2016 has been a great year for Marijuana advocates in the US, becoming legal (with some limitations) in 30 states. While the majority still only allow medicinal usage, recreational use is allowed in some 9 states including Massachusetts and Alaska.
It is a burgeoning industry that is scheduled to post sales amounting to more than $20 billion in the year 2021. Marijuana no longer has the same stigmatized, dangerous characterization it faced a few years ago and is now widely seen as a mainstream recreational drug.
An entire festival has been dedicated to celebrating the use of marijuana on 4/20 and the first ever drive through pot shop was also inaugurated to allow users to smoke weed from the comforts of their own car.
This widespread acceptance of recreational marijuana, 60% to be exact, leaves an important question to be asked – how should office managers and the HR team handle the marijuana situation and avoid getting slapped by a lawsuit from one of their weed advocates?
1) Get updated about the laws of your state
You make one mistake and you could end up in court. So your best bet would be to not stay out of the loop when it comes to marijuana laws in your state, and update your employee policies accordingly. You must also provide an update to your managers and HR staff.
2) Don’t be too restrictive
A restrictive approach towards marijuana can actually frighten away useful talent from every applying to your company and end up with your competitors.
3) Understand the fine nuances
Employees can use hidden words and phrases to get you to say and do illegal things (unintentionally). For instance they could ask you to allow them to use medical marijuana for health reasons. In this case, you’re supposed to consult with the state’s laws since some of them mandate you to accommodate medical card employees and you cannot fire them. Avoid those lawsuits.
It’s the equivalent to firing someone who came to work while drinking a glass of wine. Provided they don’t get high and allow it to affect their work and professional ethic, you’re helpless.
4) What they do in their work hours is not your concern
The bottom line at the end of the day is that it isn’t really of your concern what your employee does in their own free time. Whether they smoke pot, get drunk or just smoke a pack of cigarettes – you don’t get to butt in their personal lives, as long as they don’t bring their recreational habits into the work place.
For this exact reason it is of paramount importance for you to have an updated policy on marijuana. If you have zero tolerance for recreational use, then say so clearly – although you’re advised against doing so for obvious reasons.
5) Changing attitudes
At the end of the day, your company’s overall image is what attracts the best talent and fosters those already working under you. If you enact a rigid and unflinching attitude towards marijuana despite its growing popularity, you could end up losing not only some good business, but also good employees.
