In recent years, the legalization of both recreational and medicinal cannabis has grown rapidly across the United States. As a result, employers are facing new challenges when it comes to addressing cannabis use in the workplace. Unique issues arise regarding drug testing, productivity, absenteeism, safety, liability, discrimination, regulation, and impairment. In this article, we will discuss the impacts of cannabis in the workplace and provide guidance on how to develop an appropriate workplace policy.
A major concern for companies is the potentially negative impact of cannabis on employee productivity. Research suggests that regular cannabis use can lead to short-term memory and attention deficits, reduced motivation, and impaired cognitive functioning (National Institute on Drug Abuse, 2018). These behaviors could directly affect an employee’s performance and consequently lead to decreased productivity. Additionally, studies have shown that frequent cannabis use can result in increased absenteeism and job turnover (Frone, 2016).
Employers must also address safety concerns in the workplace. The potential for injuries or accidents increases when an employee is under the influence of cannabis. For example, employees who operate machinery or work in a hazardous environment may be more likely to cause accidents if their judgment is impaired by cannabis use. Furthermore, co-workers may be exposed to secondhand smoke, which can lead to health concerns and potential liability issues for the employer (Zhang et al., 2013).
Companies need to establish a workplace policy on cannabis use that considers both the potential benefits and risks. Policies should address drug testing methods, acceptable levels of impairment, accommodation for medical marijuana users, and how to handle violations of the policy.
Employers should clarify when drug testing is required and the consequences for failing a test. While some employers may choose a zero-tolerance policy, others may allow for a certain level of impairment. Companies must also determine if medical marijuana users will be tolerated, and if so, under what conditions. Employers should also establish disciplinary actions for employees who violate the policy.
One of the challenges of implementing a cannabis policy is striking a balance between addressing the possible negative effects of cannabis while avoiding discrimination claims from employees who use cannabis for medical purposes. Employers must be diligent in enforcing their policy consistently and fairly to avoid liability.
Another significant hurdle for employers is the inconsistent regulation of cannabis in the United States. Laws related to cannabis vary significantly from state to state, meaning that companies with multiple locations in different states may have to adjust their policies accordingly (Baron & Laplante, 2020).
Employers should familiarize themselves with both state and federal laws regarding cannabis and drug testing. They should also be aware of relevant case law in the event of legal disputes. Seeking legal counsel can help ensure that a company’s cannabis policy remains compliant with these evolving regulations.
In conclusion, as cannabis becomes more widely accepted and legalized, employers are faced with the challenge of navigating its impact on the workplace. Establishing a comprehensive, fair, and compliant cannabis policy is crucial to maintaining both productivity and safety in the workplace. Employers must regularly review and update their policies in accordance with shifts in legislation, research, and societal views on cannabis use. By considering the potential benefits and risks of cannabis use and striking an appropriate balance, employers can successfully navigate the complicated landscape of cannabis in the workplace.
