[1][2] [1] Of note, employers have concerns of workers either coming to work acutely impaired or recent use of cannabis still being detected in the body.
Archaeological research shows early civilization cultivation of hemp in India to create a variety of products from ropes, textiles and paper.
Physiological signs include tachycardia, dilated pupils with injected conjunctiva, dry mouth and increased appetite Studies have also confirmed that impairment is related on a dose response relationship.
State law can have provisions, for an employer to refuse to hire based on marijuana use, under the concern of safety, productivity and company reputation.
Companies that have “safety sensitive work” or include operating machinery or large vehicles are also free to institute a zero-tolerance policy for its employees.
In the case of U.S. v. Stacey among several others, the legality of cannabis use has been contested since citizens who argue for protection under state law, are always subject to federal charges[6] While there has been some guidance from the Department of Justice to the DEA to reassess its priorities in the drug war and to target larger threats and substances, the interpretation is still subjective and has not prevented large scale raids on medical marijuana facilities across the country.
State law can have provisions, for an employer to refuse to hire based on marijuana use, under the concern of safety, productivity and company reputation.
Companies that have a lot of “safety sensitive work” or include operating machinery or large vehicles are also free to institute a zero-tolerance policy for its employees.
Drivers that use cannabis show impairment both in simulator and on the road tests, mainly on the abilities to “..concentrate and maintain attention, estimate time and distance, and demonstrate coordination on divided attention tasks—all important requirements for operating a motor vehicle”[4] The Department of Transportation (DOT) has also stated in its Drug and Alcohol Testing Regulations that cannabis is not acceptable for any employee engaged in safety sensitive work.
[10] The policy requires employees to report any criminal drug violations in the workplace to the employer within 5 calendar days which may subsequently result in discipline including termination, regardless of state law.
[citation needed] FSMB (Federal State Medical Boards) after reviewing over 50 major studies in the field, have offered these 10 recommendations:[19] 1)Thoroughly document patient’s visit prior to considering cannabis use for those with good compliance.