Now that medical marijuana is legal in Minnesota and disbursement is set to begin July 1, employers should review their policies regarding such workplace procedures as drug testing and the Americans With Disabilities Act to ensure they protect the business, as well as the employee.

Minnesota’s law authorizes the use of medical marijuana for patients suffering from several medical conditions including glaucoma, HIV/AIDS, certain cancers, seizure disorders, Crohn’s disease and illnesses causing severe and persistent muscle spasms. Individuals eligible for the medication are required to enroll in a statewide registry.

Given that only a few states have legalized medical marijuana use and that marijuana remains illegal under federal law, laws governing employee policies are evolving. Here are a few guidelines to consider when reviewing your organization’s policies.

Marijuana law and the ADA

The ADA and a companion state disability law currently protect employees from discrimination due to their qualifying disability...