Learn what Montana’s lawful-product rule says about off-duty marijuana use, workplace exceptions, and the next questions to ask before a job decision.
Category - Cannabis
Illinois protects lawful off-duty product use, but workplace cannabis policies, job duties, and impairment rules can still affect hiring and employment.
Learn how Minnesota’s off-duty cannabis protections, job-test rules, and safety-sensitive exceptions may affect your work decision.
Washington protects many applicants from hiring decisions based on off-job cannabis use or nonpsychoactive metabolites, with specific exceptions.
Nevada’s hiring rule for a positive marijuana screen has important exceptions and a 30-day right to a follow-up test.
New Jersey employers may test for cannabis, but a metabolite-only result is not enough by itself for adverse action under CRC guidance.
New York generally protects lawful off-duty cannabis use, while allowing workplace action for on-the-job impairment and certain federally required roles.
California law protects most workers from penalties for off-duty cannabis use and metabolite-only tests, with important job-related exceptions.
By HealthDataConsortium.org Research Team CBG (cannabigerol) is a cannabis-plant compound described in research as nonintoxicating. Its acid form, CBGA, is the...
By HealthDataConsortium.org Research Team “How long is this going to last?” is usually the first question people ask after using cannabis, and...