Marijuana in the Workforce

If I were the employer I think I would handle the situation a little better. What happened to him wasn’t his fault but is help accountable for the work he does. Like the audio said, he is always in the top 5% for employees. Just because he uses marijuana to sooth his injury it obviously doesn’t affect him work ethic.  He also said that marijuana is more effective than any other prescription drug he used. In my opinion if that was he has to use to be comfortable with work then I would be fine with that. The thing is that marijuana is legal where they are. So it us up to the manager to make rules that don’t allow that; legally he is allowed the use of marijuana. I also believe if the company requires a drug test, how would they react to his results. If he is using marijuana as a prescription drug would he still be held accountable for testing positive. I believe if marijuana isn’t legal in a different state he should be held accountable. “re-employment drug testing is allowable in most states, and can be a very effective tool for reducing insurance rates and potential worker liability issues. Many managers feel a drug-free environment tends to attract better-quality employment candidates, with the resulting impact of a higher-quality workforce”(Human Resource Management, Page 123). If they were already requiring a drug test, than he is responsible for the results. On the other hand “If the test does not have documented validity and reliability, the results of the tests should not be used for hiring decisions” (Human Resource Management, Page 123).  This is a difficult topic because it varies between which state your company is located. “When hospitality organizations design their overall compensation programs, a crucial area of concern relates to the voluntary benefits they should provide. All employers must provide those benefits required by law”(Human Resource Management, Page 285).  Prescription drug plans for purchasing, but is marijuana included if you’re in a state where its legal.