Case Study: Marijuana at the Workplace
American with Disabilities Act (ADA) requires that drug testing is done with a sole
purpose to identify illegal use of the drug. This is a federal requirement. In cases where the
substance is used legally or for medical purposes like the given case, the organization was wrong
to try terminating her on the basis of drug marijuana use case. The woman described the fact that
she was doing it outside of work, for medical purposes. Her disease is a disability case and has to
be protected by ADA. Marijuana, in this case, was not taken for abuse, but for medical purposes,
to cure her depression (Arthur et al1-3).
Secondly, the organization’s human resource promised her that her substance use will not
be a problem in her operations, so long as it was legal. She described the situation to the human
resource before taking the job, and the assurance means that there was an oral contract. The
organization, according to the HR, operates across states and follows the federal legal
requirements. The federal government has realized marijuana use for medical purposes. Trying
to terminate the woman is, therefore, unfair, since it is ...