Drug & Alcohol Use
Recreational Marijuana Legalization, Drug Testing Trends, and Considerations for Employers
Minnesota is now the 23rd state (in addition to Washington D.C. and Guam) to legalize recreational marijuana in some form or another. Minnesota joins a growing list of states taking action on marijuana policy. With nearly half of the states now permitting adult-use of marijuana, what trends and laws should employers consider when revising or adopting drug testing policies? To provide background, more Americans have access to legal recreational marijuana than any time before. While possession or use of marijuana remains illegal at the federal level, 162 million Americans now live in a jurisdiction that allows adult recreational use. That figure does not include the millions more who live in states with robust medical marijuana programs, or places where limited amounts of THC (the psychoactive component of cannabis that produces a “high”) is permitted in certain CBD products (the non-psychoactive ingredient derived from cannabis). And the 2018 Farm Bill, which legalized the production of industrial hemp as an agriculture product, set a national standard allowing products with up to 0.3% THC by dry weight to be sold nationally. Needless to say, the status of marijuana as a consumable product has changed dramatically since Colorado and Washington became the first states to legalize recreational adult use of the product in 2012. Because use and possession of marijuana has only been legalized on a state (and not federal) basis, employers with nationwide footprints have adjusted to various statutory schemes enacted in the states as it applies to drug testing for marijuana. While no state requires that employers let employees consume, possess, or produce marijuana at work, the similarities in approach end there. Least Restrictive Approaches. Many states enacting recreational marijuana laws have taken a “hands-off” approach to employment drug testing. These states, including Alaska, Arizona, Colorado, Delaware, Maine, Massachusetts, Michigan, Missouri, New Mexico, and Oregon, allow employers to continue to take adverse employment actions on the basis of employee drug tests showing THC. While marijuana is recreationally legal in these states, employers largely retain discretion to prohibit use of marijuana by employees and test for it accordingly. Of course, employers must continue to abide by state-specific drug testing laws, many of which are highly technical statutes requiring strict compliance. However, in these states, the status quo allowing employers to test for marijuana is essentially intact. More Restrictive Approaches. Another slate of states have adjusted their workplace drug testing statutes, or separately provided for workplace considerations when legalizing recreational marijuana. A common approach among these “middle-tier” states is to prohibit employment actions based on an employee’s lawful, off-site, non-working hour use of marijuana. Illinois and Maryland have both adopted this approach, which appears aimed at balancing an employer’s legitimate interests in ensuring no drug use at work against an employee’s state right to consume marijuana products recreationally. Other states have began to move away from pre-employment testing (or employment actions based on those tests) for marijuana altogether. For example, New York and Minnesota employers generally may not test for marijuana unless specifically authorized by statute to do so. In New Jersey and Nevada, an employer may continue to test for marijuana, but cannot base employment decisions on the results of a positive marijuana drug test. New Testing Limitations. Finally, a few states have chosen to take a different approach by limiting “traditional” drug testing itself in favor of “active impairment” drug testing. By way of background, when an individual consumes cannabis, the metabolic or digestive process creates non-psychoactive cannabis metabolites (“NCM”). These non-psychoactive metabolites are essentially a by-product of the “high,” leaving a substance that remains in an individual’s system even after the individual no longer is actively experiencing the effects of cannabis. The presence of NCM in a person’s drug testing sample will usually trigger a positive result in most “traditional” drug tests. However, because NCM can stay in a person’s body for days, weeks, or even months after the last use of cannabis, testing for NCM doesn’t necessarily establish if a person is actively impaired. Recognizing this, California and Washington have enacted laws prohibiting “traditional” drug testing that tests for the presence of NCMs. Instead, employers in California and Washington (beginning on January 1, 2024 in both states) will need to use different tests, which detect for the presence of THC in an individual, which would establish active impairment. General Exceptions. Even as states move to curtail drug testing for marijuana in some or all circumstances, it’s important for employers to always consider the usual laundry-list of exceptions that allow employers to test and make employment decisions based on the results of a positive drug screen. For example, many states (such as New Jersey and New York) have express carve-outs on their testing restrictions when an employer is party to a federal contract. Many states also permit or require testing in specific trades, usually healthcare, childcare and education, and certain transportation industries. And of course, employers subject to United States Department of Transportation’s drug testing requirements must continue to comply, regardless of state law stating otherwise. For each general rule limiting an employer’s right to drug test, understand there are typically numerous exceptions and carve-outs, all different on a state-by-state basis. Additionally, many states otherwise limiting an employer’s right to conduct pre-employment drug screens for marijuana continue to permit reasonable suspicion or random testing for marijuana in some cases. Takeaways. In light of the constantly changing legal landscape surrounding recreational marijuana and testing for it, employers with nationwide workforces face difficult decisions. Employers have a few options to consider when revising or implementing new drug testing policies: Is testing for marijuana important for your organization? Due in part to the rapid advancement of marijuana legalization and the corresponding increase in public acceptance of cannabis use, some companies—such as Amazon, the NBA, and Caesar’s Entertainment—have chosen to abandon marijuana testing altogether. Of course, before making the jump to voluntarily end marijuana drug testing, employers should consider whether any employees face mandatory testing under state or federal law. In addition, some employers will need to consider safety implications of moving away from cannabis drug screens. Some employers may also wish to continue marijuana drug screens out of an abundance of caution, given cannabis remains federally illegal. What happens when an individual does test positive for marijuana? Employers should consider their own approach when employees or applicants actually do test positive for marijuana: What laws apply? (In Minnesota, for example, employers are prohibited from taking an adverse employment action based only on a positive marijuana result.) Further, is it an automatic deal-breaker? Or does the organization frequently decline to take adverse action on that basis? One question to ask is, what information have you learned about the individual based on the test result? It is no longer the necessarily the case that a marijuana test reveals whether someone is “law abiding.” Overall, it may be worthwhile and cost-effective to remove marijuana from testing panels. Can you manage a workplace without testing for marijuana? For some employers, a pre-employment drug screen and the potential for future random or reasonable suspicion testing was an effective performance management tool. But given the restrictions on “traditional” drug testing and the highly specialized requirements across several states, some employers are looking to manage employee performance without drug tests. For example, some employers are addressing workplace cannabis impairment through performance management approaches. Where an employee is frequently late to work and their work product quality decreases, there is a clear performance issue, whether it is caused by workplace drug impairment or not. Employers who move to this more “holistic” approach to managing performance should be careful to establish objective guidelines of performance that are unacceptable, whether caused by drug use or not. Although the law of marijuana legalization and drug testing is constantly changing, employers should remember the principles that have not changed: performance management need not always include drug testing, employers have a right to maintain a safe and drug-free workplace, and drug testing for marijuana is still required for some industries and job titles under state and federal law.
September 6, 2023
by Joshua Hughes
Drug & Alcohol Use
Minnesota Has Loosened Restrictions on Edible Products Containing THC – What Does that Mean for Minnesota Employers?
What is the current Minnesota law regarding edible products containing THC? An inconsistency in two amended provisions of Minnesota Statute § 151.72 has resulted in what some have deemed the legislature “accidentally” legalizing edible products containing certain amounts of hemp-derived tetrahydrocannabinol (THC) for purchasers 21 years of age and older. When did the new law take effect? The new law went into effect on July 1, 2022. And in simplest terms, most edibles and beverages containing THC are now legal in the state of Minnesota. Did the new law change drug testing requirements for employers? It doesn’t appear so. Minnesota employers are not required to perform drug testing on employees, but when employers choose to have a drug testing program, it must be carried out within the strict parameters of Minnesota Statute § 181.951. Minnesota’s drug testing law was not amended to interact with the legalization of edibles and beverages containing THC in the state. Under the Minnesota drug testing law, employers may take certain actions against an employee that tests positive for a controlled substance as defined in Minnesota Statute § 152.02, Subd. 2 through 6. Included within those sections is cannabinoids, including dronabinol [(-)-delta-9-trans-tetrahydrocannabinol (delta-9-THC)], the THC legalized in edible form under Minnesota’s new law. Many states that have legalized some form of recreational marijuana have also updated their employment drug testing laws. For example: In Alaska, persons over the age of 21 may use and possess small amount of marijuana. While the recreational marijuana law does not address employee drug testing, it specifically allows employers to prohibit or restrict the use, possession, transfer, or cultivation of marijuana in the workplace; implement policies restricting the use of marijuana by employees; and prohibit or restrict the use, possession, transfer, or cultivation of marijuana on any property owned or controlled by the employer. In Colorado, employers are permitted to have policies that restrict employee’s use of marijuana. In Connecticut, employers may still conduct drug tests for applicants and employees, but cannot take action for a positive result for 11- or -9-carboxy-delta-9-THC unless certain circumstances exist. In New Mexico, even though the recreational use of cannabis is legal, employers may still adopt zero tolerance policies which can include discipline or termination of an employee based on a positive drug test that indicates any amount of delta-9-THC or delta-9-THC metabolite. At least for now, employers in Minnesota may continue to take employment actions—in compliance with Minnesota’s drug testing law—against employees or applicants that test positive for now-legal substances. Should employers continue to drug test? Minnesota’s law is lengthy, arguably onerous, and can be a minefield for unsuspecting employers trying to manage a drug testing program. Unless an employer has a really good reason for doing so – such as a safety sensitive work environment or industry requirements and regulations – we understand why employers may choose not to drug test employees. Some federal contractors must comply with the Drug Free Workplace Act as a condition of their contract. That law requires covered employers to have a drug-free workplace policy statement, establish a drug-free awareness program, ensure that employees understand their reporting requirements under the Act, report any violations to the federal contracting agency, and take action against employees engage in a workplace drug violation. Noticeably absent is a requirement that employers conduct drug testing of employees. As a compromise, an employer would be well-advised to include in their employee handbook a policy that prohibits the use of drugs and alcohol while at work, and advises employees to immediately alert their employer if they are taking any legal drugs that could limit their ability to safely do their job.
July 20, 2022
Drug & Alcohol Use
OSHA Weighs in on Retaliation and Drug Testing
QUESTION: We conduct drug testing whenever an employee is injured at work or in involved in an accident. I recently read that this may violate OSHA’s anti-retaliation rule. How can that be? I would think OSHA would want employers to drug test to keep workplaces drug-free and safe. Short Answer: Rebecca Bernhard Drug testing raises complex issues, which the law addresses in complex ways. Although safe workplaces are in everyone’s interest, drug testing also implicates privacy concerns and, specifically in the case of OSHA, concerns that employees might conceal important health and safety concerns in order to avoid a drug test. As a further complication, workplace drug testing implicates both state and federal law, and multiple state and federal agencies regulate it. You can still test your employees under appropriate circumstances, but you will need to be careful to comply with all applicable laws. Detailed Answer: Before addressing your specific question about the Occupational Safety and Health Administration (“OSHA”), we need to emphasize that multiple statutes and regulations govern drug testing in the workplace. As an example, in Minnesota workplace drug testing is governed by Minn. Stat. §§181.950-957, which impose detailed requirements on workplace drug testing. Various federal agencies, including the Department of Transportation, the Department of Defense and others, have their own drug testing requirements. The details of these programs are beyond the scope of this post, but you will need to conform your drug-testing program to all applicable legal requirements. OSHA does require employers to provide safe workplaces for its employees but it does not require employers to drug-test. Your question was likely prompted by reading about OSHA’s new electronic reporting Rule, which takes effect on January 1, 2017. As part of this new rule, OSHA also prohibits employers from discouraging workers from reporting an injury or illness. This anti-retaliation provision of the new rule took effect on August 10, 2016, but OSHA has delayed enforcement until November 1, 2016, to allow it time to provide outreach to employers. The new Rule provides that employers must, among other obligations, establish a “reasonable procedure” for employees to promptly and accurately report work-related injuries and illnesses. The Rule prohibits this procedure from “deterring or discouraging” a reasonable employee from accurately reporting a workplace injury or illness, and it also requires employers to proactively advise employees that they will not suffer any retaliation for such reporting. Although the final Rule does not specifically mention drug-testing policies, OSHA commentary makes clear that such policies will now face scrutiny because, according to OSHA, post-injury/accident testing has the potential to deter injury reporting. The Administration has indicated that such testing will pass muster only if (1) it is limited to circumstances where employee drug use likely contributed to the underlying incident; and (2)testing methods are tailored to identify impairment during the incident (as opposed to identifying general prior drug use). It is important to note, however, that when it announced the new Rule, OSHA emphasized that drug testing performed by employers to comply with federal or state laws or regulations does not run afoul of OSHA regulations See our earlier article for an overview of the relevant Rule provisions and more complete discussions of the practical implications of the same in order to help employers prepare for their pending new, and somewhat ambiguous, obligations: https://www.dorsey.com/newsresources/publications/client-alerts/2016/07/new-osha-rule-effective-next-month . Employers who wish to continue testing employees for drug use following an accident or workplace injury should consider reviewing their drug-testing policies to confirm that their post-accident/post-injury testing will conform to OSHA’s guidance. In accordance with applicable state law, employers could fold their post-accident/injury testing into their reasonable-suspicion testing, with language clarifying that post-injury/accident testing will take place only where circumstances suggest the employee’s conduct has caused the accident or injury in question. In addition, employers should consider adding policy language clarifying that—at least for post-accident/injury testing—they will utilize tests that measure only very recent drug use. The foregoing measures arguably should, as required under the new Rule: (1) reasonably tailor testing to those workplace incidents where there is reason to suspect drugs and/or alcohol may have played a role; and (2) ensure related testing methods are designed to show whether the employee was in fact impaired at the time. More specifically, by limiting testing to those circumstances where there is reason to believe the employee’s conduct was responsible for an accident or injury, employers are precluded from testing in any circumstance where it is clear the incident was caused by factors unrelated to employee conduct (e.g., faulty equipment, force majeure, etc.). By further tailoring testing methods to measure only very recent use, employers may demonstrate that they are not testing with any over-reaching motive to “catch” employee drug use that is remote in time and thus unrelated to the incident in question. Finally, employers should confirm that their reporting procedures contain the required provisions of informing employees of their right to report work-related injuries and illnesses free from retaliation.
September 15, 2016