To follow up on our July 31, 2017 Labor & Employment News Alert, Rock, Meet Hard Place: Accommodating Medical Marijuana, the following briefly summarizes an employer's obligations in the District of Columbia, Maryland, and Virginia as to accommodating an employee's use of medical marijuana. As is typical of the region, the legal landscape shifts as you cross the Potomac River, and again as you cross Western Avenue.
District of Columbia
The District of Columbia has legalized medical marijuana, but without any express provision protecting employees who use medical marijuana from "the denial of a right or privilege," or any other such similar language. In the private sector, there are not yet any reported judicial decisions about whether an employer must permit or otherwise accommodate an employee's use of medical marijuana. In the public sector, the DC Department of Human Resources has issued a guidance that a DC employee who has been "authorized by a licensed physician to use marijuana for medicinal purposes is permitted to do so in accordance with applicable laws, rules and regulations of their states of residence, provided such usage does not impair or otherwise impede his or her ability to safely carry out assigned duties and responsibilities." It remains to be seen whether courts will apply this approach to the private sector.
Maryland also legalized the use of medical marijuana, but with the express protection that qualifying patients, providers, caregivers and growers may not be "denied any right or privilege for the medical use of cannabis." Md. Code, Health-Gen §13-3313. How Maryland courts will interpret that clause remains to be seen. In the meantime, employers should proceed with caution and consider engaging in an interactive process to attempt to accommodate an employee's use of medical marijuana.
Virginia has not yet legalized medical marijuana. While some Virginia lawmakers have proposed such bills in the General Assembly, to date none have garnered enough support to become law.
The proximity of these three jurisdictions to each other raises interesting potential questions. For example: Imagine that a Maryland resident who has been prescribed medical marijuana crosses into Virginia every day to work, is terminated for failing a drug test, and brings suit. Can that Virginia employer terminate the Maryland resident for marijuana use that occurred and is protected in Maryland?
While it is not yet clear where DC Metro employers will find a comfortable space between the rock (where accommodating medical marijuana is required) and the hard place (where marijuana use for any purpose is illegal), employers should revisit their policies and consult with legal counsel as we continue to monitor the development of the law.