Medical Marijuana Dispensaries-An Analysis
May 5, 2021
Despite the fact that marijuana remains illegal under federal law, the legalisation of medicinal marijuana has helped many people who suffer from severe medical conditions and depend on cannabis for pain relief and recovery. Under the current Arizona Medical Marijuana laws, eligible patients can sign and obtain an Arizona Department of Health Services (ADHS) identification card. While cardholders can buy authorised quantities of marijuana from licenced MMJ dispensaries, they will only be able to use MMJ as ‘eligible patients’ after a physician’s diagnosis and written certification. A designated caregiver or a licenced, non-profit medical marijuana dispensary agent may be the cardholder instead of a registered patient. It is possible to alleviate and enhance the quality of life of patients who use medicinal marijuana in many medical conditions, but how much they can strive for a normal life remains a question among society’s citizens. Have a look at Dispensaries.
Medical marijuana laws shield patients from discrimination on the part of their employers. Employers are unable to discriminate against eligible cardholders and patients as a result of this. They can’t tell the difference between disciplining and firing people while they’re hiring. The act does have two exceptions to the anti-discrimination clauses. These may be exempted if hirers are in danger of losing money or licensing-related gains due to federal legislation or regulations. If a licenced patient uses marijuana on company property or during working hours, or if the patient tests positive for other drugs, the employer cannot continue to hire this patient. Employers can retaliate against these employees by refusing to provide accommodations that would encourage or facilitate illegal MMJ activity. Any actions carried out when under the influence of this substance could be considered negligence or malpractice in the profession. Medical marijuana laws prohibit patients from doing any potentially dangerous work, such as driving a car or using a device, if they are impaired by sufficient quantities of marijuana components or metabolites.
Employers must also provide specific details about their position on medical marijuana in their drug and alcohol monitoring plans, as well as discuss concerns related to medical marijuana usage in the workplace with additional caution and legal advice. Most employers promote drug testing as part of the hiring process to ensure a safe and alcohol-free workplace. To keep the drug out of the workplace, some businesses conduct random drug testing during the year.