IMPLICATIONS OF MARIJUANA LAWSIN THE WORKPLACE

Dana A. GutierrezCALVO FISHER & JACOB LLP

e: dgutierrez@calvofisher.com

If medical marijuana use is allowed in Guam, what does that mean if I work for the 

federal government?

Marijuana Use by Federal Employees

Federal Controlled Substances Act21 U.S.C. §801‐904 (“CSA”)

ALL MARIJUANA USE IS PROHIBITEDFEDERAL EMPLOYEES FOLLOW FEDERAL LAW =

On Schedule I list of controlled substancesSchedule I drugs have a high potential for abuse and dependency, with no recognized medical use or valueAny possession, use, or distribution is acrime

Marijuana Use by Federal EmployeesDRUG‐FREE FEDERAL WORKPLACE ACT 

MANDATES THAT:Employees are required to refrain from the use of illegal drugsThe use of illegal drugs by Employees, whether on or off duty, is contrary to the efficiency  of the servicePersons who use illegal drugs are not suitable for employment

GONZALES V. RAICH, 545 U.S. 1 (2005) 

Marijuana Use by Federal Employees

The U.S. Supreme Court held in a medical marijuana case thatthe federal CSA preempts California medical marijuana statutesand that “medical necessity” is not a legally cognizable defenseto violations of federal criminal law prohibiting the manufacture,distribution or possession of marijuana

What if an employer does business with the 

federal government?

Federal contractors with at least $100,000 in contracts and all federal grantees must maintain a drug‐free workplace (“DFW”)

Marijuana Under Federal LawTHE DRUG‐FREE FEDERAL 

WORKPLACE ACT REQUIRES THAT:

DFW Policy must prohibit the use of illegal drugs by employees even if the local jurisdiction has legalized/decriminalized marijuana

Failure to establish/enforce a DFW may result in suspension of payments, termination of the contract or grant, suspension or debarment

Guam has decriminalized the use of medical marijuana. 

Can an employer still regulatean employee’s use?

Decriminalization Implications

YES

If the absence of statutory protections being provided to anemployee, courts have held that decriminalization is a defenseto criminal prosecution and not an affirmative right to use

Although Guam’s Joaquin (KC) Concepcion II Compassionate Cannabis Use Act of 2013 decriminalizes the medical use of marijuana, it does not address an employee’s use of marijuana in the workplace

Decriminalization Implications

In 2008, the CA Supreme Court held that the CA Compassionate UseAct of 1996 does not prohibit an employer from requiring pre‐employment drug tests and may take illegal drug use, includingmedicinal marijuana use, into consideration when makingemployment decisions

ROSS V. RAGINGWIRE TELECOMMS INC., 42 Cal.4th 920 (Cal. 2008)

Regulating Employees’ Use of Marijuana

Require a drug‐free workplace and drug testing (pre‐employment, random, reasonable suspicion, post‐accident)

Prohibit an employee from reporting to work under the influence of illegal drugs

Prohibit the use, possession, buying, selling, manufacturing or dispensing of an illegal drug

Employers in Guam can still:

Does the ADA require an employer to  accommodate an employee’s  use of medical 

marijuana?

No. An employer is not required to accommodate  an employee’s use of medical marijuana

Under the ADA, a qualified individual with a disability does not include any employee or applicant who is currently engaging in the illegal use of drugs. 42 U.S.C. § 12114(a)

Because marijuana is still illegal under federal law, the ADA's protections do not extend to those currently engaged in the “illegal use of drugs”

Americans With Disabilities Act

In 2012, the 9th Circuit Court of Appeals held that althoughCalifornia drug laws carve out on exception for medicinalmarijuana purposes, federal law does not authorize marijuana usefor medical purposes, and, therefore, such marijuana use is notprotected under the ADA

JAMES V. CITY OF COSTA MESA, 700 F.3d 394 (9th Cir. 2012)

Americans With Disabilities Act

Status of Guam Marijuana LawOn January 11, 2017 Governor Calvo introduced

The bill would legalize the recreational use of marijuana under certain conditions, i.e., applies to individuals 21 years of age and older; allows limited home cultivation; imposes a “sin” tax on sale, etc.The bill specifically addresses the use of marijuana in the workplace

Bill 8‐34: The Cannabis Control Act

Status of Guam Marijuana Law

Nothing in this Chapter shall be construed orinterpreted to amend, repeal, affect, restrict, or preemptthe rights and obligations of public and private employersto maintain a drug and alcohol free workplace or requirean employer to permit or accommodate the use,consumption, possession, transfer, display,transportation, sale, or growth of cannabis in theworkplace, or affect the ability of employers to havepolicies prohibiting the use of marijuana by employeesand prospective employees, or prevent employers fromcomplying with Guam, state or federal law.

Section 13 of the proposed Bill provides:

Status of Guam Marijuana Law

Nothing in this Chapter is intended torequire an employer to permit or accommodatethe use, consumption, possession, transfer,display, transportation, sale or growing ofcannabis in the workplace or to affect the abilityof employers to enact and enforce workplacepolicies restricting the use or consumption ofcannabis by employees.

Section 13 of the proposed Bill further provides:

Dana A. GutierrezCALVO FISHER & JACOB LLP259 Martyr Street, Suite 100Hagåtña, Guam 96910e: dgutierrez@calvofisher.comt: 671‐646‐9355f: 671‐646‐9403