We can all agree that the idea of consuming marijuana for health benefits rose to high popularity, which means that it is just a matter of time when it will be allowed entirely and legalized.

Remember that weed can help you treat numerous health issues and handle symptoms of chronic problems that are incurable.

Today, most doctors tend to prescribe the consumption of weed so that you can handle numerous ailments such as nerve pain, multiple sclerosis, glaucoma, cancer and chronic pain, which is a common problem among people in the USA.

Passing drug tests is challenging if you consume weed on a daily basis, which is why you have to learn about remedies that will help you along the way.

Of course, everything depends on the type of test that you wish to pass, but remember that you can handle hair drug screening by using a drug detox shampoo.

Apart from chronic issues, doctors can also prescribe you medical marijuana to reduce tremors for Parkinson’s disease, to fight the pain in endometriosis, fibromyalgia, and interstitial cystitis. It is perfect remedy for fighting weight loss and nausea, and it is also promising for treatment of post-traumatic stress disorder.

As you can see, both the production and use of medical marijuana are legal in 23 states as well as District of Columbia in the U.S.

At the same time, movement that lobbies for this particular idea and regulations are expanding, and we will see the legalization on federal levels in a matter of years.

Medical Marijuana Is Problematic For Employers

The main problem lies in the idea that legalized weed creates a problematic dilemma for most employers, especially the ones that do not know how to maintain a drug-free workplace and reduce the possibility for employees to come at work intoxicated.

We decided to present you tips that will help you create proper policies that will benefit both your employees and yourself.

1.     How to Respond To Employee Inquiries about Medical Marijuana Consumption?

Have in mind that as soon as your employee asks whether he will be allowed to consume medical marijuana before the work, you will be tempted to respond that you do not allow this particular idea due to the previous stigma that surrounded cannabis.

However, you will not be able to fire an employee due to these reasons, which is why you have to create proper policies that will help you along the way.

2.     How to Accommodate Employee’s Use of Medical Weed?

Remember that some employees may rely on certain medications so that they can maintain their focus and stay productive, as you want them to be.

Similarly, as if someone would use the prescription meds for specified condition, the same way weed acts as the remedy that will allow them to function at the highest levels and tolerate excessive pain that they experience always.

In these specific cases, the reasonable thing that you should do is to insist on avoidance of consumption at the workplace and discreet usage without affecting others at the same time.

Some states regulations will provide you guidelines that you should follow as well as the condition that will help you maintain zero-tolerance policy. Based on some rules, in specific states you will have to provide accommodation for medical cannabis consumption.

On the other hand, in other states such as Colorado, employers do not have to tolerate weed consumption in the workplace. Everything depends on the specific situation and judgment call by considerable employer and responsible employee.

Click here to learn which states have decriminalized the consumption of marijuana.

Based on the Society for Human Resources Management, if the employee wants to get accommodation for medicinal cannabis consumption, employer can easily use regular policies of human resources and ensure that employee features proper certification.

3.     Create a Workplace Policy

In some states such as Washington, Alaska, Michigan, Oregon, California, and Colorado, people can consume weed for both medicinal and recreational purposes. Therefore, employers have to revise their drug policies based on latest laws and regulations.

In most cases, it is an excellent thing to prohibit the consumption of weed at the workplace or going to work under the influence. An employer can easily state all penalties and consequences that employees will have if they use marijuana during the working hours.

4.     Should You Ban The Weed Consumption?

Some employers think that the best way to maintain a drug-free environment at work is by altogether banning and prohibiting weed consumption even if it is legal for recreational use.

This may pose an issue from an employee point of view as well as from the enforcement perspective in general. That is the main reason why employers should avoid being completely strict and focus on regulating on-the-clock behavior.

That way, you will be able to maintain respect among employees, avoid problems that come with privacy, and gain better results than by completely banning it.

Of course, everything changes if you areoperating in the industry with heavy machinery and other safety concerns since working under the influence can cause problems to other employees as well as yourself.

Therefore, you should strictly prohibit the consumption of any illegal substance that may affect overall production. You also have to create a policy that will regulate random and pre-employment drug screenings so that you can protect your business from liabilities.

5.     Cannabis Policy

You need to demand from employees to operate in the full capacity, which means sober and without the influence of any psychoactive substance during the working day.

It also means that you should set a break time policy for weed consumption; because some employees may think that, they can get high during the lunch hour.

It is vital to create a proper balance between ensuring peak productivity and respecting employee’s privacy, which may be problematic at first.

Check out this site: https://www.samhsa.gov/workplace/toolkit to learn how to create workplace policy with ease.

However, the issues are something that you should handle based on your specific situation, which will help you reduce the percentage of intoxicated employees during the working hours.

It means that you have to educate yourself on regulations and laws that are in effect in the area you operate so that you can reduce the possibility of breaking the law and paying a hefty price for it.