Medical Marijuana. While the State of Ohio has authorized a medical marijuana system, the City of Solon policy does not recognize the medical use of a substance that is and remains a Schedule I controlled substance under superseding Federal Law. Pursuant to the Employer’s zero tolerance policy, and with every attempt to prevent illegal drug usage or abuse problems, a test result for marijuana above the limits as stated in the Article will be considered a positive test subject to EAP or disciplinary action as delineated within the policy. The possession of a medical marijuana card, prescription, or recommendation does not excuse an employee from compliance with this policy and any test result in excess of the thresholds established herein shall be considered a violation of the policy and the CBA.
Medical Marijuana. The City will not excuse or accommodate recreational marijuana use. The City will also not excuse or accommodate medical marijuana use by employees in DOT or safety sensitive positions. With regard to employees in non-safety sensitive positions, medical marijuana will continue to be treated as a “drug” subject to the prohibitions in paragraphs (a), (b), and (d) of the Prohibited Conduct section of this Policy. Additionally, employees must comply with medication disclosure requirement under this Policy.
Medical Marijuana. Possession of a valid and appropriately held Medical Marijuana Registry identification card does not authorize a Resident or his or her family members, dependents, and/or guests, to possess, use, or distribute marijuana in any university apartment, university-owned property or in any public area of the university. Students who request and receive a valid and appropriately held Medical Marijuana Registry identification card during the term of their lease may submit a request to the Director of Housing and Residence Life or his/her designee to be released from this Lease without financial penalty. This release option applies only to a Resident with a valid and appropriately held Medical Marijuana Registry identification card, and does not apply to marijuana use or possession by any person under any other circumstance, which is prohibited by CSM policy and federal law.
Medical Marijuana. In addition to the above, employees must comply at all times with all federal and state statutes and regulations regarding the illegal use of drugs. It is important to note that marijuana is an illegal drug under the federal Controlled Substances Act, which means that it has no acceptable medical use under federal law. Therefore, any on or off duty use of marijuana which is inconsistent with the “prohibited conduct” listed above will be considered a violation of this policy, even if an employee has an authorization for the use of marijuana under the Oregon Medical Marijuana Act. However, employees who are using marijuana in compliance with a medical marijuana card will not automatically be subject to termination of employment. Instead, such employees are required to disclose any use which would constitute “prohibited conduct.” If the City determines that the employee using medical marijuana is disabled under applicable disability discrimination statutes, the employee will be asked to enter into an interactive discussion with designated representative(s) to determine whether a reasonable accommodation can be made that would allow the employee to continue to be employed without violating standards.
Medical Marijuana. 49 CFR Part 40.151 does not authorize “medical marijuana” under state law to be a valid medical explanation for an employee’s positive drug test result. Marijuana remains a schedule I drug and the use of marijuana by safety sensitive employees is prohibited. CBD oil products may contain other cannabinoids such as THC, therefore, use of CBD oils and marijuana-derived products may result in a positive drug test. FirstGroup America will not accept a prescription for medical marijuana as an explanation for a positive drug screen result. A confirmed positive drug screen will result in in termination unless state law explicitly prohibits adverse action by an employer.
Medical Marijuana. A. Any County employee who is using medical marijuana shall report such use to the County Executive's designee, shall provide evidence (i) of the employee being registered with the state patient registry, and (ii) of a recommendation from a medical doctor who has a certificate to recommend its use, and (iii) that the medical marijuana was obtained from a licensed marijuana dispensary.
B. An employee who has a recommendation for medical marijuana who tests positive for marijuana shall be treated as using an appropriately prescribed drug when they have complied with the requirements of subsection (g)(1)A. and have used the marijuana in compliance with the physician's recommendations.
Medical Marijuana. A. The Illinois Compassionate Use of Medical Cannabis Pilot Program Act (410 ILCS 130/et.seq.) prohibits the use of medical marijuana by an active duty law enforcement officer.
B. No Department member shall bring or possess any medical marijuana on any Village property or in any Village vehicle.
C. Members of the Department, who are not law enforcement officers, that are authorized by a medical doctor to use medical marijuana shall report their use of medical marijuana to the Village on the first day of work for such member following the member’s receipt of a prescription for medical marijuana. Such Department member shall immediately be placed upon a leave of absence or sick leave, pursuant to the member’s applicable collective bargaining agreement or the Village’s policy regarding leaves of absence. The Village shall fully abide by Heath Insurance Portability and Accountability Act (HIPPA) and all privacy legislation in regard to this information.
D. When returning to duty after such leave of absence, members shall provide a release of full duty with no restrictions from their treating physician.
E. Department members are not permitted to own, operate, manage, be financially involved in, or be otherwise involved in the operation in any way of any marijuana cooperative, dispensary, business, or location that is used to manufacture, grow, process, use, sell or dispense marijuana for medical purposes, or any location that is involved in the sale/distribution of any paraphernalia that can be used for any of the above.
F. Any member of the department that has applied for, intends to apply for, received, or been denied a card as a “qualifying patient” or “designated caregiver” under the Illinois Compassionate Use of Medical Cannabis Pilot Program Act, shall immediately notify the Chief of Police of any such action in writing.
X. Any member of the Department that has any person living within their residence that has been issued authorization for medical marijuana through the Illinois Compassionate Use of Medical Cannabis Pilot Program Act and/or the Illinois Department of Public Health, shall immediately notify the Chief of Police in writing.
H. No member of the Department shall be permitted to be a “designated caregiver” as defined by the Illinois Compassionate Use of Medical Cannabis Pilot Program Act and/or the Illinois Department of Public Health for any person, unless so authorized in writing by the Chief of Police. Permission may be granted by the Chief o...
Medical Marijuana. AHCCCS does not cover medical marijuana as a medical or pharmacy benefit. Refer to AMPM Policy 320-M.
Medical Marijuana. Although California State law permits patients to possess, use or cultivate medical marijuana in accordance with the Compassionate Use Act, Section 11362.5 of the California Health and Safety Code, the use, possession or cultivation of marijuana for any purpose is illegal under the Federal Controlled Substances Act. The use, possession or cultivation of marijuana on The Premises is hereby prohibited. The use, possession or cultivation of any controlled substance shall be considered a breach of this Agreement, and shall result in eviction and/or the exercise of any other remedy available to Lessor under applicable laws.
Medical Marijuana. An applicant or employee who possesses a valid Medical Marijuana license will not be discriminated against for possessing the license.
