In this article, Wilentz Shareholder Tracy Armstrong discusses current and pending legislation, as well as case law, regarding medical marijuana and the workplace. Ms. Armstrong offers employers proactive steps they should consider to maintain a workplace that is both drug-free and anti-discriminatory.
This article was originally published in the October 2018 issue of New Jersey Lawyer, a publication of the New Jersey State Bar Association, and is reprinted here with permission.
New Jersey Lawyer
*Cannabis Law Disclaimer: Per federal law, under the Controlled Substances Act, marijuana is categorized as a Schedule I controlled substance. Possession, use, distribution, and/or sale of cannabis is a Federal crime and is subject to related Federal policy, regardless of any state law that may authorize certain marijuana activity. Compliance with state marijuana law does not equal compliance with federal law. Legal advice provided by Wilentz, Goldman & Spitzer, P.A. is designed to counsel clients regarding the validity, scope, meaning, and application of existing and/or proposed cannabis law. Wilentz, Goldman & Spitzer, P.A. will not provide guidance or assistance in circumventing or violating Federal or state cannabis law or policy, and any advice provided by Wilentz, Goldman & Spitzer, P.A. should not be construed as such.