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This is my module 6 discussion:

The legalization of marijuana has been a great issue because it is not legal in many states and in some states it is not legal. For its relaxing effects, cannabis has long been announced. However, lately, it impacts HR clinicians quite the reverse when they work through the various state legislation and legal decisions involving the contentious product to formulate policy and protocols for drug testing. Marijuana possession or use remains unconstitutional under federal law. Yet governmental policy is evolving at a dizzying pace, some of them limiting the right of a corporation to dismiss an employee because of a drug screening violation. Courts have been siding with staff who for medical reasons their wrongful discharge contributed to their off-duty cannabis use (Lytle, 2020). This has been hard because lawmakers are making it legal but the side effect it has on a person it still does affect them from doing their job and they are still liable to be drug tested even if marijuana is legal on that side.  Certain workers are subject to federal laws that require drug and other drug testing. Staff subject to the laws of the Ministry of Transport, including trucking, mass transits, and airlines, as well as rail, must be checked for use in safety-sensitive jobs with drugs and alcohol (Lytle, 2020). The legalization of marijuana does not go for the people who are selling it illegally so these classes of people are subject to a state policy of detention, investigation, and incarceration.


Lytle, T. (2020, February 27). Marijuana and the Workplace: It’s Complicated. SHRM.