Medical Marijuana Comes to North Dakota: What North Dakota Employers Need to Know
Author: Ashley A. Wenger-Slaba (Minneapolis)
Published Date: January 24, 2017
When North Dakota’s Compassionate Care Act went into effect on December 8, 2016, North Dakota joined a proliferation of 28 states across the country that have legalized some form of medical marijuana use. Codified at North Dakota Century Code Section 19-24-01, North Dakota’s new law limits medical use of marijuana to individuals with certain “debilitating medical conditions,” including, but not limited to, cancer, human immunodeficiency virus (HIV) and acquired immune deficiency syndrome (AIDS), posttraumatic stress disorder (PTSD), and epilepsy.
North Dakota’s Compassionate Care Act does not allow employees to possess marijuana in the workplace. And, unlike the medical marijuana laws in neighboring Minnesota and a handful of other states that contain antidiscrimination provisions that employers must adhere to, North Dakota’s Compassionate Care Act provides no such prohibition.
As such, North Dakota employers are free to choose to comply with federal law where North Dakota and federal law differ, and thus may continue to prohibit marijuana possession and use for medical purposes in their drug-free workplace policies. North Dakota employers that wish to continue to prohibit all marijuana use and possession among their employees despite the passage of the Compassionate Care Act may want to consider revising their drug-free workplace policies and otherwise communicating to North Dakota employees their intention of doing so.
Ashley Wenger-Slaba advises and represents large and small employers on a wide variety of employment law matters. Having spent a period of time in house, Ashley draws on that experience to work towards finding solutions for her clients that meet both their legal and business needs. Ashley enjoys working with companies to revise policies and procedures to ensure legal compliance, address everyday employment issues that arise with current and former employees, and conduct internal investigations...