needed where employees have more control over their workspace.

The Bottom Line

While using cannabis for medical purposes is becoming more common, there are still important considerations for its use in the workplace. Using cannabis in the workplace exposes employers to a complex set of challenges and responsibilities. 

Balancing legal compliance, workplace safety, and employee rights requires a thoughtful approach to policy-making. Creating a policy that addresses all these needs can maintain a safe and inclusive workplace. 

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AUTHOR: EDRIAN BLASQUINO

Edrian is a college instructor turned wordsmith with a passion for teaching and writing. With years of experience in higher Education, he brings a unique perspective to his writing, crafting engaging and informative content on various topics. He’s excited to explore his creative side and pursue content writing as a hobby.

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Originally Published on https://www.breakfastleadership.com/

Michael Levitt Chief Burnout Officer

Michael D. Levitt is the founder & Chief Burnout Officer of The Breakfast Leadership Network, a San Diego and Toronto-based burnout consulting firm. He is a Keynote speaker on The Great Resignation, Quiet Quitting and Burnout. He is the host of the Breakfast Leadership show, a Certified NLP and CBT Therapist, a Fortune 500 consultant, and author of his latest book BURNOUT PROOF.