Legalized Marijuana In the Workplace

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

Managing Director of OSEA (www.osea.com)

Source information: 

National Highway & Traffic Safety Administration, Drugs and Human Performance Fact Sheet.

Marijuana Meets The Workplace

So what do you think of legalization of “weed”!  Why not, alcohol is legal.  But how do we equate usage with impairment?  Will we derive some level of allowable dose similar to alcohol for defining legal impairment?  And, if we do, will the “ZERO” tolerance in place now at many workplaces (as part of a Drug & Alcohol Policy), hold up to future liberalized interpretation when a dismissal occurs after a failed drug test because Cannabis (THC) was detected?

marijuana has a greater half life than alcohol since is is stored in the fat cells.  Simply put, it is detectable for a far greater period after use especially in chronic users.  Will some level of the chemical component detected be acceptable as we go forward and begin to quantify the impairment levels at varying doses?

This is a changing Frontier.  Liberalization of drug use will open doors to acceptability at some level which will or could impact the workplace.  Will “ZERO” tolerance hold up?  What do you think?

As someone stated to me recently, we dumb them down in school, get em’ high and wonder why we are falling behind!

Have some thoughts on this developing area, share them.

Author: John P. Coniglio - PhD, CSP, CHMM, RPIH, CSC

Managing Director of OSEA (www.osea.com)