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marijuana

I recently had a representative of a contractor over to my home to provide an estimate for possible construction work. While the representative was looking at the area of my home where work was being contemplated, I detected a pungent odor that I have smelled before. The odor was certainly familiar to me given the number of concerts I have attended over my life, but I never expected to smell it on someone who was at my home during regular work hours pitching business for their employer. So, can you guess what that smell was? 

Yep, it was marijuana, and it got me thinking because many of my clients have told me that some of their employees now think that since recreational marijuana is legal in New Jersey, employees can partake of the drug anytime they want, even while they are at work performing services for their employer. They also think that their employers can do nothing to stop them. Well, those employees are dead wrong, and employers need to know what they can do legally to control (and even prevent) potential employee marijuana use.

As is made clear in both New Jersey’s recreational and medical marijuana laws, employers are not expected to accommodate marijuana use while an employee is on company property or during employer work hours. Both of these statutes explicitly allow employers to prohibit marijuana use while on company work time. In addition, employees are not allowed to show up to work under the influence of marijuana. Both New Jersey’s recreational and marijuana laws allow employers to punish employees who show up under the influence at work, and employers may even send employees to be tested if they suspect the employee is under the influence where the employer observes physical conduct or other behavior associated with being high on marijuana, such as slurred speech, difficulty walking, blood shot eyes, etc., and any other similar indicia associated with being under the influence of a drug. 

So, the next time an employee tells you as an employer that you have to allow them to use marijuana any time they want, you can tell them how gravely mistaken they are, and one of the best places an employer can do this is by having a strong drug and alcohol policy that advises employees in no uncertain terms that on-site use of marijuana, and workplace intoxication from the use of that drug or any other illegal substance, is prohibited and can lead to possible drug testing and potential disciplinary action. Take back your workplace by using the express tools that the New Jersey marijuana laws enable your company to use so you can protect your clients and customers from experiencing that “smell” when interacting with members of your workforce.                

New Jersey’s medical marijuana program went into effect in 2007.  Since that time, more than 11,000 persons have been issued ID cards under The Compassionate Use Medical Marijuana Act (“Act’) permitting them to use medicinal marijuana and to obtain the drug at one of the state’s five (5) marijuana dispensaries.

One of the issues that has perplexed New Jersey employers since the time of the Act’s passage has been whether an employer can either fire, or refuse to hire, a medicinal marijuana user if the employer has a drug free workplace policy, or if hiring or continued employment would violate other commitments to provide a drug free workplace under related federal laws. This issue arises because the Act is silent as to whether medicinal marijuana users have job protection because of that status. While the Act states expressly that employers have no duty to accommodate the use of medical marijuana while on the job, the law also states very vaguely that users cannot be denied certain unspecified rights or privileges because of their user status. Because of this uncertainty, employees are now resorting to the courts to determine what their employment rights are under the Act, and New Jersey Courts are finally getting the chance to weigh in on this controversial issue.

In a recent decision issued by the New Jersey Federal Court in February, 2017, a wrongful discharge claim brought by a medicinal marijuana user was dismissed on the grounds that the complaint failed to state a legally cognizable claim under New Jersey state law.  In Barrett v. Robert Half Corporation, Civil Action No. 15-6245 (CCC), plaintiff was an accountant who also was a medical marijuana user.  He did so to relieve back pain suffered as a result of an auto accident.  Plaintiff was tested for drug use as part of the employer’s testing program and was subsequently terminated.  In filing his suit, the employee claimed that the New Jersey Law Against Discrimination was violated because the employer was notified that the plaintiff was in the medical marijuana program and therefore had a duty to accommodate the drug use as treatment for his back problem.  The court held that merely notifying an employer about an employee’s participation in the state medical marijuana program does not constitute a request for accommodation of the underlying condition that allows for the medicinal use of marijuana.  As a result, no accommodation duty was violated by the employer.

The Barrett case is one of a handful of cases that are now working their way through the New Jersey courts.  As more decisions are handed down, employers should have a better idea of what their rights and duties are in terms of addressing medicinal marijuana issues in the workplace.  As these cases are being processed through New Jersey’s courts, employers should also keep a close eye on what is similarly happening in the New Jersey legislature.  Proposed legislation now pending before both the Senate and Assembly would make it unlawful for an employer to take any adverse employment action against any employee enrolled in the New Jersey Medical Marijuana program.  Because of these continuing developments, employers facing issues with employee use of medical marijuana should seek sound legal advice whenever contemplating possible adverse employment action against such employees.

On December 15, 2016, a decision following trial in New Jersey was handed down on the question of whether medical marijuana can be ordered under workers’ compensation.  Petitioner Andrew Watson worked for 84 Lumber and was injured on November 6, 2008.  He received an award of one third of partial total in 2012 apportioned 50% of the hand and 12.5% for complex regional pain syndrome (CRPS).  The terms of the settlement required respondent to approve ongoing pain management treatment with Dr. Peter Corda.  Petitioner received prescriptions on a monthly basis, including 120 Endocet/Oxycodone tablets as well as other pain medications such as Ibuprofen 800mg and lidocaine patches.

In late 2013 petitioner consulted with Dr. Corda about participating in New Jersey’s medicinal marijuana program (MMP).  Dr. Corda referred petitioner to his partner, Dr. Jeffrey Drew Polcer, who possessed the required credentials to do medical marijuana evaluations.  Petitioner saw Dr. Polcer and complained of burning pain and swelling in his left hand with extreme sensitivity to light touch.  He said that his narcotic medications were not providing him with sufficient relief.  Petitioner admitted to Dr. Polcer that he had experimented with marijuana and obtained a significant reduction in pain.

Dr. Polcer diagnosed petitioner with neuropathic and complex regional pain syndrome of the left hand and recommended petitioner for medicinal marijuana.  He noted that neuropathic pain is one of the better indications for medicinal marijuana.  He further said that if successful with medicinal marijuana, petitioner should lower his use of narcotics.

The New Jersey Department of Health issued an Attending Physician Statement to the Petitioner which authorized petitioner to register for the MMP and purchase one ounce of marijuana per month for three consecutive months. Petitioner received his Patient Registration Card and then used the card to purchase medicinal marijuana at authorized dispensaries, making his first purchase on March 28, 2014.  Petitioner submitted the invoices and proof of cash payments to the respondent’s carrier for reimbursement, but the carrier denied reimbursement.

Petitioner filed an Emergent Motion to Enforce the terms of the Order Approving Settlement from 2012.  The respondent disputed Dr. Corda’s referral to his partner and contended Dr. Polcer was not an authorized physician.  Respondent also withdrew authorization of Dr. Corda in favor of Dr. Morris Antebi, who was asked to perform an IME of petitioner.

The Judge of Compensation, the Honorable Ingrid L. French, A.S.J.W.C., preliminarily entered an order requiring respondent to reinstate authorization of Dr. Peter Corda for pain management.  Trial then ensued on the central issue regarding medical marijuana as curative treatment.

Drs. Corda and Polcer refused to testify at trial because they had ongoing business relationships with the respondent’s third party administrator. Instead, petitioner offered the testimony of Dr.  Edward Tobe, Board Certified in Neurology and Psychiatry.  Respondent had petitioner examined by Dr. Morris Antebi, whose report supported the position of respondent.  However, Dr. Antebi also refused to testify and therefore his report was excluded from evidence.  Respondent tried to offer into evidence three explanatory letters written by Dr. Corda to the third party administrator in response to a request for explanation on his initial referral and Dr. Polcer’s recommendations. These three letters were written subsequent to Dr. Corda’s initial referral to Dr. Polcer for the MMP and tended to undercut Dr. Corda’s initial position in the case, but the trial judge would not allow these reports to go into evidence without Dr. Corda’s testimony, which he refused to provide.

Dr. Tobe testified that Dr. Polcer’s plan to begin a course of medicinal marijuana was medically appropriate.  He added that this plan made particular sense since it would lead to a reduction in the use of opiates. Dr. Tobe discussed the risks in using Percocet (oxycodone) in respect to kidney and liver function.  He said narcotics impact alertness, concentration, memory, and cognitive function, potentially causing emotional detachment.  In addition, possible side effects are loss of teeth, blurred vision, constipation, urinary retention and cardiac problems.

Concerning medical marijuana, Dr. Tobe said that the medicinal version is not tainted with contaminants that street marijuana might contain.  He said that one is less likely to have cravings with the medicinal product.  He did not agree that medicinal marijuana is a gateway drug, although he did admit that marijuana can have similar side effects as opiates in respect to withdrawal, impaired concentration and loss of memory. In his view, medicinal marijuana offers promising prospects as a pain management modality.

Based primarily on the testimony of Dr. Tobe, Judge French found that petitioner’s trial use of medical marijuana was medically warranted.  She concluded, “While the Court is sensitive to the controversy surrounding the medicinal use of marijuana, whether or not it should be prescribed for a patient in a state where it is legal to prescribe it, is a medical decision that is within the boundaries of the laws in the State of New Jersey.  In this case, there is no dispute that all of the credible evidence presented confirms that this Petitioner is an appropriate candidate for New Jersey’s medical marijuana program.”

An equally significant aspect of this case had to do with respondent’s challenge to the referral by Dr. Corda to Dr. Polcer.  The judge focused on the issue of whether a respondent has a right to object to a referral from the authorized doctor to another physician.  “Whether it is a second opinion directed by a Respondent/Carrier or a referral to an alternative specialty directed by an authorized doctor, this Court interprets the statutory language as requiring an analysis that focuses on whether the referral is in the best interest of the injured worker.”

The Court acknowledged that Dr. Corda failed to discuss his recommendation of Dr. Polcer with the respondent/carrier or obtain pre-approval for the referral.  “Medical experts must be given sufficient latitude in directing the care of an injured worker.  Here, the Court will not allow the respondent to deny authorization of a treatment, which has now proven to be beneficial to the Petitioner, simply because the doctor did not allow the Respondent an opportunity to second guess his medical opinion.” 

The Judge entered an order requiring respondent to pay for the costs of the medical marijuana program and prescriptions and ordered respondent to authorize either Dr. Corda (who since became licensed to participate in the MMP) or Dr. Polcer for petitioner’s ongoing participation in New Jersey’s MMP.

This case is not binding on other courts because it is a Division level decision.  Nonetheless, this decision will be studied by other judges and practitioners given that there are few trial decisions in New Jersey on the use of medicinal marijuana for workers’ compensation treatment.  Respondent could not prevail in this case because defense counsel never offered any expert testimony to rebut the opinions of Dr. Tobe.  The failure to produce expert testimony put respondent at an impossible disadvantage and all but guaranteed that Dr. Tobe’s testimony would carry the day on the issue of the reasonableness and necessity of medical marijuana.  Based on the evidence presented, the Judge of Compensation made the only decision she could make.  The most compelling evidence in favor of petitioner was that the use of medical marijuana would decrease the use of narcotics.

This case is also extremely useful in dealing with an often litigated issue of whether respondent is bound by a referral from the authorized doctor to another physician.  The 2012 court order in this case only referred to treatment by Dr. Corda.  Interestingly, the Court did not focus on the basic rule of agency, namely that a principal is bound by the actions of his or her agent.  Rather, the Court addressed the rule in Benson v. Coca Cola to the effect that the Court can make a retroactive analysis of the alleged “unauthorized treatment” to determine whether the treatment should be ordered.  The rule under Benson is that if the treatment proves helpful, that fact would strongly favor a conclusion that respondent must pay for it.  In this case, the only evidence presented at trial (Dr. Tobe’s testimony) supported petitioner’s position that medical marijuana helped relieve petitioner’s pain levels.

 

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