Medical card drug test – the very phrase sparks questions, doesn’t it? It’s a landscape dotted with legal protections, workplace policies, and the ever-present worry of a positive result. Imagine a world where medical necessity clashes with workplace rules, and the results of a simple test could drastically alter your life. We’re about to embark on a journey through the intricate world of medical cannabis and drug testing, a place where understanding your rights is paramount and knowledge is your strongest ally.
This isn’t just about passing a test; it’s about navigating a complex legal and medical environment with confidence and clarity.
This exploration will delve into the nitty-gritty of drug testing methods, uncovering the science behind the tests and how factors like metabolism and usage frequency play a role. We’ll peek into how employment policies vary across states and industries, and what consequences medical cardholders might face in the workplace. Furthermore, we’ll examine the crucial distinction between THC levels and actual impairment, along with the nuances of driving under the influence of medical cannabis.
Lastly, we will provide you with the tools to prepare for a drug test, offering practical strategies and insights to help you navigate these situations with confidence.
Can a medical cardholder expect to be drug tested and what are the implications for their rights?
Navigating the world as a medical marijuana cardholder can sometimes feel like walking a tightrope. While you’re legally permitted to use cannabis for medicinal purposes, the protections afforded to you aren’t always crystal clear. This information explores the potential for drug testing, your rights, and how to best protect yourself.
Legal Protections for Medical Cardholders Regarding Drug Testing
The legal landscape surrounding medical marijuana is a patchwork quilt of state and federal laws, offering varying degrees of protection. The federal government still classifies cannabis as a Schedule I drug, meaning it has no accepted medical use and a high potential for abuse. This conflict creates ambiguity.Many states with medical marijuana programs have implemented laws that offer some degree of protection for cardholders.
However, these protections aren’t uniform. Some states have specific laws prohibiting employers from discriminating against medical marijuana users, while others offer no such safeguards.For instance, in California, the state’s medical marijuana law, the Compassionate Use Act of 1996, doesn’t explicitly protect employees from adverse employment actions based on cannabis use. However, the state’s Fair Employment and Housing Act may offer some protection against discrimination for employees who use medical cannabis, depending on the specific circumstances.In contrast, states like Nevada have laws that specifically prohibit employers from discriminating against employees who test positive for marijuana, provided the employee is using it legally for medical purposes.
However, exceptions may exist for safety-sensitive positions.Federal laws, such as the Americans with Disabilities Act (ADA), don’t provide explicit protection for medical marijuana users. The ADA protects individuals with disabilities from discrimination, but it doesn’t cover the use of illegal drugs. Because cannabis is still illegal at the federal level, the ADA’s protections may not apply to medical marijuana users.The legal protections for medical cardholders are, therefore, a complex web.
The strength of these protections hinges on the specific laws of the state you reside in, the type of situation you are facing, and the potential application of federal laws.
Circumstances Where Medical Cardholders Might Be Subjected to Drug Tests
Medical cardholders can face drug testing in various situations. Understanding these scenarios is crucial for protecting your rights and managing potential risks.* Employment: Employers may conduct drug tests as part of pre-employment screening or on a random or reasonable suspicion basis. While some states have laws protecting medical marijuana users in the workplace, many do not. This means employers in those states could take adverse employment actions based on a positive drug test, even if the individual is a cardholder.
Consider the case ofJames v. City of Costa Mesa* (2012), a California Supreme Court case that held that an employee could be terminated for testing positive for marijuana, even with a medical recommendation, due to the employer’s drug-free workplace policy.* Legal Proceedings: Drug testing can be required in various legal proceedings, including child custody disputes, probation, and parole.
Courts may order drug tests to assess a person’s fitness or compliance with court orders. The results of these tests can significantly impact the outcome of legal proceedings. For instance, in child custody cases, a positive drug test for marijuana could influence a judge’s decision regarding custody and visitation rights.* Medical Care: Healthcare providers may conduct drug tests as part of a patient’s treatment plan.
This can occur in pain management clinics, where cannabis is used to manage chronic pain. These tests are usually for monitoring purposes to ensure that the patient is adhering to the treatment plan. Here are some examples:
Scenario 1 (Employment)
An individual in a safety-sensitive position, such as a truck driver in a state with limited employment protections, could be subject to random drug testing. A positive test could lead to termination, even with a valid medical card.
Scenario 2 (Legal Proceedings)
A parent involved in a child custody battle in a state with no specific protections for medical marijuana use could be ordered to undergo drug testing. A positive test could be used against them in court.
Scenario 3 (Medical Care)
A patient prescribed medical marijuana for chronic pain might be subject to regular drug tests by their pain management doctor to monitor their cannabis use and ensure they are following the prescribed dosage.
Navigating Situations Where Drug Testing Is Required
If you’re a medical cardholder facing a drug test, here are strategies to navigate the situation and protect your rights:* Know Your State’s Laws: Familiarize yourself with your state’s laws regarding medical marijuana, drug testing, and employment. Understand your rights and any protections afforded to you. Research the specific regulations in your state and any relevant court cases that may have set legal precedents.* Seek Legal Counsel: Consult with an attorney specializing in medical marijuana law or employment law.
They can advise you on your rights, the potential implications of a positive drug test, and the best course of action to take. An attorney can help you understand the nuances of the law and navigate complex legal situations.* Communicate with Transparency: If you are subject to a drug test, and are a medical cardholder, be prepared to communicate this information to the employer or relevant party.
However, you are not obligated to disclose your medical information unless asked. If you choose to disclose, do so in writing and retain a copy for your records. Consider providing a copy of your medical card and any supporting documentation from your doctor.
What specific types of drug tests are typically employed when a medical cardholder is being assessed?
When assessing a medical cardholder, employers, law enforcement, or other entities may employ various drug testing methods to determine the presence of controlled substances. These tests are designed to identify the use of drugs, including those that are legally prescribed under a medical card. Understanding the different testing methods, their accuracy, and limitations is crucial for both medical cardholders and those conducting the assessments.
Different Drug Testing Methods
Several methods are commonly used to detect drug use. Each method has its own advantages and disadvantages in terms of detection window, cost, and invasiveness.Urine drug testing is perhaps the most common method. It’s relatively inexpensive and non-invasive. Urine tests typically screen for a panel of drugs, including marijuana (THC), opioids, amphetamines, cocaine, and PCP. The detection window for urine tests can vary depending on the drug and individual factors, but generally, it ranges from a few days to a few weeks.
For example, THC can be detected in urine for up to 30 days or even longer in chronic users.Blood drug tests provide a more immediate snapshot of drug presence in the bloodstream. They are often considered the most accurate, but they are also more invasive and expensive. Blood tests can detect drugs within minutes to hours of use, making them useful for determining recent use.
The detection window is generally shorter than urine tests, usually ranging from a few hours to a few days. Blood tests are often used in workplace accidents or when impairment is suspected.Hair follicle drug testing offers the longest detection window. It can detect drug use for up to 90 days or longer, depending on the length of the hair sample.
Hair tests are non-invasive, but they are more expensive than urine tests. The accuracy of hair tests can be affected by hair treatments and hair color. The test analyzes a segment of hair, which can reveal a history of drug use over a period of time.Saliva drug testing, also known as oral fluid testing, is a non-invasive and convenient method.
It’s relatively inexpensive and can detect drugs within minutes of use. The detection window for saliva tests is generally shorter than urine or hair tests, typically ranging from a few hours to a few days. Saliva tests are often used for roadside drug testing by law enforcement.
Accuracy and Reliability of Drug Testing Methods
The accuracy and reliability of drug testing methods are influenced by several factors. Individual metabolism plays a significant role; how quickly a person’s body processes and eliminates drugs can affect test results. The dosage of the drug and the frequency of use also influence detection windows. Higher doses and more frequent use typically lead to longer detection periods. Furthermore, the specific test methodology and the laboratory’s quality control procedures are important for ensuring accurate results.
“False positives and false negatives can occur with any drug testing method.”
Several factors can lead to inaccurate results. For example, some over-the-counter medications can cause false positives on certain tests. Contamination during sample collection or laboratory error can also lead to inaccurate results.
Comparative Table of Drug Testing Methods
Here’s a comparison of the advantages and disadvantages of each drug testing method:
| Test Type | Advantages | Disadvantages | Detection Window |
|---|---|---|---|
| Urine | Relatively inexpensive, non-invasive, widely available | Detection window can be affected by individual metabolism and frequency of use, may not accurately reflect current impairment | Days to weeks (e.g., THC: up to 30+ days) |
| Blood | Most accurate for recent use, provides a direct measure of drug concentration | Invasive, more expensive, shorter detection window | Hours to days |
| Hair | Longest detection window, non-invasive | More expensive, can be affected by hair treatments, may not reflect recent use | Up to 90 days or longer |
| Saliva | Non-invasive, convenient, rapid results | Shorter detection window, less accurate for detecting past use | Hours to days |
How do the regulations concerning medical card use affect the drug testing policies of various employers?: Medical Card Drug Test
Navigating the intersection of medical cannabis use and employment can feel like walking a tightrope. The legal landscape surrounding medical marijuana is a patchwork, varying significantly from state to state. This complexity directly impacts how employers approach drug testing, creating a minefield of potential challenges for medical cardholders. Understanding these nuances is crucial to protecting your rights and maintaining your job.
Employment Drug Testing Policies Variation
The impact of state laws on employment drug testing is a fascinating study in legal inconsistency. Some states have strong protections for medical cannabis users, while others offer little to no safeguard. This discrepancy leads to vastly different employer policies across the country and within specific industries.Consider, for example, the state of Nevada. In Nevada, employers are generally prohibited from discriminating against medical marijuana patients.
This means that, in most cases, a positive drug test for cannabis cannot be the sole basis for firing an employee. However, this protection isn’t absolute. Federal employees, those working in safety-sensitive positions (like aviation or transportation), and those in industries regulated by the federal government are often exempt from these state protections due to the ongoing federal prohibition of cannabis.
This is a crucial distinction.Conversely, in states like Wyoming, there are fewer protections. Employers have much more leeway to implement strict drug-testing policies and take adverse employment actions based on a positive cannabis test, even for medical cardholders.Industries also play a significant role. The transportation sector, with its federal regulations, typically maintains a zero-tolerance policy. Construction, where safety is paramount, might also adopt stringent testing, although policies vary widely.
In contrast, industries like tech or marketing might be more lenient, recognizing the changing social attitudes toward cannabis and focusing more on performance than on off-duty use.The legal frameworks governing these practices are equally diverse. Some states have enacted specific laws that shield medical cannabis users from employment discrimination. These laws often mandate that employers accommodate medical cannabis use, similar to how they might accommodate other medical conditions.
Other states have adopted a more hands-off approach, leaving the issue to be decided by employers’ individual policies. Still others have no specific laws, leaving the situation in a gray area where court decisions and legal precedents determine the outcomes. This variability creates a complex web of rights and responsibilities for both employees and employers.
Potential Consequences of Positive Drug Tests
A positive drug test for cannabis in the workplace can trigger a range of consequences for medical cardholders, the severity of which depends on several factors, including state laws, employer policies, and the specific circumstances.The most obvious and potentially devastating outcome is termination of employment. This is particularly common in states with weak or no protections for medical cannabis users, or in industries subject to federal regulations.
Even in states with protections, employers may still have grounds for termination if an employee’s cannabis use impairs their job performance or violates company policies. Disciplinary action is another possibility. This could range from a written warning to suspension without pay. The severity of the disciplinary action typically depends on the employer’s policies and the nature of the violation. Loss of job opportunities is a less immediate, but equally significant, consequence.
A positive drug test can disqualify a candidate from being hired, especially for positions that require drug testing as part of the application process. This can limit career options and create significant hurdles for individuals seeking employment.Furthermore, a positive drug test can sometimes lead to reputational damage. In some industries, a positive test result can be shared among employers, making it difficult to find future employment.
It’s essential for medical cardholders to understand their rights and the potential consequences they face to make informed decisions about their cannabis use.
Best Practices for Medical Cardholders in the Workplace, Medical card drug test
Successfully managing medical cannabis use in the workplace requires proactive strategies and a thorough understanding of your rights and responsibilities. Following these best practices can help mitigate risks and protect your employment.
- Understand Your State’s Laws: Familiarize yourself with the specific laws in your state regarding medical cannabis and employment. Know what protections, if any, are afforded to medical cardholders.
- Review Your Employer’s Policy: Carefully read and understand your employer’s drug testing policy. Pay close attention to the details, including the types of tests used, the circumstances under which testing is conducted, and the consequences of a positive test.
- Communicate with Your Employer (If Necessary): If your state’s laws offer protection and you feel comfortable doing so, consider informing your employer that you are a medical cannabis patient. This is a personal decision, and you are not always legally required to disclose this information. However, open communication can sometimes prevent misunderstandings.
- Follow Company Policies: Adhere strictly to your employer’s policies regarding cannabis use. Even if your state has protections, violating company rules can still lead to disciplinary action.
- Document Your Medical Condition: Keep records of your medical condition, your doctor’s recommendation, and your medical cannabis card. This documentation can be helpful if you are ever challenged about your cannabis use.
- Know Your Rights: Be aware of your rights under both state and federal law. If you believe your rights have been violated, consult with an employment attorney.
- Consider Timing and Dosage: If possible, time your cannabis use to minimize the likelihood of a positive drug test. Be mindful of the duration that cannabis can be detected in your system, which varies depending on the type of test and individual factors. Also, be aware of how the dosage affects your job performance.
What are the medical and scientific considerations that influence drug testing for medical cannabis users?
Drug testing for medical cannabis users presents a complex interplay of scientific, medical, and legal factors. The primary challenge lies in reconciling the therapeutic use of cannabis with the potential for impairment and the limitations of current drug testing technologies. Understanding the science behind cannabis metabolism, the relationship between THC levels and impairment, and the intricacies of test interpretation is crucial for navigating this evolving landscape.
Differences Between THC Levels and Impairment
The correlation between THC levels in the body and actual impairment is not always straightforward. THC, the psychoactive component of cannabis, is metabolized differently by each individual, influenced by factors like frequency of use, metabolism, and the specific cannabis strain.Here’s a breakdown:* THC Absorption and Distribution: When cannabis is consumed, THC enters the bloodstream. Its concentration peaks relatively quickly, typically within minutes for inhalation and an hour or two for edibles.
THC then distributes throughout the body, binding to cannabinoid receptors in the brain and other tissues.
THC Metabolism
The liver metabolizes THC, primarily converting it into inactive metabolites like THC-COOH, which are stored in fat tissues and can be detected in urine and hair for extended periods.
Impairment Duration
The duration of impairment is generally shorter than the detection window. While the effects of cannabis can last for a few hours, depending on the method of consumption and individual tolerance, THC metabolites can be detected for days or even weeks.
The Problem with Thresholds
Many drug tests rely on cutoff levels to determine a positive result. However, these cutoffs don’t always correlate with impairment. A person may test positive long after the effects of the cannabis have worn off.
Individual Variability
Individuals metabolize THC at different rates. Factors like body weight, metabolism, and frequency of use all play a role in how long THC remains detectable in the body and the degree of impairment experienced.
“The presence of THC metabolites does not automatically equate to impairment.”
This crucial distinction is often overlooked, leading to misunderstandings and potential injustices in the context of drug testing for medical cannabis users.
Challenges in Linking Positive Drug Tests to Impairment
Establishing a definitive link between a positive drug test result and actual impairment is difficult due to several limitations in current testing methods. The primary issue is that most drug tests detect THC metabolites, which can linger in the body long after the effects of cannabis have subsided.Here are the limitations:* Testing for Metabolites, Not Active THC: Standard drug tests primarily detect THC-COOH, an inactive metabolite.
This metabolite indicates prior cannabis use but doesn’t necessarily reflect current impairment. Tests that measure active THC are less common and more expensive.
Variability in Impairment
The level of impairment varies significantly depending on factors like the amount of THC consumed, the method of consumption, individual tolerance, and the specific tasks being performed.
Lack of Standardized Impairment Measures
There isn’t a universally accepted, reliable method to measure cannabis-induced impairment in real-time, similar to how breathalyzers measure blood alcohol content.
Window of Detection vs. Window of Impairment
The detection window for THC metabolites is significantly longer than the period of actual impairment. This means a person can test positive long after they are no longer experiencing the effects of cannabis.
Specificity of Tests
While drug tests are generally accurate in detecting THC metabolites, they don’t provide information about the degree of impairment or the specific time of cannabis use.
Legal and Regulatory Inconsistencies
Legal and regulatory frameworks often fail to differentiate between the presence of metabolites and actual impairment, leading to inconsistent application of drug testing policies.These limitations highlight the need for more sophisticated testing methods and a more nuanced understanding of cannabis’s effects.
Hypothetical Scenario: Positive Test, No Impairment
Imagine a medical cannabis patient, Sarah, who has a prescription for chronic pain. She consumes cannabis in the evening to manage her symptoms, using a method that minimizes any lingering effects the next day. Sarah is employed as a data analyst, a job requiring focus but not physical tasks. She understands her rights and diligently follows her doctor’s recommendations.One morning, Sarah is subjected to a random drug test at work.
The test comes back positive for THC metabolites. However, at the time of the test, Sarah is fully alert, focused, and capable of performing her job duties. She hasn’t consumed cannabis for over 12 hours.This scenario illustrates the complexities. The positive test result reflects Sarah’s previous cannabis use but doesn’t indicate that she is currently impaired. Her employer, however, might interpret the positive result as a violation of company policy, potentially leading to disciplinary action, even though her performance is unaffected.
The company’s policy, perhaps designed for alcohol, might not account for the different metabolic profiles of cannabis. Sarah, if disciplined, could face a difficult legal battle to prove she was not impaired at the time of the test, despite the scientific evidence.This situation highlights the need for employers to consider the unique aspects of medical cannabis use and to adapt their drug testing policies accordingly.
The absence of a direct correlation between THC metabolite levels and impairment creates significant challenges in applying such policies fairly and reasonably.
What are the legal implications and potential liabilities associated with medical cardholders and drug tests in the context of driving?
Navigating the intersection of medical cannabis use and driving laws presents a complex challenge for medical cardholders. Understanding the potential legal pitfalls is crucial for responsible cannabis consumption and adherence to state regulations. The consequences of driving under the influence (DUI) of cannabis can be severe, impacting both personal freedom and financial stability. This section explores the legal ramifications, methods of impairment detection, and frequently asked questions to provide clarity on this important topic.
Legal Consequences of Driving Under the Influence (DUI) for Medical Cardholders
The legal landscape surrounding cannabis-impaired driving is often intricate, varying significantly by state. While medical cannabis is legal in many jurisdictions, driving under its influence remains a serious offense. This is primarily because law enforcement agencies must ensure public safety, and impairment, regardless of the substance causing it, can compromise safe driving.The consequences of a DUI conviction for medical cardholders can be substantial.
These may include:* Criminal Charges: A DUI charge is typically a misdemeanor, although repeat offenses or incidents involving serious injury or death can lead to felony charges. The specific charges and penalties depend on the severity of the offense and the jurisdiction.* Fines: Financial penalties can range from hundreds to thousands of dollars, depending on the state and the circumstances of the DUI.
The fines often increase with subsequent offenses.* License Suspension or Revocation: A DUI conviction often results in the suspension or revocation of the driver’s license. The duration of the suspension varies, from a few months to several years, depending on the state and the offender’s history. In some cases, a revoked license may require a lengthy reinstatement process, including the completion of educational programs, and the installation of an ignition interlock device.* Jail Time: While jail time is less common for first-time DUI offenses, it can be imposed, especially if there are aggravating circumstances, such as high blood THC levels, reckless driving, or causing an accident.* Increased Insurance Premiums: A DUI conviction significantly increases auto insurance premiums.
This increase can be substantial, making it more expensive to maintain car insurance.* Criminal Record: A DUI conviction becomes part of the driver’s criminal record, which can affect employment opportunities, travel, and other aspects of life.* Ignition Interlock Device: Many states require the installation of an ignition interlock device (IID) for DUI offenders. This device requires the driver to pass a breathalyzer test before starting the vehicle.
The costs associated with an IID, including installation, maintenance, and monitoring fees, can be considerable.* Impact on Medical Card: Depending on the state’s laws, a DUI conviction may lead to the revocation or suspension of the medical cannabis card. This would prevent the individual from legally obtaining and using medical cannabis.It’s essential for medical cardholders to be aware of the specific DUI laws in their state and to understand the potential consequences of driving under the influence of cannabis.
The best course of action is to avoid driving after consuming cannabis, ensuring compliance with the law and prioritizing safety on the roads. For example, in Colorado, a driver is considered impaired if they have 5 nanograms or more of delta-9 tetrahydrocannabinol (THC) per milliliter of whole blood.
How can medical cardholders prepare for a drug test and what strategies can be considered?
Navigating the world of drug testing as a medical cannabis cardholder requires a proactive and informed approach. It’s a bit like preparing for a pop quiz; you want to be ready, just in case. Understanding the landscape, knowing your rights, and employing strategic preparation can significantly impact the outcome. This guide aims to equip you with the knowledge and tools to confidently face a drug test.
Pre-Test Preparations
Before the test, knowledge is your best weapon. Think of it as studying for an exam.
- Understand the Test: Determine the type of test (urine, blood, hair, saliva) and the substances being screened. Each test has different detection windows. Urine tests are common and can detect cannabis for several days to weeks, while blood tests have a shorter detection window. Hair tests can detect use for months.
- Review Your State’s Laws: Familiarize yourself with your state’s medical cannabis laws and employer policies. Some states offer legal protections for medical cannabis users, while others do not. Knowledge of your rights is crucial.
- Consult with a Legal Professional: Consider consulting with an attorney specializing in cannabis law. They can provide personalized advice based on your situation and local regulations.
- Communicate with Your Employer (If Applicable): If possible and appropriate, discuss your medical cannabis use with your employer, especially if your state has protections for medical cardholders.
- Cease Cannabis Use (If Necessary): If you anticipate a drug test and wish to avoid a positive result, consider abstaining from cannabis use for a period. The duration depends on the test type and your usage habits.
- Hydration: Drink plenty of water in the days leading up to the test. Staying hydrated is generally good for overall health, and it can help with various test types.
During the Test Procedures
This stage is about following instructions and being mindful.
- Follow Instructions Carefully: Adhere to all instructions provided by the testing facility or personnel. This includes providing the sample in the correct manner and within the specified timeframe.
- Provide a Clean Sample: Ensure the sample is collected in a clean and sterile environment. Avoid any contamination.
- Document the Process: Keep a record of the testing process, including the date, time, and any observations.
- Ask Questions: If you have any questions or concerns, don’t hesitate to ask the testing personnel.
Post-Test Actions
After the test, it’s time to follow up and understand your results.
- Obtain Results: Request a copy of your test results as soon as they are available.
- Review Results: Carefully review the results for accuracy and any unexpected findings.
- Address Positive Results: If the result is positive, understand the implications based on your state’s laws and employer policies.
- Consult with Professionals: Seek advice from a legal professional or your healthcare provider if you have any concerns about the results.
- Consider Additional Testing: If necessary, consider requesting a confirmatory test to verify the initial results.
Methods and Considerations for Drug Test
Medical cardholders often explore various strategies to potentially influence test outcomes. It’s essential to approach these with realistic expectations.
- Detox Products: Some products claim to detoxify the body. However, their effectiveness is not scientifically proven, and some may even contain harmful ingredients. Proceed with caution and research thoroughly.
- Hydration and Dilution: Drinking large amounts of water can dilute urine samples, potentially lowering the concentration of detectable substances. However, excessive dilution can also raise suspicion, and tests often check for dilution.
- Exercise and Metabolism: Exercise can increase metabolism, potentially helping to eliminate THC. However, it’s not a guaranteed solution, and the impact varies from person to person.
- Time and Abstinence: The most reliable method to pass a drug test is to abstain from cannabis use for a sufficient period. The detection window depends on the test type and frequency of use.
- The Role of Creatine: Creatine is a naturally occurring compound in the body. Some individuals use creatine supplements to ensure that their urine sample contains the necessary creatinine levels, which are an indicator of a valid sample.
Flow Chart: Decision-Making Process for a Medical Cardholder Facing a Drug Test
This flow chart provides a visual representation of the steps a medical cardholder can take when facing a drug test.
+---------------------------------+
| Medical Cardholder |
+---------------------------------+
|
V
+-------------------------------------------------------+
| Receive Drug Test Notice |
+-------------------------------------------------------+
|
+-----------------------------+-----------------------------+
| | |
V V |
+-------------------+ +-------------------+ +-------------------+
| Understand Test | | Understand Laws | | Assess Risk |
+-------------------+ +-------------------+ +-------------------+
| | |
+-------------------+ +-------------------+ +-------------------+
| Test Type, | | State Laws, | | Job Policy, |
| Substances, | | Employer | | Personal |
| Detection | | Protections | | Tolerance |
| Window | | | | |
+-------------------+ +-------------------+ +-------------------+
| | |
V V V
+-----------------------------+ +-----------------------------+ +-----------------------------+
| Low Risk: Continue | | Some Risk: Seek Legal | | High Risk: Consider |
| Medical Cannabis Use | | Advice & Review | | Abstinence or |
+-----------------------------+ | Employer Policy | | Preparedness |
| | |
V V V
+---------------------+ +---------------------+ +---------------------+
| Prepare for | | Prepare for | | Abstain or Detox |
| Test | | Test | | (with Caution) |
+---------------------+ +---------------------+ +---------------------+
| | |
V V V
+-------------------+ +-------------------+ +-------------------+
| Follow Testing | | Follow Testing | | Follow Testing |
| Procedures | | Procedures | | Procedures |
+-------------------+ +-------------------+ +-------------------+
| | |
V V V
+---------------------+ +---------------------+ +---------------------+
| Receive Test | | Receive Test | | Receive Test |
| Results | | Results | | Results |
+---------------------+ +---------------------+ +---------------------+
| | |
V V V
+-----------------------------+ +-----------------------------+ +-----------------------------+
| Negative Result: Continue | | Negative Result: Continue | | Negative Result: Continue |
| Medical Use | | Medical Use | | Medical Use |
+-----------------------------+ +-----------------------------+ +-----------------------------+
| | |
V V V
+-----------------------------+ +-----------------------------+ +-----------------------------+
| Positive Result: Review | | Positive Result: Review | | Positive Result: Review |
| Rights, Seek Legal Advice | | Rights, Seek Legal Advice | | Rights, Seek Legal Advice |
+-----------------------------+ +-----------------------------+ +-----------------------------+
