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The material includes a ten-point marijuana policy attributed to Dr. Dale Masi and provides guidance for developing a drug-free workplace policy, including key questions and common components such as supervisor training and employee education.",{"@graph":14,"@context":73},[15,34,56],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/document/","Document",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/document/healthcare/","Healthcare",3,{"item":32,"name":10,"@type":21,"position":33},"https://docshare.wps.com/document/marijuana-policy-needed-brown-bag-session-february-2016-ea-report/298335/",4,{"url":32,"name":10,"@type":35,"image":36,"author":41,"headline":10,"publisher":44,"fileFormat":47,"inLanguage":8,"description":12,"dateModified":48,"datePublished":49,"encodingFormat":47,"isAccessibleForFree":50,"interactionStatistic":51},"DigitalDocument",{"url":37,"@type":38,"width":39,"height":40},"https://docshare.wps.com/thumbnails/marijuana-policy-needed-brown-bag-session-february-2016-ea-report/298335.png","ImageObject",300,407,{"name":42,"@type":43},"Putri","Person",{"url":19,"name":45,"@type":46},"DocShare","Organization","application/pdf","2026-10-23","2026-09-18",true,{"@type":52,"interactionType":53,"userInteractionCount":55},"InteractionCounter",{"@type":54},"ViewAction",10,{"@type":57,"mainEntity":58},"FAQPage",[59,65,69],{"name":60,"@type":61,"acceptedAnswer":62},"Why should companies establish a marijuana policy even if marijuana is legal in their state?","Question",{"text":63,"@type":64},"Because federal and state laws intersect, and employees can still face termination if marijuana use affects their job. The policy protects both employer and employee rights regarding workplace marijuana.","Answer",{"name":66,"@type":61,"acceptedAnswer":67},"What are the main elements included in the ten-point marijuana policy?",{"text":68,"@type":64},"The policy includes informing employees, gathering stakeholder input, training supervisors, educating the EAP, addressing prescription evidence for medical cannabis, defining zero-tolerance rules, handling positive drug tests, and setting options like mandatory EAP referral or last-chance agreements.",{"name":70,"@type":61,"acceptedAnswer":71},"What key questions should a business address when developing a drug-free workplace policy?",{"text":72,"@type":64},"The material lists questions on the policy’s purpose, who is covered, when it applies, prohibited behavior, notification of drug-related convictions, searches, drug testing, consequences for violations, return-to-work agreements, assistance availability, confidentiality protection, enforcement responsibility, and employee communication.","https://schema.org",{"og:url":32,"og:type":75,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":77,"canonical":32},"index,follow",{"doc_id":79,"site_id":7},298335,1790221067,{"code":4,"msg":82,"data":83},"success",[84,88,92,96,101,106,110,115,120,123,126],{"id":22,"doc_module":4,"doc_module_name":25,"category_name":85,"show_sort_weight":86,"slug":87},"Story & Novel",90,"story-novel",{"id":26,"doc_module":4,"doc_module_name":25,"category_name":89,"show_sort_weight":90,"slug":91},"Literature",80,"literature",{"id":33,"doc_module":4,"doc_module_name":25,"category_name":93,"show_sort_weight":94,"slug":95},"Exam",70,"exam",{"id":97,"doc_module":4,"doc_module_name":25,"category_name":98,"show_sort_weight":99,"slug":100},5,"Comic",60,"comic",{"id":102,"doc_module":4,"doc_module_name":25,"category_name":103,"show_sort_weight":104,"slug":105},6,"Technology",50,"technology",{"id":107,"doc_module":4,"doc_module_name":25,"category_name":29,"show_sort_weight":108,"slug":109},7,40,"healthcare",{"id":111,"doc_module":4,"doc_module_name":25,"category_name":112,"show_sort_weight":113,"slug":114},8,"Research & Report",30,"research-report",{"id":116,"doc_module":4,"doc_module_name":25,"category_name":117,"show_sort_weight":118,"slug":119},9,"Religion & Spirituality",20,"religion-spirituality",{"id":118,"doc_module":4,"doc_module_name":25,"category_name":121,"show_sort_weight":118,"slug":122},"World Cup","world-cup",{"id":55,"doc_module":4,"doc_module_name":25,"category_name":124,"show_sort_weight":55,"slug":125},"Lifestyle","lifestyle",{"id":127,"doc_module":4,"doc_module_name":25,"category_name":128,"show_sort_weight":97,"slug":129},19,"General","general",{"code":4,"msg":82,"data":131},{"doc_id":79,"user_id":132,"nickname":42,"user_avatar":133,"doc_module":4,"category_id":107,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":134,"file_id":135,"file_url":136,"file_type":137,"file_size":138,"view_count":55,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":33,"language":139,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":140,"faqs":141,"seo_title":142,"seo_description":12,"update_tm":143,"read_time":55},962085571259,"https://ap-avatar.wpscdn.com/davatar_29158cc5080c5b710cf443261637dec0","Brown Bagger  \nThis section is set up to provide a ready-made Brown Bag Session for you to use with employees and/or managers. Use as is, or adapt this information for a general employee group. You may reproduce as many copies as needed.  \n\n| Marijuana Policy Needed\u003Cbr>Part of a Drug-Free Workplace Policy |  |\n| --- | --- |\n| Notice: The information provided in this training is designed for educational purposes only, and should not be construed as a substitute for legal advice or as an actual drug-free workplace (DFW) policy. The  U.S. Department of Labor (DOL) strongly recommends that any business has its policy reviewed by a  legal consultant, such as a labor/employment attorney, prior to distribution and implementation. In addition since laws related to substance use vary from state to state, the employer should be sure to keep abreast of what these laws are where they live.\u003Cbr>“ n the United States there has been a grow\u003Cbr>I\u003Cbr>ing movement to relax state laws prohibiting the possession and use of marijuana.\u003Cbr>These controversial reforms are beginning to impact employee assistance professionals,” state the authors of this month’s cover story in Employee Assistance Report.\u003Cbr>Interestingly marijuana may be legal in a growing number of states, but employees can still be fired for using it. EA professionals in these states are now learning how to assist businesses and individuals in a challenging intersection of federal and state laws, local practices, and company policies.\u003Cbr>Establish a Marijuana Policy\u003Cbr>As part of that assistance regardless of whether marijuana is legal in your state, experts are recommending that companies establish marijuana policies in their particular workplaces.“Whether it is legal or not,” Dr. Dale Masi, a noted EA professional and researcher told the Bermuda Royal Gazette,“you have to have a policy protecting the rights of the employer and the employee regarding marijuana in the workplace. People don’t realize that they can still be fired or referred to the EAP if medical marijuana affects their job.”\u003Cbr>Here is the ten-point point policy as presented by Dr. Masi. | 1. The company will inform all ofits employees on its marijuana policy.\u003Cbr>2. The company will insure that the policy on marijuana has included input from its various stakeholders.\u003Cbr>3. The company will train supervisors on their responsibility in implementing the policy on marijuana in the workplace.\u003Cbr>4. The company will educate its employee assistance program on its policy.\u003Cbr>5. The employer can request evidence of a prescription for marijuana if an employee states he/ she is taking cannabis for a medical reason.\u003Cbr>6. The company may have a zero-tolerance policy for marijuana use by employees during work hours.“Medical marijuana may be legal, but workers should beware that employment protections may not extend to marijuana use in the workplace.”(Bononi Law Group, LLP)\u003Cbr>7. The company has zero-tolerance if an employee chooses to utilize prescription medical marijuana during work hours, resulting in impaired job performance.\u003Cbr>8. The company has a zero tolerance for positive marijuana drug-test results.\u003Cbr>9. The company holds the right to have a mandatory EAP referral or “last-chance agreement” if the manager deems necessary.\u003Cbr>10. The employer needs to determine the role of the EAP in working with employees with marijuana use and/or abuse.\u003Cbr>[Dr. Masi can be reached at dalemasi@eapmasi.com](Dr. Masi can be reached at dalemasi@eapmasi.com). |\n\nFebruary 2016 EA Report Brown Bagger 1  \n\n|  | Developing a Drug-free Workplace Policy\u003Cbr>A marijuana policy is a natural adjunct to a drug-free workplace policy. If the corporate client has a DFW policy, it’s a good idea to review it to see if it addresses each of the questions below. If the business does NOT have a DFW policy, the following is a great place to start.\u003Cbr>• What is the purpose/goal of your policy?\u003Cbr>• Who will be covered by your policy?\u003Cbr>• When will your policy app","cbCaivBRS6rXo7kz","https://ap.wps.com/l/cbCaivBRS6rXo7kz","pdf",353321,"English","# Establish a Marijuana Policy\n## Ten-point policy (Dr. Dale Masi)\n# Developing a Drug-free Workplace Policy\n## Key policy questions\n## Common components of a DFW policy\n### Supervisor training\n### Employee education","[{\"question\":\"Why should companies establish a marijuana policy even if marijuana is legal in their state?\",\"answer\":\"Because federal and state laws intersect, and employees can still face termination if marijuana use affects their job. The policy protects both employer and employee rights regarding workplace marijuana.\"},{\"question\":\"What are the main elements included in the ten-point marijuana policy?\",\"answer\":\"The policy includes informing employees, gathering stakeholder input, training supervisors, educating the EAP, addressing prescription evidence for medical cannabis, defining zero-tolerance rules, handling positive drug tests, and setting options like mandatory EAP referral or last-chance agreements.\"},{\"question\":\"What key questions should a business address when developing a drug-free workplace policy?\",\"answer\":\"The material lists questions on the policy’s purpose, who is covered, when it applies, prohibited behavior, notification of drug-related convictions, searches, drug testing, consequences for violations, return-to-work agreements, assistance availability, confidentiality protection, enforcement responsibility, and employee communication.\"}]","Marijuana Policy Needed - Brown Bag Session: February 2016 EA Report | PDF",1789754894]