Employers Must Engage in the Interactive Process with Medical Marijuana Users and Cannot Refuse to Hire a Job Applicant Based on Marijuana Use Alone.

By: Kathleen O’Malley and Danielle Dwyer

Recently, Attorney General Matthew J. Platkin announced a Finding of Probable Cause by the New Jersey Division on Civil Rights (DCR) against Prince Telecom LLC (Prince) for declining to hire a medical marijuana user as a cable installation technician.  The DCR found the job applicant was subject to disability discrimination in violation of the New Jersey Law Against Discrimination (LAD).  The basis for the DCR’s determination was Prince’s rescission of a job offer after the applicant, a medical marijuana user, tested positive for cannabis in connection with a pre-employment drug screen.

Prince, a company that constructs and maintains telecommunications and cable systems, offered a technician job to the applicant pending a drug test.  The applicant informed the company that he had a medical marijuana prescription and used marijuana to treat a disability.  When the applicant tested positive for cannabis, he provided his medical marijuana prescription card to the company, after which Prince rescinded the job offer.  Prince maintained that it could not provide the applicant with any accommodation given the safety-sensitive nature of the job duties of the position (such as, driving company vehicles, operating machinery, working with electrical wires, climbing ladders and lifting 50 pounds or more).  According the DCR, Prince assumed that hiring a medical marijuana user to perform such tasks would expose the company to “enormous” liability.

The DCR issued a Finding of Probable Cause because Prince did not ask the applicant for additional information about the nature of his disability; how often and what time of day the applicant used marijuana; and what effect, if any, his medical marijuana use might have on him during work hours.  By failing to initiate discussions of that nature with the applicant, the DCR concluded that Prince did not meet its obligation to engage in the interactive process.  Under the LAD, employers have an affirmative duty to consider reasonable accommodations for applicants and employees.  Broadly speaking, this means an employer should have a dialogue with a disabled applicant or employee and should ask questions to determine whether the individual can perform the essential functions of the job with or without a reasonable accommodation.  Once the employer has sufficient information from the individual and/or the individual’s healthcare provider about the disability and any proposed accommodations, the employer can evaluate whether it is able to offer a reasonable accommodation without posing an undue burden on the company.  Employers who fail to engage in this interactive process violate the LAD—which is exactly what the DCR has accused Prince of doing.

While the LAD protects individuals with disabilities, it is also worth noting that both medical and adult marijuana use are legal in New Jersey and the state has enacted protections for the use of marijuana.  The Jake Honig Compassionate Use Medical Cannabis Act (CUMCA) prohibits an employer from taking an adverse employment action against an employee or applicant (e.g., terminating or refusing to hire) based on the fact that the employee is registered as a medical marijuana user.  The Cannabis Regulatory, Enforcement Assistance, and Marketplace Modernization Act (CREAMMA) protects adult use of marijuana and prohibits employers from taking adverse employment actions due solely to a positive drug test for cannabis.  CREAMMA also has specific and stringent protocols with respect to drug testing in the workplace.  Because CREAMMA went into law after Prince rescinded the applicant’s job offer, the DCR did not review Prince’s conduct to determine whether it violated that statute as well.

Notably, the DCR did not find that Prince had to accommodate the applicant’s use of marijuana in workplace or that it had an obligation to hire him.  The agency found that Prince had an obligation to engage in the interactive process—to gather information sufficient to consider whether it could have reasonably accommodated the applicant’s disability.  If Prince had learned the applicant used medical marijuana after work hours and would not be impaired or under the influence when reporting for duty, Prince may have been able to reasonably accommodate the applicant’s disability.  The laws in New Jersey are clear that employers have a right to maintain a drug-free workplace and do not have to accommodate use of medical marijuana in the workplace or during work hours.  Based on the DCR’s finding, Prince’s error was that it made too hasty a decision and did not gather any information from the applicant to determine whether it could have accommodated his disability.

Of note, a Finding of Probable Cause is not a final determination on the merits.  It means the DCR determined that there is sufficient evidence to warrant further proceedings against Prince.  The parties will now have the opportunity to resolve the case voluntarily through conciliation.  If the parties cannot resolve the matter, the case will move to the Office of Administrative Law or the Superior Court for further adjudication.

Steady Hands at the Tiller – New NJCRC Executive Director Appointed

New Jersey Governor Murphy announced yesterday that current NJCRC Executive Director Jeff Brown is returning to the New Jersey Department of Health to take on the role of Deputy Commissioner for Healthcare Systems, effective May 20, 2024.

Current NJCRC Deputy Executive Director and former General Counsel Christopher Riggs will assume the role of acting Executive Director upon Brown’s departure.

Brown has served as the Executive Director since the formation of the NJCRC in April 2021, and before that as Assistant Commissioner for the Division of Medicinal Marijuana at the New Jersey Department of Health since 2018.

Despite the inevitable friction and challenges associated with this nascent field and reporting to a board of very active, full time commissioners, Brown has proven a steady hand at the tiller both at NJDOH and at NJCRC. Throughout his tenure in both agencies, Brown has been instrumental in the development and implementation of New Jersey’s medical and recreational laws and rules. He led the reinvention of New Jersey’s moribund-by-design medical marijuana program, and then stood up the NJCRC as a new agency to regulate both adult-use and medicinal cannabis. Under Brown’s leadership, New Jersey’s cannabis market has grown each year with 2024 cannabis sales expected to top $1 billion.

Though Brown will be a hard act to follow, Acting Executive Director Riggs is expected to be another steady hand at the tiller leading regulation of the market. Well-equipped to assume the role of Executive Director, Riggs has worked for the NJCRC since its inception.  He initially served as the NJCRC’s first chief counsel and led the drafting and promulgation of the laws and rules that govern the industry. Before that, he was a Deputy Attorney General in the Office of the Attorney General and was assistant chief of the section representing the Department of Health and Human Services.

Well regarded among attorneys and industry veterans alike, it is expected Riggs and the NJCRC will now focus on streamlining and rationalizing regulatory processes to improve oversight and reduce bureaucratic delay and red tape. Riggs has also indicated he intends to prioritize clinical registrant applications and social equity certification process at the NJCRC.

We wish both well in their new roles.

Access to Medicinal Marijuana in New Jersey Improves

In response to Executive Order No. 6, issued by New Jersey Governor Phil Murphy, the New Jersey Department of Health (the “Department”) reviewed certain elements of New Jersey’s Compassionate Use Medical Marijuana Act and the implementation of the Medical Marijuana Program (“MMP”) (Executive Order 6 Report). …

The Department’s analysis resulted in the recommendation and approval of an immediate expansion to the MMP. The first stage of the expansion includes the addition of five conditions to the existing list of diagnoses for which medicinal marijuana can be prescribed. Patients with chronic pain related to Musculoskeletal Disorders, Migraines, Anxiety, chronic pain of Visceral Origin, and Tourette’s Syndrome are now eligible to participate in the MMP.

Read the full story on the Duane Morris Health Law Blog.

 

NJ Governor Murphy Signs Executive Order Expanding New Jersey’s Medical Marijuana Program

Just a week in office, Governor Phil Murphy has taken the first step in process of bringing much needed reform to New Jersey’s medical marijuana program. He signed an Executive Order today calling for his Commissioner of Health and the Board of Medical Examiners to report back in 60 days concerning expansion of the currently limited medical marijuana program consisting of five operating centers.

Gov. Phil Murphy signs executive order
Gov. Phil Murphy signs executive order

New Jersey’s existing medical marijuana program is problematic and ineffective for a number of reasons. The current program allows for a very limited number of qualifying patient conditions, has an overly burdensome regulatory process and associated administrative fees that discourage both doctor and patient participation, has an arbitrary and unnecessary limit on the amount of dispensaries permitted to operate in the state. It also places illogical limits on the types of medical cannabis strains permitted to be sold in each dispensary.

Stay tuned for more developments.

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The opinions expressed on this blog are those of the author and are not to be construed as legal advice.

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