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It is not uncommon for municipalities to confront a situation where an employee’s illness, injury or disability may impact or prevent the employee from performing their job duties. It is important for municipal employers to understand the laws which apply to these situations, including the requirement that an interactive dialogue take place before any final decisions are made about the employee’s future at the municipality.
If marijuana is now “Medical”, does this mean that municipalities must allow employees to use marijuana on or off duty as a Reasonable Accommodation under the Federal Americans with Disabilities Act (ADA) and/or the Oklahoma Anti-Discrimination Act?
