{"id":3653,"date":"2019-04-03T11:45:12","date_gmt":"2019-04-03T15:45:12","guid":{"rendered":"http:\/\/employerdefensereport.com\/?p=3653"},"modified":"2026-03-20T11:46:05","modified_gmt":"2026-03-20T15:46:05","slug":"n-j-court-opens-door-for-employees-to-file-disability-discrimination-claims-for-adverse-employment-actions-related-to-medical-marijuana-use","status":"publish","type":"post","link":"https:\/\/www.connmaciel.com\/employer-defense-report\/n-j-court-opens-door-for-employees-to-file-disability-discrimination-claims-for-adverse-employment-actions-related-to-medical-marijuana-use\/","title":{"rendered":"N.J. Court Opens Door for Employees to File Disability Discrimination Claims for Adverse Employment Actions Related to Medical Marijuana Use"},"content":{"rendered":"<div id='gallery-1' class='gallery galleryid-3653 gallery-columns-3 gallery-size-thumbnail'><figure class='gallery-item'>\n\t\t\t<div class='gallery-icon landscape'>\n\t\t\t\t<a title=\"shutterstock_marijuana law\"  href='https:\/\/www.connmaciel.com\/employer-defense-report\/n-j-court-opens-door-for-employees-to-file-disability-discrimination-claims-for-adverse-employment-actions-related-to-medical-marijuana-use\/shutterstock_marijuana-law\/'><img loading=\"lazy\" decoding=\"async\" width=\"150\" height=\"150\" src=\"https:\/\/www.connmaciel.com\/employer-defense-report\/wp-content\/uploads\/sites\/2\/2019\/04\/shutterstock_marijuana-law-150x150.jpg\" class=\"attachment-thumbnail size-thumbnail\" alt=\"Shutterstock Marijuana Law Scaled\" srcset=\"https:\/\/www.connmaciel.com\/employer-defense-report\/wp-content\/uploads\/sites\/2\/2019\/04\/shutterstock_marijuana-law-150x150.jpg 150w, https:\/\/www.connmaciel.com\/employer-defense-report\/wp-content\/uploads\/sites\/2\/2019\/04\/shutterstock_marijuana-law-300x300.jpg 300w, https:\/\/www.connmaciel.com\/employer-defense-report\/wp-content\/uploads\/sites\/2\/2019\/04\/shutterstock_marijuana-law-1024x1024.jpg 1024w, https:\/\/www.connmaciel.com\/employer-defense-report\/wp-content\/uploads\/sites\/2\/2019\/04\/shutterstock_marijuana-law-768x768.jpg 768w, https:\/\/www.connmaciel.com\/employer-defense-report\/wp-content\/uploads\/sites\/2\/2019\/04\/shutterstock_marijuana-law-1536x1536.jpg 1536w, https:\/\/www.connmaciel.com\/employer-defense-report\/wp-content\/uploads\/sites\/2\/2019\/04\/shutterstock_marijuana-law-2048x2048.jpg 2048w, https:\/\/www.connmaciel.com\/employer-defense-report\/wp-content\/uploads\/sites\/2\/2019\/04\/shutterstock_marijuana-law-368x368.jpg 368w, https:\/\/www.connmaciel.com\/employer-defense-report\/wp-content\/uploads\/sites\/2\/2019\/04\/shutterstock_marijuana-law-167x167.jpg 167w, https:\/\/www.connmaciel.com\/employer-defense-report\/wp-content\/uploads\/sites\/2\/2019\/04\/shutterstock_marijuana-law-1680x1680.jpg 1680w\" sizes=\"(max-width: 150px) 100vw, 150px\" \/><\/a>\n\t\t\t<\/div><\/figure><figure class='gallery-item'>\n\t\t\t<div class='gallery-icon landscape'>\n\t\t\t\t<a title=\"shutterstock_disability\"  href='https:\/\/www.connmaciel.com\/employer-defense-report\/n-j-court-opens-door-for-employees-to-file-disability-discrimination-claims-for-adverse-employment-actions-related-to-medical-marijuana-use\/shutterstock_disability\/'><img loading=\"lazy\" decoding=\"async\" width=\"150\" height=\"150\" src=\"https:\/\/www.connmaciel.com\/employer-defense-report\/wp-content\/uploads\/sites\/2\/2019\/04\/shutterstock_disability-150x150.jpg\" class=\"attachment-thumbnail size-thumbnail\" alt=\"Shutterstock Disability Scaled\" srcset=\"https:\/\/www.connmaciel.com\/employer-defense-report\/wp-content\/uploads\/sites\/2\/2019\/04\/shutterstock_disability-150x150.jpg 150w, https:\/\/www.connmaciel.com\/employer-defense-report\/wp-content\/uploads\/sites\/2\/2019\/04\/shutterstock_disability-300x300.jpg 300w, https:\/\/www.connmaciel.com\/employer-defense-report\/wp-content\/uploads\/sites\/2\/2019\/04\/shutterstock_disability-1024x1024.jpg 1024w, https:\/\/www.connmaciel.com\/employer-defense-report\/wp-content\/uploads\/sites\/2\/2019\/04\/shutterstock_disability-768x768.jpg 768w, https:\/\/www.connmaciel.com\/employer-defense-report\/wp-content\/uploads\/sites\/2\/2019\/04\/shutterstock_disability-1536x1536.jpg 1536w, https:\/\/www.connmaciel.com\/employer-defense-report\/wp-content\/uploads\/sites\/2\/2019\/04\/shutterstock_disability-2048x2048.jpg 2048w, https:\/\/www.connmaciel.com\/employer-defense-report\/wp-content\/uploads\/sites\/2\/2019\/04\/shutterstock_disability-368x368.jpg 368w, https:\/\/www.connmaciel.com\/employer-defense-report\/wp-content\/uploads\/sites\/2\/2019\/04\/shutterstock_disability-167x167.jpg 167w, https:\/\/www.connmaciel.com\/employer-defense-report\/wp-content\/uploads\/sites\/2\/2019\/04\/shutterstock_disability-1680x1680.jpg 1680w\" sizes=\"(max-width: 150px) 100vw, 150px\" \/><\/a>\n\t\t\t<\/div><\/figure>\n\t\t<\/div>\n\n<p>Several states have taken steps toward legalizing marijuana in some form.\u00a0 However, these laws differ in many respects and raise interesting questions for employers, especially as they relate to off-duty conduct.<\/p>\n<p>While some states such as Arizona, Delaware, and Minnesota provide specific statutory protections for employees that have a valid prescription for medical marijuana, there has been an increase in litigation under state disability discrimination laws for failure to accommodate an employee\u2019s use of marijuana to treat a disability. The lingering question remains whether an employer\u2019s decision to take an adverse action against an employee for using medical marijuana outside the workplace is protected under the Americans with Disabilities Act (\u201cADA\u201d) or a state\u2019s disability <!--more-->discrimination statute, or under public policy.\u00a0 To date, the majority of courts have ruled that, absent statutory protections, employers remain free to set their own drug policies and to discipline or terminate employees who violate those policies, even in jurisdictions where the use of medical marijuana is legal.<\/p>\n<p>Recently, however, the Superior Court of New Jersey Appellate Division issued an opinion finding that an employee who is terminated for failing a drug test for using medical marijuana outside the workplace may file a disability discrimination claim under the New Jersey Law Against Discrimination (\u201cNJLAD\u201d).\u00a0 <em>See Wild v. Carriage Funeral Holdings<\/em>, Case No. A-3072-17T3 (N.J. Super. Ct. App. Div. Mar. 27, 2019).<\/p>\n<p>The state court\u2019s decision was a major shift from a federal court opinion issued roughly seven months earlier.\u00a0 The U.S. District Court for the District of New Jersey had previously dealt with this issue and held that the NJLAD does not require an employer to waive a drug test requirement as a condition of continued employment, even if the employee was disabled and prescribed medicinal marijuana. \u00a0<em>See Cotto v. Ardagh Glass Packaging,<\/em> 2018 U.S. Dist. LEXIS 135194 (D.N.J. Aug. 10, 2018) (holding that neither the NJLAD or the New Jersey Compassionate Use of Medical Marijuana Act (\u201cNJCUMMA\u201d) compels an employer to waive its requirement that employees pass drug tests, even those that include testing for marijuana).\u00a0 In stark contrast to that decision, however, the New Jersey Appellate Division ruled in favor of the employee, leaving open the possibility that an employee who is fired for off-duty use of medicinal marijuana to treat a disability may have a claim under the state\u2019s disability discrimination law.<\/p>\n<p>In this most recent case, Plaintiff Justin Wild worked for Carriage Funeral Holdings, Inc. (\u201cCarriage\u201d) as a funeral director in Ridgewood, New Jersey.\u00a0 Mr. Wild had been diagnosed with cancer and legally prescribed medical marijuana under the NJCUMMA. \u00a0In May 2016, Mr. Wild was involved in a car accident while he was working and subsequently failed a drug test that Carriage required he take prior to returning to work.\u00a0 Carriage terminated Mr. Wild for failing the drug test.\u00a0 At the trial court, Carriage successfully dismissed Mr. Wild\u2019s disability discrimination claim.\u00a0 The trial court determined that the NJCUMMA \u201cdoes not contain employment-related protections for licensed users of medical marijuana\u201d and that the adverse employment action was taken due to a positive drug test and a violation of Carriage\u2019s drug policy.<\/p>\n<p>However, the appeals court determined that Wild sufficiently pled the elements of a\u00a0<em>prima facie<\/em>\u00a0case for disability discrimination, reversed the lower court\u2019s decision to dismiss, and remanded the case for further proceedings.\u00a0 The Appellate Division held that there was no conflict between the NJLAD and the NJCUMMA. \u00a0The NJCUMMA states that \u201c[n]othing in this act shall be construed to require . . . an employer to accommodate the medical use of marijuana in any workplace.\u201d \u00a0The court held that this language \u201ccan mean only one thing: \u00a0the [NJCUMMA] intended to cause no impact on existing employment rights.\u201d<\/p>\n<p>Moreover, the court explained that the NJCUMMA neither created new employment rights nor destroyed existing employment rights \u2013 and it expressed no intent to alter the NJLAD. \u00a0The court stated that \u201c[i]t would be ironic indeed if the Compassionate Use Act limited the Law Against Discrimination to permit an employer\u2019s termination of a cancer patient\u2019s employment by discriminating without compassion.\u201d\u00a0 The court elaborated that Wild did not seek to circumvent the NJCUMMA because he was not asking for an accommodation to use medical marijuana \u201cin any workplace.\u201d\u00a0 Instead, he was seeking a reasonable accommodation for his legal use during \u201coff-work hours.\u201d\u00a0 In other words, while the NJCUMMA shouldn\u2019t be construed to require an accommodation, it does not mean such a requirement might not be imposed for off-duty-use under the NJLAD.<\/p>\n<p>While the decision did not address the merits of the case, as it was analyzed at the Motion to Dismiss stage, it did open the door to fashion disability discrimination claims under the NJLAD after being terminated for testing positive for marijuana.\u00a0 Employers should monitor the developments in this case to see how the New Jersey courts interpret medical marijuana use under the state\u2019s anti-discrimination law, and whether off-duty use could be considered a reasonable accommodation.<\/p>\n<p>Employers should nonetheless be vigilant in dealing with employees seeking an accommodation for off-duty use of medicinal marijuana.\u00a0 If an employee is terminated solely for legal, off-duty use of medicinal marijuana \u2013 not present impairment \u2013 it could give rise to costly litigation.<\/p>\n<p>Furthermore, employers should tread carefully when deciding not to hire an employee or to terminate an employee for testing positive for marijuana, especially if the employee has been legally prescribed medical marijuana to treat a disability.\u00a0 Many drug tests do not test for present impairment of drugs, including marijuana.\u00a0 Thus, prior to making any employment decision, employers should ensure that there is adequate evidence of workplace impairment or other performance issues.\u00a0 Ultimately, this issue remains far from settled in courts throughout the country.\u00a0 Even if a state\u2019s medical marijuana law does not provide employment protections, employers should pay close attention to judicial opinions related to off-duty-conduct and use of medical marijuana under state disability discrimination laws.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Several states have taken steps toward legalizing marijuana in some form.\u00a0 However, these laws differ in many respects and raise interesting questions for employers, especially as they relate to off-duty conduct. While some states such as Arizona,&hellip;<\/p>\n","protected":false},"author":7,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_price":"","_stock":"","_tribe_ticket_header":"","_tribe_default_ticket_provider":"","_tribe_ticket_capacity":"","_ticket_start_date":"","_ticket_end_date":"","_tribe_ticket_show_description":"","_tribe_ticket_show_not_going":false,"_tribe_ticket_use_global_stock":"","_tribe_ticket_global_stock_level":"","_global_stock_mode":"","_global_stock_cap":"","_tribe_rsvp_for_event":"","_tribe_ticket_going_count":"","_tribe_ticket_not_going_count":"","_tribe_tickets_list":"[]","_tribe_ticket_has_attendee_info_fields":false,"footnotes":"","_links_to":"","_links_to_target":""},"categories":[815],"tags":[831,874],"class_list":["post-3653","post","type-post","status-publish","format-standard","hentry","category-discrimination-harassment-retaliation","tag-accessibility-ada-accommodations","tag-drug-testing-cannabis-law"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>N.J. Court Opens Door for Employees to File Disability Discrimination Claims for Adverse Employment Actions Related to Medical Marijuana Use - Employer Defense Report<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.connmaciel.com\/employer-defense-report\/n-j-court-opens-door-for-employees-to-file-disability-discrimination-claims-for-adverse-employment-actions-related-to-medical-marijuana-use\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"N.J. 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