“But My Doctor Said It Was Cool”: Florida’s New Medical Marijuana Bill and Employment ConsiderationsLast month, Florida Gov. Rick Scott signed into law a medical marijuana use bill. This was the result of the overwhelming vote (71 percent) in favor of amending the Florida Constitution to allow medical marijuana use as prescribed by a licensed Florida physician. Florida now joins 27 other states that have legalized at least some form of marijuana use.

Details of Florida’s Law

To qualify for medical marijuana use in Florida, a patient must have a “debilitating medical condition.” The law specifies the following as qualifying conditions:

cancer, epilepsy, glaucoma, HIV/AIDS, PTSD, ALS, Crohn’s disease, Parkinson’s disease, multiple sclerosis and other debilitating medical conditions of the same kind or class or comparable to those enumerated.

Obviously, what constitutes “other debilitating medical conditions” leaves the door wide open for other medical conditions to come within the coverage of legal medical marijuana use. Some states, such as California and Washington, have defined “debilitating medical conditions” to include severe pain, cramping, anxiety, vomiting, and appetite loss. It is doubtful Florida would take such an expansive definition, but time will tell.

Interestingly, the final version of the law still bans the smoking of marijuana. Florida joins the states of Louisiana, Minnesota, New York and Pennsylvania, all which have legalized marijuana use in some form but still ban its smoking. Rather, in Florida, legal marijuana must be consumed in oil or edible form. How long this remains the law is in doubt since one of the major supporters of the law has already filed suit contesting the constitutionality of the no smoking ban.

It is worth noting that federal law, not state law, governs what constitutes an illegal drug. Under the Federal Controlled Substance Act, marijuana is still a Schedule I hallucinogen and its use is still illegal despite the legalization of its use in many states. Several state court decisions have relied on this principle in deciding to limit employee rights under the various state laws legalizing marijuana use.

Considerations for Florida Employers

So, what does a Florida employer do with an employee who is using medical marijuana?

Americans with Disabilities Act (ADA) Issues. Probably the most difficult challenge will be the interplay between the ADA and the legal use of marijuana. As you know, under the ADA an employer must make reasonable accommodations to a qualified individual with a disability—but illegal drug use is not considered a covered disability. I can envision the scenario where an employee presents a physician’s note supporting an accommodation of the employee being allowed to take marijuana during working hours to control a debilitating condition. But for the fact that marijuana is illegal under federal law, the ADA would seem to require that accommodation. The Florida law does not go that far.

Unlike some state laws (e.g., New York, Arizona, Minnesota, Illinois), the Florida law does not require an employer to accommodate on-site medical use of marijuana. To put it another way, Florida employers have no legal duty under this new law to allow employees to consume medical marijuana at the workplace. The law does not address off-site accommodation of medical marijuana use. However, considering the conservative nature of Florida employment laws, there is little concern that Florida employers need to accommodate medical marijuana use outside of the workplace either.

Drug Testing Policies. How will this affect a Florida employer’s drug testing policies? Unlike many states, the Florida Drug-Free Workplace Act (the Act) incentivizes employers to establish a drug-free workplace policy. The Act gives a Florida employer a credit on its workers’ compensation premiums if it has a qualified drug-free workplace policy. Even without such a policy, a Florida private employer still has the right to drug test its employees at any time. It remains to be seen if a Florida employer has the lawful right to terminate an employee who tests positive for legal (at least under state law) medical marijuana use. Once again, considering the conservative jurisprudence of the Florida courts, it would not surprise me that an employer still retains the right to fire that employee. In other states courts have upheld the employer’s right to do so considering marijuana use is still illegal under federal law. However, I am not unmindful of the argument that 71 percent of Florida voters voted in favor of medical marijuana use and such a firing would seem to be against the will of the electorate.


Even with the passage of this new bill, in the short term, I do not see it as having any major impact on Florida employers. Florida employers still do not need to accommodate medical marijuana use at work and can continue to fire employees who test positive for using it. Having said that, employers should remain vigilant in keeping abreast of the changing employment laws. While it seems unlikely under the current administration that federal laws will become more employee-friendly (i.e., legalizing marijuana use), Florida courts or the Eleventh Circuit may do just that. Issues could also arise under the FMLA, union contracts, whistle-blowing on a “drug user” and elsewhere.

Moral of this blog: Stay tuned.