Zero tolerance does not necessarily mean discharge, just discipline. Here is an excerpt from a presentation I did after Minn. Made medical marijuana legal ( very restricted though ) 1. THE DRUG FREE WORKPLACE ACT (DFWA) 1. This law applies to federal contractors with contracts of $100,000 or more, and to all federal grantees. See 41 U.S.C. § 8102-03. 1. The law requires the above entities to notify their employees of multiple items including the dangers of drug abuse at work, that the entity prohibits the making, possession or use of drugs at work, the entity's policy to maintain a drug free workplace, and the consequences of employees violating the policy. See 41 U.S.C. § 8103(a)(1). 1. The DFWA "establishes no requirement for drug testing." Parker v. Atlanta Gas Light Co., 818 F. Supp. 345, 347 (S. D. Ga. 1993). 1. If an employee violates the entity's drug-free policy, it must sanction (i.e, discipline) the employee OR require the employee to participate in rehabilitation. 41 U.S.C. § 8103(a)(1)(F). 1. If the entity does not comply it might lose its federal contract or grant. See 41 U.S.C. § 8103(b). From: Anthony Nowak <tony@smithphillips.com> Sent: Thursday, May 19, 2022 4:25 PM To: Amanda Karras <akarras@imla.org>; employlaw@lists.imla.org; cityattorneys@lists.imla.org; counties@lists.imla.org; marijuana@lists.imla.org Subject: [External] [Counties] Re: Question about Employee Use of Marijuana I do not have any policies but I have heard that allowing employees to use marijuana (medical or otherwise) can expose entities to the loss of certain federal grants. In other words, anything other than a zero tolerance policy can pose a risk to loss of grant funds. For example, the Drug-free Workplace Act of 1988 which requires a drugfree workplace if an entity receives certain levels of funding. I have not researched this, and I'm not an employment attorney so please take my comments for what they are worth. Also, at least for the county I represent, they are lower workers compensation and insurance premiums as a result of having a drug free work place. Anthony "Tony" Nowak tony@smithphillips.com<mailto:tony@smithphillips.com> Smith, Phillips, Mitchell, Scott & Nowak, L.L.P. 2545 Caffey Street Hernando, MS 38632 662-429-7888 www.smithphillips.com<https://gcc02.safelinks.protection.outlook.com/?url=https%3A%2F%2Furldefense.proofpoint.com%2Fv2%2Furl%3Fu%3Dhttp-3A__www.smithphillips.com%26d%3DDwMFAg%26c%3DeuGZstcaTDllvimEN8b7jXrwqOf-v5A_CdpgnVfiiMM%26r%3DDw5APvi2kK-BJeFEx0e4YelQY3aVJbeMkiqSZ-70BXw%26m%3D-0wmfdFUjyGu_rGertCnB4DBbfEVEzeHjTMLe3KM32c%26s%3Df--_NiuM_GToHkwWxXeRv6PTGDiZLex3Dq3cVoValpA%26e%3D&data=05%7C01%7Cmartin.munic%40hennepin.us%7C69a07055ad744f849fcf08da39de4a03%7C8aefdf9f878046bf8fb74c924653a8be%7C0%7C0%7C637885924137435704%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C2000%7C%7C%7C&sdata=LnJh6noHSgjSDtGsiWtqbjvyiPkzvgCNB9t4jBezjGs%3D&reserved=0> From: Amanda Karras <akarras@imla.org<mailto:akarras@imla.org>> Sent: Wednesday, May 18, 2022 1:00 PM To: employlaw@lists.imla.org<mailto:employlaw@lists.imla.org>; cityattorneys@lists.imla.org<mailto:cityattorneys@lists.imla.org>; counties@lists.imla.org<mailto:counties@lists.imla.org>; marijuana@lists.imla.org<mailto:marijuana@lists.imla.org> Subject: [Counties] Question about Employee Use of Marijuana A member is asking if your jurisdiction allows some employees to use medical (or recreational) marijuana, could you forward me a copy of your policy to akarras@imla.org<mailto:akarras@imla.org> (or just a summary) and I will pass it along? They are particularly interested in the groups of employees to which this allowed use might apply (Presumably this would not apply to employees with CDL licenses, and probably not police and EMT's, but are there other groups permitted or excluded) and are there any other restrictions? 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