Seglund Gabe Pawlak & Groth, PLC

Conveniently located in Wixom and Bloomfield Hills

  • Main office

    28345 Beck Road Suite 301 Wixom, Michigan 48393
    Phone: 248.869.0030
  • satellite office

    (by appointment only)
    41000 Woodward Avenue
    Suite 350 East
    Bloomfield Hills, MI 48304

Our Blog

Employer’s Should Consider Revising their Employment Policies to Account for Michigan’s Recreational Marijuana Act

15.02.2019 by Law Firm of Seglund Gabe Pawlak & Groth in Legal Updates

As we all know, Proposal 1 of 2018 was adopted by Michigan voters last November, and went into effect December 6, 2018.  However, the Michigan Department of Licensing and Regulatory Affairs (LARA) has up to one year after the effective date in which to adopt rules and regulations for the implementation of Proposal 1.

For this reason, many municipalities are waiting to see what the final rules will be before deciding whether to prohibit “recreational marijuana establishments” in their respective jurisdictions.  For the time being, Michigan will have two systems in place for dealing with marijuana, the Medical Marijuana Act and the new Recreational Marijuana Act.

But employers should act as soon as possible, so that policies are in place to deal with recreational marijuana use in the workplace when the final regulations are announced.

Under the Michigan Regulation and Taxation of Marijuana Act (Initiated Law 1 of 2018; MCL 333.27951):

  • An employer may prohibit conduct involving recreational use of marijuana otherwise allowed by the act in any workplace or on the employer’s property. An employer is not required to permit or accommodate use of recreational marijuana.
  • An employer may discipline an employee for violation of a workplace drug policy or for working under the influence of marijuana.
  • An employer may refuse to hire, and may discharge, discipline or otherwise take an adverse employment action against a person with respect to hire, tenure, terms, conditions or privileges of employment because of the person’s violation of a workplace drug policy or because that person was working while under the influence of marijuana.

Employers should start by reviewing their existing illegal drug and alcohol use polices with their attorneys, human resource professionals and consultants, labor negotiators and insurance advisors.

Please contact our office for help with this vital task.

If you have any questions or would like to know more, please contact Bruce R. Seglund at bseglund@michlaw.biz.

Seglund Gabe Pawlak & Groth, PLC
28345 Beck Road
Suite 301
Wixom, MI 48393
Phone: (248) 869-0030
Fax: (248) 869-0039
www.michlaw.biz

***The information provided in this article is for informational purposes only and is not legal advice.

Request A Consultation

  • This field is for validation purposes and should be left unchanged.

Request A Consultation

  • This field is for validation purposes and should be left unchanged.

Copyright 2019 Seglund Gabe Pawlak & Groth, PLC