Maryland General Assembly 2019

The 439th session of Maryland's General Assembly is in the books. Not without some somber news as it's longest serving Speaker of the House, Michael Busch, passed away the day before the end of the session. 

Here is a snapshot of business and public safety bills that passed and are awaiting Governor Hogan’s Signature. 

• $15 minimum wage-Although the Governor vetoed the bill there were enough votes to override the veto. The increase to $15 will be incremented as follows.

Businesses with fewer than 15 employees:

$11 on Jan. 1, 2020

$11.60 on Jan. 1, 2021

$12.20 on Jan. 1, 2022

$12.80 on Jan. 1, 2023

$13.40 on Jan. 1, 2024

$14.00 on Jan. 1, 2025

$14.60 on Jan. 1, 2026

$15 on July 1, 2026 

At least 15 employees:

$11 on Jan. 1, 2020

$11.75 on Jan. 1, 2021

$12.50 on Jan. 1, 2022

$13.25 on Jan. 1, 2023

$14 on Jan. 1, 2024

$15 on Jan. 1, 2025

• A Child Care Tax credit was expanded to parents making less than $143,000 (Up from $50,000)
• Health insurance- Those without health insurance will be able to check a box on their tax return allowing the state’s health exchange to determine if they are eligible for free insurance
• Marijuana edibles such as brownies, gummies, etc. can be sold for medical purposes
• The age of smoking was raised to 21
• Maryland will become the first state to ban Styrofoam containers such as cups and food containers.
• The decision of whether to start school before/after Labor Day was returned to local school boards. The Governor vetoed the bill but was overrode.
• Handgun Permit Review Board was eliminated. Now, appeals to the Maryland State Police decision for handgun permits will be heard by an administrative judge.

Public safety bills that failed were background checks on the private (citizen to citizen) sales of shotguns and rifles and a bill to prevent 3D printed guns.

Smoke 'em if you got 'em? {Marijuana in the workplace}

Note: This article was originally posted in 2017 and has been updated with current information on the topic.

Oklahoma passed a medical marijuana bill in 2018 becoming the thirtieth state (Including Maryland) to do so. State by state the legalization of marijuana for medical and recreational purposes is gaining ground. The chances of employees being high at work are definitely increasing. Businesses are scrambling to adapt.

Decriminalization v. Legalization

So far thirteen states have decriminalized marijuana, allowing recreational use. Up from just eight in 2017. Those are Connecticut, Delaware, Illinois, Maryland, Minnesota, Mississippi, Missouri, Nebraska, New Hampshire, New York, North Carolina, Ohio, and Rhode Island. Nine states have legalized marijuana for recreational use (Alaska, California, Colorado, Maine, Massachusetts, Nevada, Oregon, Vermont, and Washington) 

While this legislative activity is taking place on the state level, the drug still remains illegal under Federal law. In fact, it remains a schedule I drug alongside opiates and synthetics drugs. The court battles that were expected with the U.S. Justice Department after Colorado legalized marijuana have not occurred.

Decriminalization does not mean legalization. Decriminalizemeans that possession of small amounts no longer carries criminal penalties. Most states offer a civil violation or no violation at all. Legalizedmeans that marijuana is completely legal to possess. In this case, states have set limits as to the amount that can be possessed and qualifications regarding trafficking.

High on the job

A survey of 10,000 California cannabis users revealed 58% of working professionals use daily and 31% consume while working. (Eaze Insights)

Some businesses not only allow the consumption of marijuana at work, but they also encourage it. Those that do say that it helps employees with stress and anxiety promoting longer work days and creativity. It should be noted that these businesses are mainly in the legal cannabis industry or tech fields.

What is at odds are company drug policies and making accommodations for those with disabilities. Companies want to be inclusive but want to maintain standards as well as workplace safety. Medical marijuana users are looking to the American Disabilities Act for protection.

American with Disabilities Act

The American with Disabilities Act  (ADA) was signed into law in 1990. Succinctly, the ADA prohibits employers from discriminating against those who are disabled and requires employers to provide reasonable accommodations to a qualified individual with a disability to perform the essential duties of their job. Illegal drug use is not covered as a disability. However, the ADA does allow for the use of drugs taken under the supervision of a health care professional. Marijuana may be legally prescribed under state law but remains illegal Federally. Then there’s the Drug-Free Workplace Act of 1988 requiring that Federal contractors provide drug-free workplaces as a condition of receiving a contract.  The ADA states that employers can require employees to conform to the Drug-Free Workplace Act. Further, under the ADA drug testing is not considered a medical examination, allowing employers to test for the use of illegal drugs. 

What the courts have found is that while marijuana remains illegal under federal law the ADA cannot be applied to individuals with disabilities. However, state disability laws may apply in states where medical marijuana use has been legalized.

Court challenges

Rights of the employer and the employee vary state by state. As examples: Arizona, Connecticut, Illinois, Minnesota, and New York laws prohibit employers from discriminating against employees who use medical marijuana and must make accommodations, some further citing-unless the employee is under the influence at work. Florida’s recently passed law does not require an employer to accommodate on-site medical marijuana use. California passed Proposition 64 in 2016, which allows for the recreational use of marijuana. However, the law protects an employer’s rights to enforce workplace drug policies. Rhode Island’s law protects the employer’s right against accommodations for on-site consumption but protects the medical marijuana cardholder against hiring discrimination. 

A 2017 Rhode Island court case ruled that employers could not refuse to hire medical marijuana cardholders even though the person would knowingly not pass the employer’s pre-employment drug test required of all applicants. (Callaghan v Darlington Fabrics Corp., No. PC-2014-5680, Rhode Island Superior Court, May 23, 2017)

Another twist to the saga is the off-site or off-duty use of marijuana which may be legal in the specific state but against company policy. In one of the first court cases of off-site medical marijuana use, the Colorado Supreme Court heard the case of Coats v Dish Network in 2010. The court upheld the firing of a man who failed an employer random drug test for marijuana use. Briefly, in 2010, Dish Network fired a telephone operator who was also a medical marijuana patient after he failed a random drug test. Although the employee claimed that he never used marijuana at work nor was he ever impaired while at work. The case was the first to look at whether off-duty marijuana use, legal under Colorado state law, is protected by Colorado’s Lawful Off-Duty Activities Statute. The statute states that employers cannot fire employees for doing legal activities while not at work. Although medical marijuana use is legal in Colorado, the court ruled that its use is still illegal under Federal law. The ruling supported employer rights to enforce their drug policies. Since this case, courts in California, Oregon, and Washington have also ruled against employees. 

In July 2017 and went against the employer. In Barbuto v Advantage Sales and Marketing, LLC the Supreme Judicial Court of Massachusetts ruled in favor of an employee to use medical marijuana outside of work. The employee claimed that since they have an ADA qualified disability (Crohn’s disease) the employer must make accommodations for an employee to use medical marijuana off duty. The ruling was based on the state’s anti-discrimination law. The court rejected the employer’s argument that marijuana is illegal under Federal law and to allow accommodations would be unreasonable.

Maryland

Maryland is still getting going on its version of medical marijuana. The law was passed in 2013 and took effect in 2016. Dispensaries began opening in 2018. Maryland decriminalized possession of fewer than 10 grams of marijuana in 2014.  Marijuana is still considered illegal but possession of smaller amounts will result in a civil citation rather than arrest. Each year since there have been bills introduced to further decriminalize marijuana. In 2016, a law passed making possession of paraphernalia a civil offense. In 2017, those convicted of marijuana offenses may petition to have their records expunged. 

What to do, what to do…

While the use of marijuana is becoming more openly acceptable in society and states have either made it legal or decriminalized, businesses are still within their legal rights to set drug use policies and restrictions.

Confused? Don’t feel bad. It’s a tricky topic that is evolving almost monthly. Employer’s need to have hiring policies as well as policies to guide employees. These policies have to be living documents and open to change. Having employees and dealing with human resource issues is difficult, especially for small businesses. The rules are constantly changing. There will always be challenges to any policy or rule. You have to stay ahead of the curve and aware of what’s taking place. 

See the blog archive for other posts regarding workplace discrimination and medical marijuana.
Which came first... February 2017

Languages spoken? June 2017

Ban the Box update August 2016

Health History Discrimination May 2016
Medical marijuana in workplace May 2013

Which came first …

Read an interesting article about the Maryland marijuana dispensaries. Seems that it is now legal to grow the marijuana for medicinal resale, but remains Illegal to buy seeds or seedlings to start the growing process.

Maryland passed a law in 2014 decriminalizing smaller amounts of marijuana and allowing for dispensaries to grow and dispense medicinal marijuana. In December 2016 the Maryland Medical Cannabis Commission approved 102 dispensaries that have been granted a license to begin growing marijuana. They have 365 days to begin their operations. The problem for these newly licensed businesses is-How do you start a business based on growing an organic product when it is illegal to buy or import the seeds or seedlings?

Once the grow operations have their crop started that crop and further crops are legal under the law.  However, obtaining the startup seeds is illegal under federal and Maryland law, as well as some other states that have approved medical and/or decriminalized marijuana. In Washington, D.C. for example, it is legal to possess and grow marijuana at home but illegal to buy or sell seeds and plants. Mostly state regulators and law enforcement are turning their heads when it comes to the topic. A don’t ask don’t tell sort of thing.

With all the politics that went into decriminalizing marijuana in Maryland and setting up the laws to allow for dispensaries it seems like someone would have taken this conundrum into consideration. Now that the licenses have been granted and the dispensaries are on the clock it will be interesting to see if this legislative session takes up the issue and corrects the legal blockade.

See our blog archive for other posts relating to medical marijuana:

Medical Marijuana in Workplace May 2013

Medical Marijuana in the workplace

On Thursday, May 2, 2013, Governor O’Malley signed into Maryland law restricted use of medical marijuana. Academic centers will be allowed to apply to a commission to distribute marijuana grown by federally or state licensed growers.

Marijuana is still considered illegal under federal law. As with other states that have passed similar legislation, Maryland is now thrust into the debate of federal jurisdiction over the states. Employers are also in this mix when they discover employees who are prescribed marijuana for medical conditions and are violating company policy.

Maryland became the 19th state to legalize medical marijuana, although the program will not be implemented until 2016. Supporters of medical marijuana do not consider Maryland’s passage of a law a victory. Maryland’s law is more research based and does not allow for growing or dispensaries as in other states. Further, it will be difficult for patients to obtain. For these reasons, Maryland employers may not have to worry about this issue for quite some time. While we wait, we can watch how the topic plays out in the courts.

The first of what will most likely be many challenges has already occurred. The Colorado Court of Appeals recently upheld the firing of a man who failed an employer random drug test for marijuana use. Although medical marijuana use is legal in Colorado, the court ruled that its use is still illegal under Federal law. The ruling supports employer rights to enforce their drug policies.

Briefly, in 2010, Dish Network fired a telephone operator who was also a medical marijuana patient because he failed a random drug test. Although the employee claimed that he never used marijuana at work nor was he ever impaired while at work. The case is the first to look at whether off duty marijuana use, legal under Colorado state law, is protected by Colorado’s Lawful Off Duty Activities Statute. This statute states that employers cannot fire employees for doing legal activities while not at work.

Colorado has had medical marijuana laws since voters passed a constitutional amendment in 2000. In November 2012, Colorado became the first State to have the medical marijuana laws upheld by the voters.

Court of Appeals Chief Judge Janice Davidson wrote in the opinion, “While we agree that the general purpose of (the Lawful Off Duty Activities Statute) is to keep employer’s proverbial noses out of an employees off-site off-hours business, we can find no legislative intent to extend employment protection to those engaged in activities that violate federal law.”

Employers have little authority in controlling employees off duty activities when those activities are legally conducted. When the activities are illegal, violate established company policies, affect performance, or directly reflect on the company, then the employer has cause to take action.

Currently, Maryland does not have a law similar to Colorado’s  “Lawful Off Duty Activities Statute”. Maryland is an employment at will State, meaning in the absence of an express contract, agreement or policy, an employee may be hired or fired for almost any reason, or for no reason at all. Of course, there are exceptions based on discrimination, retaliation, denial of employee rights, etc.

The Colorado ruling was big for employer rights. It will be interesting to follow employer/employee interactions and challenges to the medical marijuana issue from the labor angle.

Mazzella-Investigative Solutions