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Medical marijuana for nurses?

I am curious as to whether nurses are allowed to have medical marijuana and have medical marijuana cards in the state of Colorado. How does that work if a nurse has an approved medical marijuana card and then she is asked to take a drug screen for some reason when she is at work?

Rose_Queen specializes in OR, education.

Just because something is legal doesn't mean that an employer can't have policies against it. Places already don't hire those who smoke cigarettes or cigars or those who are on narcotic medications; why would they decide they're okay with marijuana, medical or recreational?

Thanks. Good information to know. Medical marijuana was just passed in Florida. I guess we all have to do what our employers want us to do or we get fired. Our employers own us.

Meriwhen specializes in Psych ICU, addictions.

I posted the same thing in the California forum, but the answer is still the same.

Employers still retain the right to discipline employees who fail drug tests. The fact that marijuana is legal doesn't mean employers have to give it their blessing.

Also, marijuana still remains Schedule I, so it can not be legally prescribed. PCPs can only recommend its use, and the medical marijuana card that you get merely helps you beat a possession charge. A medical marijuana card is not a prescription and will not save you against an employer if you pop positive. Unless of course, the employer is OK with you using marijuana...but I don't see the medical industry being such an employer.

klone specializes in Women's Health/OB Leadership.

One issue cited by many facilities is that since they receive federal funding (CMS reimbursement) they need to follow federal laws. And marijuana is still illegal, federally.

Thanks. Good information to know. Medical marijuana was just passed in Florida. I guess we all have to do what our employers want us to do or we get fired. Our employers own us.

No, they don't "own us." But they do have the right to establish whatever workplace policies and practices they consider appropriate and necessary, as long as they don't violate state or Federal employment or equal opportunity law, and employees have the choice of abiding by those policies or finding other employment.

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