Medical Marijuana Sample Clauses

Medical Marijuana. The Michigan Medical Marijuana Act, MCL 333.26421 et seq, permits the manufacturing, possession and use of marijuana under limited circumstances to address certain debilitating medical conditions. However, the use of medical marijuana while working or being under the influence of medical marijuana while working is strictly prohibited even for those staff who are legally qualified for the use of medical marijuana under the Act, MCL333.26427(b)(1) and (c) (2). A violation of this Drug-Free Workplace policy will result in discipline; including termination of employment. Section 7: Self-Recognized Substance Abuse Dependence. (a) Employees with drug or alcohol dependency issues which have not resulted in, or are not the immediate subject of, disciplinary action may request a leave of absence (the request cannot be made at the time the employee is directed to submit to an appropriate test). (b) The employee must enroll in a County recognized rehabilitation or treatment program for the leave to be granted. The employee will pay the cost, if not covered by insurance. (c) Absences for rehabilitation treatment for substance abuse may be counted against an employee's FMLA leave entitlement When FMLA leave is taken for purposes of alcohol/drug rehabilitation, the employee must concurrently first exhaust accrued sick time. The employee may choose to use compensatory and annual leave, with notification to their supervisor via the "Family and Medical leave Notice of Absence" form. (d) Upon successful completion of the rehabilitation program, and upon passing an appropriate drug or alcohol test, the employee will be returned to work. After returning to work, the employee will remain on probation for one (1) year. During this probationary period, the employee will be subject to unannounced testing. Should the employee test positive, s/he will be subject to disciplinary action, up to and including termination. (e) If the employee fails to adhere to the requirements of the program or successfully complete the program, s/he may be subject to discipline, up to and including termination.

Medical Marijuana. The City will not excuse or accommodate recreational marijuana use. The City will also not excuse or accommodate medical marijuana use by employees in DOT or safety sensitive positions. With regard to employees in non-safety sensitive positions, medical marijuana will continue to be treated as a “drug” subject to the prohibitions in paragraphs (a), (b), and (d) of the Prohibited Conduct section of this Policy. Additionally, employees must comply with medication disclosure requirement under this Policy.

Medical Marijuana. The Michigan Medical Marijuana Act, MCL 333.26421 et seq, permits the manufacturing, possession and use of marijuana under limited circumstances to address certain debilitating medical conditions. However, the use of medical marijuana while working or being under the influence of medical marijuana while working is strictly prohibited even for those staff who are legally qualified for the use of medical marijuana under the Act, MCL333.26427(b)(1) and (c) (2). A violation of this Drug-Free Workplace policy will result in discipline; including termination of employment.

Medical Marijuana. Possession of a valid and appropriately held Medical Marijuana Registry identification card does not authorize a Resident or his or her family members, dependents, and/or guests, to possess, use, or distribute marijuana in any university apartment, university-owned property or in any public area of the university. Students who request and receive a valid and appropriately held Medical Marijuana Registry identification card during the term of their lease may submit a request to the Director of Housing and Residence Life or his/her designee to be released from this Lease without financial penalty. This release option applies only to a Resident with a valid and appropriately held Medical Marijuana Registry identification card, and does not apply to marijuana use or possession by any person under any other circumstance, which is prohibited by CSM policy and federal law.

Medical Marijuana. In addition to the above, employees must comply at all times with all federal and state statutes and regulations regarding the illegal use of drugs. It is important to note that marijuana is an illegal drug under the federal Controlled Substances Act, which means that it has no acceptable medical use under federal law. Therefore, any on or off duty use of marijuana which is inconsistent with the “prohibited conduct” listed above will be considered a violation of this policy, even if an employee has a prescription for the use of marijuana under the Oregon Medical Marijuana Act. However, employees who are using marijuana in compliance with a medical marijuana card will not automatically be subject to termination of employment. Instead, such employees are required to disclose any use which would constitute “prohibited conduct.” If the City determines that the employee using medical marijuana is disabled under applicable disability discrimination statutes, the employee will be asked to enter into an interactive discussion with designated representative(s) to determine whether a reasonable accommodation can be made that would allow the employee to continue to be employed without violating standards.

Medical Marijuana. For the term of this Agreement, marijuana is a schedule 1 drug due to federal law, and City employees may not consume and/or use marijuana, including use of marijuana for medicinal uses as allowed by Ohio law; provided that, thirty (30) days after any revisions to the federal Controlled Substances Act that render the use and/or possession of marijuana lawful, this reference to medical marijuana will no longer apply.

Medical Marijuana. Although California State law permits patients to possess, use or cultivate medical marijuana in accordance with the Compassionate Use Act, Section 11362.5 of the California Health and Safety Code, the use, possession or cultivation of marijuana for any purpose is illegal under the Federal Controlled Substances Act. The use, possession or cultivation of marijuana on The Premises is hereby prohibited. The use, possession or cultivation of any controlled substance shall be considered a breach of this Agreement, and shall result in eviction and/or the exercise of any other remedy available to Lessor under applicable laws.

Medical Marijuana. An applicant or employee who possesses a valid Medical Marijuana license will not be discriminated against for possessing the license.

Medical Marijuana. Possession of a valid and appropriately held Medical Marijuana Registry identification card does not authorize a Resident or his or her guests to possess, use, or distribute marijuana in any fraternity/sorority house, university-owned property or in any public area of the university. Students who request and receive a valid and appropriately held Medical Marijuana Registry identification card during the term of this contract may submit a request to the Director of Auxiliary Services and Housing or his/her designee to be released from this Lease without financial penalty.