b'Delaware, and Minnesota, explicitly address drug1.Floridatesting and provide that a positive drug test alone2.Louisianacannot automatically be grounds for refusal to3.New Jerseyhire, firing, or other adverse employment action. 4.North Dakota1.Arizona Current trends indicate that states are allowing 2.Arkansas more employee protections in state marijuana 3.Connecticut laws. However, under current laws, employers 4.Delaware in all 50 states do not have to accommodate 5.Illinois an employee working under the influence 6.Maine of marijuana or the use of marijuana by an employee while on-duty. More importantly, in 7.Minnesota current marijuana laws, there are no restrictions 8.Nevada that limit an employers ability to drug test for 9.New York marijuana. Employers motivated to maintain a drug-free workforce should have a clearly 10.Pennsylvania written policy that complies with all applicable States with unclear employee protections state, federal, and local laws and that summarizes 11.Rhode Island expectations and consequences as appropriate.Four states have medical marijuana laws thatThis information is not intended to serve are silent or vague as to employee protections,as legal advice. All information provided by and the applicable state regulatory agencies haveQuest Diagnostics is qualified by the laws and not provided guidance on employee protections.regulations of the individual states, and such Two of these states, Florida and North Dakota,information is subject to change. If you have any were just passed in November 2016 and arelegal issues or concerns, we urge you to get advice grappling to provide guidance. from your attorney.www.mrca.orgMidwest Roofer 15'