Denver has recently legalized the use of recreational marijuana. Without entering into a discussion of the social/political aspects of this step, what will the impact be on the workplace?
Marijuana contains several chemicals referred to as cannabinoids, more often as THC (tetrahydrocannabinol). Its effect is unique preventing classification as a stimulant, sedative, tranquilizer or hallucinogen. Marijuana has definitive medical use and currently 20 states allow such use. It would seem proper with its clinically positive impact to allow this use as a pharmaceutical since we prescribe opiates for pain control. Why not marijuana?
However, recreational allowance opens many doors for possible impact in the workplace not to mention driving automobiles! At what level does impairment have a negative impact and if it is legal, when does it become “illegal” in the workplace?
The effect of marijuana (THC) is like most substances, dose related. Currently many workplaces espouse “drug free” workplaces. This affords a ZERO tolerance for drug and alcohol use and when detection is positive, removal from the workplace and often entry into an employee assistance program or loss of employment. Positive test results generally indicate use within 1-3 days with detection period expanded for chronic users. An immunoassay after 4 hours of use can trigger a positive hit (50 ng/ml) following use. Lower levels can be detectable for as long as 5 weeks in urine.
The literature is expansive on impact but no definitive charting appears as to what level establishes impairment. If you have a “ZERO” tolerance, will the legalization impact handling of positive results and continued employment? Will challenges appear?
What to do? There is no place for drug or alcohol use in the workplace. This includes the lingering effect and possible impairment from prior use before reporting to work. While definitive levels for establishing impairment is still being investigated and established, literature points out it definitely exists with marijuana use. ZERO tolerance should remain in place and with an effectively communicated policy in place with training and uniform enforcement all will be so advised and held accountable!
Author: John P. Coniglio - PhD, CSP, CHMM, RPIH, CSC
Source information:
National Highway & Traffic Safety Administration, Drugs and Human Performance Fact Sheet.
