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. The District will not excuse or accommodate medical marijuana use by employees in DOT positions. With regard to employees in non-DOT positions, medical marijuana will continue to be treated as a “drug” subject to the prohibitions in the Prohibited Conduct section of this Policy. Additionally, employees must comply with medication disclosure requirement under this Policy.
Medical Marijuana. Any employee who is prescribed marijuana for medicinal use (410 ILCS 130/1) must notify the employer upon receipt of the prescription. Such employee shall be placed on leave until such time as they no longer demonstrate detectable levels of marijuana by urine test. Accumulated leave (vacation, comp, holiday) may be used for the duration of the leave. The use of medicinal marijuana on Village property or while on duty is prohibited. Any employee who is impaired while at work as a result of the use of medical marijuana are subject to discipline. Employees are prohibited from voluntarily consuming or using recreational marijuana in any form, on or off duty, even though Illinois law may permit certain individuals to consume or use marijuana. Employees who voluntarily consume or use recreational marijuana are subject to discipline. However, the Employer may not take adverse employment action against an employee based solely upon the lawful possession or consumption of marijuana, or marijuana infused substances, by people residing in the employee’s household.
Medical Marijuana. The Michigan Medical Marijuana Act, MCL 333.26421 et seq, permits the manufacturing, possession and use of marijuana under limited circumstances to address certain debilitating medical conditions. However, the use of medical marijuana while working or being under the influence of medical marijuana while working is strictly prohibited even for those staff who are legally qualified for the use of medical marijuana under the Act, MCL 333.26427(b)(l) and
Medical Marijuana. AHCCCS does not cover medical marijuana as a medical or pharmacy benefit. Refer to AMPM Policy 320-M.
Medical Marijuana. It is the policy of the City that an employee or applicant for employment who possesses a valid state issued Medical Marijuana license will not be discriminated against for possessing the license. However, an employee covered by this policy may be subjected to discipline in the following circumstances even if he/she possess a valid license:
19.1 Use or possession of marijuana at work or during working hours
19.2 Upon a showing that the City would lose or fail to obtain federal funding
19.3 The employee does not possess a valid medical marijuana license and tests positive for marijuana
19.4 The employee is performing firefighting duties or duties related thereto and tests positive for marijuana.
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...
