MEDICAL MARIJUANA Does your state have laws permitting the use of marijuana for medical purposes?

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1 25 MEDICAL MARIJUANA Does your state have laws permitting the use of marijuana for medical purposes? The use of marijuana remains illegal under the Federal Controlled Substances Act despite continued attempts to pass national medical marijuana legislation. According to the United s Supreme Court, the federal government has the right to regulate marijuana as it chooses, regardless of conflicting state laws. Raich v. Gonzales, 545 U.S. 1 (2005). Although federal law prohibits marijuana use, states are not required to enforce federal law and are not precluded from passing their own laws to the contrary. The Americans with Disabilities Act (ADA) does not require accommodation of medical marijuana use, whether the employee uses marijuana on the job site or off the job site. The laws of the state in which you are operating should be carefully examined for guidance. Some states have specifically stated that nothing in the medical marijuana law requires an employer to accommodate the use of medical marijuana in the workplace. In these states it may be clear that employers can prevent employees from using marijuana at work, but it is still not so clear whether employees are protected when they come to work with marijuana in their systems. Other states have taken the opposite approach, specifically prohibiting employers from disciplining or terminating employees based on their medical marijuana use. AL AK AZ AR CA Effective February 24, 2015, adults 21 and older may possess, use, and grow a limited amount of marijuana. Alaska Ballot Measure 2, Sec (a). Employers are not required to permit or accommodate the use, consumption, possession, transfer, display, transportation, sale or growing of marijuana in the workplace or to affect the ability of employers to have poliicies restricting the use of marijuana by employees. No state-level criminal penalties for the use, possession and cultivation of marijuana by patients who enroll in state patient registry and possess a valid identification card. Valid for approved medical conditions. Patients (or their primary caregivers) may legally possess no more than one ounce of usable marijuana. Law does not address drug use or testing in an employment setting. Law does not require any accommodation of medical marijuana use in any place of employment. n Citation: AS and (d)(1). Arizona Medical Marijuana Act allows registered qualifying patients to obtain marijuana from a registered nonprofit dispensary and to possess and use medical marijuana to treat the condition. Patients must have a physician s written certification that they have been diagnosed with a debilitating condition and that they likely would receive benefit from marijuana. Employers may not discriminate against registered patients, caregivers, or dispensary agents unless that employer would lose money or licensing under federal law. Employers also may not penalize registered patients solely for testing positive for marijuana in drug tests. Law does not authorize patients to use, possess, or be impaired by marijuana on the employment premises or during the hours of employment. n Citation: A.R.S et seq. The Compassionate Use Act gives the citizens of California the right to obtain and use marijuana for medical purposes where that medical use is deemed appropriate and has been recommended by a physician. Employers should be aware of this Act when implementing a drug-free workplace. The California Supreme Court has held that California law does not require employers to accommodate the use of medical marijuana, which is otherwise permitted under California s Compassionate Use Act. n Citation: Cal. Health and Safety Code ; Ross v. Raging Wire Telecommunications, 42 Cal. 4th 920 (2008). BLR Business & Legal Resources MEDICAL MARIJUANA n 25 1

2 CO CT DE DC Amendment 20 to the state constitution authorizes the use of marijuana to alleviate certain debilitating medical conditions. Amendment 20 authorizes a patient or a primary caregiver who has been issued a Medical Marijuana Registry identification card to possess no more than two ounces of a usable form of marijuana. The Colorado medical marijuana law does not require any employer to accommodate the medical use of marijuana in any workplace. However, it is not specified whether this lack of an accommodation requirement pertains only to on-the-job medical marijuana use or, more generally, to the employment of any individual who engages in the medical use of marijuana. The law does not discuss the issue of employment-related drug testing. law prohibits registered users from undertaking any task while under the influence of medical marijuana when doing so would constitute negligence or professional malpractice. Registered users are not permitted to possess or otherwise engage in the use of medical marijuana on the grounds of a school or in a school bus. They are not permitted to engage in the use of medical marijuana while in a vehicle, aircraft, or motorboat. They may not operate, navigate, or be in actual physical control of any vehicle, aircraft, or motorboat while under the influence of medical marijuana. Although Colorado voters approved Amendment 64, amending the Colorado Constitution to legalize and regulate the use of marijuana, it remains to be seen how the amendment will affect employers ability to discipline and test employees. Courts in Colorado have ruled that terminating an employee who had a medical marijuana license for testing positive for marijuana did not violate the state s lawful activities statute or anti-discrimination statute. An employee s off-duty use of medical marijuana is not lawful or protected for purposes of the state s legal activities law, which precludes employers from terminating an employee for engaging in lawful off-duty activities. Since marijuana is illegal under the federal Controlled Substances Act, use of marijuana is not a legal activity under C.R.S (Coats v. Dish Network, L.L.C., 2015 CO 44). n Citation: CO Constitution, Amendment 20. Coats v. Dish Network LLC, 2015 CO 44; Curry v. MillerCoors, Inc., No. 12-CV (D. Colo. Aug. 21, 2013). Qualified individuals may legally possess marijuana for palliative use. Eligible patients will not be subject to arrest or prosecution. An employer may not refuse to hire a person, discharge, penalize or threaten an employee solely on the basis of a person s status as a qualifying patient or primary caregiver. The law does not restrict an employer s ability to prohibit the use of intoxicating substances during work hours or restrict an employer s ability to discipline an employee for being under the influence of intoxicating substances during work hours. All employers in the state with one or more employees are covered. Qualified individuals must be at least eighteen (18) years old, a Connecticut resident, and must be diagnosed by a physician as having a debilitating medical condition. Medical conditions that qualify for protection under the law include cancer, glaucoma, HIV and AIDS, as well as other conditions approved by the Department of Consumer Protection (DCP). Each qualifying patient who is issued medical certification for the palliative use of marijuana and the primary caregiver of the patient, must register with the DCP. The law does not protect the ingestion of marijuana in the workplace or in a motor bus, school bus or in any other moving vehicle, on any school grounds, in any public place, or in the presence of a person under the age of eighteen. n Citation: Public Act No The Delaware Medical Marijuana Act provides that a registered qualifying patient will not be subject to arrest, prosecution, or denial of any right or privilege by a court or occupational professional licensing board or bureau for the medical use of medical marijuana. Protected individuals must possess a valid registry identification card. Registered qualifying patients may not possess more than six ounces of usable marijuana. An employer may not discriminate against a person in hiring, termination, or any term or condition of employment, or otherwise penalize a person if the discrimination is based upon the person s status as a cardholder; or a registered qualifying patient s positive drug test for marijuana components or metabolites, unless the patient used, possessed, or was impaired by marijuana on the premises of the place of employment or during the hours of employment. There is an exception if an employer s failure to act would cause the employer to lose a monetary or licensing-related benefit under federal law or federal regulations. Employers are not required to allow employees to ingest marijuana in any workplace or allow any employee to work while under the influence of marijuana, except that a registered qualifying patient may not be considered to be under the influence of marijuana solely because of the presence of metabolites or components of marijuana that appear in insufficient concentration to cause impairment. The law does not protect use of medical marijuana when doing so would constitute negligence or professional malpractice; or when in a school bus; on the grounds of any preschool or primary or secondary school; or in any correctional facility. The law does not allow smoking marijuana on any form of public transportation; or in any public place. Operating, navigating, or being in actual physical control of any motor vehicle, aircraft, or motorboat while under the influence of marijuana is not permitted, except that a registered qualifying patient will not be considered to be under the influence of marijuana solely because of the presence of metabolites or components of marijuana that appear in insufficient concentration to cause impairment. The law does not protect using marijuana if that person does not have a serious or debilitating medical condition, or transferring marijuana to any person who is not allowed to possess marijuana under the law. Implementation has been suspended because of federal threats to prosecute dispensary employees. Currently, implementation of the Act remains suspended in light of concerns that federal enforcement efforts might put the state in conflict with federal law. n Citation: 16 Del C. Ch. 49A. District law allows a qualifying patient with a signed, written recommendation from a physician to possess and administer medical marijuana, and possess and use paraphernalia. The law provides for medical marijuana dispensaries and registration cards. Medical marijuana may not be consumed anywhere other than the qualifying patient s residence, if permitted, or at a medical treatment facility when receiving medical care for a qualifying medical condition. Medical marijuana must be transported in a labeled container or sealed package. The law does not allow an individual to undertake any task under the influence of medical marijuana when doing so would constitute negligence or professional malpractice. Individuals may not operate, navigate, or be in actual physical control of any motor vehicle, aircraft, or motorboat while under the influence of medical marijuana. The law does not discuss the issue of employment-related drug testing. n Citation: D.C. Code et seq n MEDICAL MARIJUANA BLR Business & Legal Resources

3 FL GA HI ID IL IN IA KS KY LA No current state law. A constitutional amendment has been proposed to allow the use of medical marijuana for individuals with a debilitating disease as determined by a licensed Florida physician. The Florida Supreme Court approved the proposed amendment for ballot placement; however, the ballot initiative failed after having garnered 58 percent of voter approval, two percent shy of the required 60 percent supermajority. n Citation: Advisory Op. to the AG re: Use of Marijuana for Certain Med. Conditions, 132 So. 3d 786 (Fla. 2014). Patient and doctor participants in Georgia s Controlled Substances Therapeutic Research Program are immune from state prosecution for possession or use of marijuana. In late December 2015, Governor Deal signed House Bill 1, which took effect immediately, and makes it legal for people who suffer from cancer, sickle cell disease, and other illnesses to possess up to 20 ounces of cannabis oil if a physician signs off. However, it is still illegal to cultivate cannabis, which may limit this law. Also, the bill states Nothing in this article shall require an employer to permit or accommodate the use, consumption, possession, transfer, display, transportation, sale, or growing of marijuana in any form, or to affect the ability of an employer to have a written zero tolerance policy prohibiting the on-duty, and off-duty, use of marijuana, or prohibiting any employee from having a detectable amount of marijuana in such employee s system while at work. n Citation: O.C.G.A , et seq. and O.C.G.A Hawaii gives its citizens the right to obtain and use marijuana for medical purposes when the medical use is deemed appropriate and has been certified as such by a physician. The authorization of use of marijuana for medical purposes does not apply to workplace medical use. Medical marijuana use is not authorized by law in a school bus or public bus, on any school grounds; or at any public park, public beach, public recreation center, recreation or youth center, or other place open to the public. Qualifying patients must register with the Narcotics Enforcement Division (NED). Patients or their caregivers may possess up to four ounces of usable marijuana and may cultivate up to seven marijuana plants, whether immature or mature. n Citation: HRS Registered qualifying patients diagnosed as having a debilitating medical condition can use medical marijuana as prescribed by their physician. Registered designated caregivers can assist with a patient s medical use of marijuana. Employers cannot discriminate against a person solely because of their status as a registered qualifying patient or a registered designated caregiver, unless failing to do so would put the employer in violation of federal law or would cause the employer to lose a monetary or licensing-related benefit under federal law or rules. Employers can still enforce a policy concerning drug testing, zero-tolerance, or a drug free workplace provided the policy is applied in a nondiscriminatory manner. As a result, it is advisable that employers treat medical marijuana the same way they treat other lawfully prescribed medications. Employers can still take actions against an employee based on an employer s good faith belief that a registered qualifying patient was impaired while working on the employer s premises during the hours of employment. However, the employer must afford the employee a reasonable opportunity to contest the basis of the determination. Employers are not required to reimburse a person for costs associated with use of medical marijuana. Compassionate Use of Medical Cannabis Pilot Program Act: 410 ILCS 130/1 et seq. It is legal for a patient suffering from intractable epilepsy to use cannabidiol pursuant to a neurologist s recommendation, provided there are no other satisfactory alternative treatments. n Citation: Iowa Code , 124D. KRS 218A.010 was amended in 2014 and the definition of marijuana was changed to say: The term marijuana does not include (b) The substance cannabidiol, when transferred, dispensed, or administered pursuant to the written order of a physician practicing at a hospital or associated clinic affiliated with a Kentucky public university having a college or school of medicine; or (c) For persons participating in a clinical trial or in an expanded access program, a drug or substance approved for the use of those participants by the United s Food and Drug Administration. BLR Business & Legal Resources MEDICAL MARIJUANA n 25 3

4 ME MD MA MI MN MS MO MT NE law allows a person who is at least 18 years of age to lawfully possess a usable amount of marijuana for medical use if the person has a medical record or other written documentation from a physician demonstrating that the person has been diagnosed as suffering from one or more of a number of medical conditions named by statute. The Medical Marijuana Act, established by ballot, states that employers may not refuse to employ a person solely because of that person s status as a registered qualifying patient or a registered primary caregiver unless failing to do so would put the employer in violation of federal law or cause it to lose a federal contract or funding. In addition, the law clarifies that private health insurers need not reimburse a person for costs associated with the medical use of marijuana and also provides that an employer is not required to accommodate the ingestion of marijuana in any workplace or permit any employee to work while under the influence of marijuana. n Citation: 22 M.R.S.A B, 22 M.R.S.A A et seq. Effective October 1, 2013, state law will permit the operation of medical marijuana programs at research centers that choose to participate. The law permits the distribution of marijuana only through academic medical centers that enroll users in approved residency programs. Patients in the program are authorized to have certain authorized amounts of marijuana in their possession. The law prohibits individuals from undertaking any task under the influence of marijuana when doing so would constitute negligence or professional malpractice, including operating or being in control of any motor vehicle, aircraft, or boat while under the influence, and smoking marijuana in a public place, motor vehicle, or on private property that prohibits the smoking of marijuana on the property. n Citation: MD Code Health-Gen , et seq. Qualifying patients may legally possess marijuana for medical use. To qualify to use marijuana for medicinal purposes, a patient must obtain a written certification from a physician for a debilitating medical condition. Patients who qualify may possess up to a 60-day supply (up to 10 ounces) of marijuana for medical use. The law does not require employers to accommodate on-site marijuana use, but the statute and its implementing regulations are otherwise silent as to whether employers must alter their workplace policies relating to pre-employment drug testing, provide other accommodations to employees who legally use marijuana under the Act, or make other changes based on the new law. n Citation: Mass. Gen. Laws ch. 94C, App. 1-7(D); 105 Code Mass. Regs. ch law allows the medical use of marijuana for qualifying patients who have registered with the state and possess a valid registry identification card. Qualifying patients may not be arrested, prosecuted, or penalized or denied any right or privilege by a business or occupational or professional licensing board or bureau, as a result of their lawful possession or use medical marijuana. Individuals may not possess more than 2.5 ounces of usable medical marijuana. The law does not allow an individual to use marijuana when doing so would constitute negligence or professional malpractice, or to possess marijuana, or otherwise engage in the medical use of marijuana in a school bus, on the grounds of any preschool or primary or secondary school; or in any correctional facility. Individuals may not smoke marijuana on any form of public transportation; or in any public place, nor may they operate, navigate, or be in actual physical control of any motor vehicle, aircraft, or motorboat while under the influence of marijuana. Employers are not required to accommodate the ingestion of marijuana in any workplace or any employee working while under the influence of marijuana. law does not prevent Michigan employers from taking disciplinary action against employees who test positive for the use of marijuana, even if that use takes place in the context of medical treatment. n Citation: MCL ; Casias v. Wal-Mart Stores, Inc., No. 1:10-cv-781 (6th Cir. 2012). An employer may not discriminate against a person in hiring, termination, or any term or condition of employment, or otherwise penalize a person, if the discrimination is based upon either of the following: (1) the person s status as a patient enrolled in the registry program... or (2) a patient s positive drug test for cannabis components or metabolites, unless the patient used, possessed, or was impaired by medical cannabis on the premises of the place of employment or during the hours of employment. The only exception to this prohibition is where a failure to do so would violate federal law or regulations or cause an employer to lose a monetary or licensing-related benefit under federal law or regulations. Moreover, an employee who is required to undergo employer drug testing pursuant to DATWA may present verification of enrollment in the patient registry as an explanation of a positive drug test. n Citation: Minn. Stat , subd. 3. A registered cardholder who possesses a registry identification may not be arrested, prosecuted, or penalized in any manner, or be denied any right or privilege by a professional licensing board or the department of labor and industry, solely because the individual cultivates, manufactures, possesses, or transports marijuana in amounts allowed under the law or the registered cardholder acquires or uses marijuana. The law does not permit any person to operate, navigate, or be in actual physical control of any motor vehicle, aircraft, or motorboat while under the influence of marijuana. The law does not require an employer to accommodate the medical use of marijuana in any workplace. Nor does the law protect registered cardholder s use of marijuana if it impairs the cardholder s job-related performance. n Citation: Mont. Code Ann and n MEDICAL MARIJUANA BLR Business & Legal Resources

5 NV NH NJ NM NY NC ND OH OK Nevada gives its citizens the right to obtain and use marijuana for medical purposes when the medical use is deemed appropriate and has been certified as such by an individual s attending physician. This exemption from state prosecution applies only to persons holding a valid registry identification card. The process of obtaining a card is strictly regulated by Nevada law. Employers may prohibit the medical use of marijuana in the workplace. However, employers are required to make reasonable accommodations for the medical needs of an employee who engages in the medical use of marijuana if the employee holds a valid registry card provided the reasonable accommodation would not pose an undue hardship on the employer, pose a threat of harm or danger to persons or property, or prohibit the employee from fulfilling any or all of his or her job responsibilities. However, this does not prevent an employer from implementing nonsmoking policies in the workplace. n Citation: NRS 453A.010 et seq.; NRS 453A.800; NRS See also, NRS law allows for the use of medical marijuana by patients suffering from qualifying medical conditions who have registered with the state and who possess a valid registry identification card. A qualifying patient shall not be subject to arrest by state or local law enforcement, prosecution or penalty under state or municipal law, or denied any right or privilege for the lawful use or possession of marijuana. Individuals may not possess more than two ounces of useable marijuana. The law does not allow individuals to use marijuana in public or to be under its influence in certain situations, such as while operating a motor vehicle or at work without permission of the employer. In addition, individuals may not possess marijuana in certain places such as schools, workplaces (without the employer s permission), or correctional facilities. n Citation: N.H. Rev. Stat. Ann. 126-X:1-11. The New Jersey Compassionate Use Medical Marijuana Act decriminalizes medical use of marijuana under state law for patients who legally use medical marijuana to alleviate symptoms or side effects of treatment relating to certain debilitating medical conditions (such as AIDS, HIV, and cancer). Those individuals who qualify are issued identification cards, and their names are maintained on a confidential registry. The Act does not restrict patients to using their medicine at home; however, it does place some restrictions on where patients can use marijuana. Patients cannot use medical marijuana in a school bus or other form of public transportation, in a private vehicle unless the vehicle is not in operation, on any school grounds, in any correctional facility, at any public park or beach, at any recreation center, or in any place where smoking is prohibited. The Act also mandates that patients cannot operate, navigate or be in actual physical control of any vehicle, aircraft, railroad train, stationary heavy equipment, or vessel while under the influence of marijuana. Employers have no obligation to accommodate medical use of marijuana in the workplace; however, it is unclear what an employer s obligation may be to accommodate an employee who tests positive for legal consumption of marijuana. n Citation: N.J.S.A. 24:6I. law allows the use of marijuana to treat specific medical conditions, such as AIDS, glaucoma, multiple sclerosis, and cancer. Qualified patients receive medical certification and have a registry identification card after registering with the state. Despite the state medical marijuana law, employers may absolutely prohibit use of medical marijuana in the workplace. n Citation: NMSA 1978, 30-31C-1. New York has enacted a medical marijuana act, known as the Compassionate Care Act (S7923/A6357-E). Under the new law, a patient who has been certified by a healthcare provider to use medical marijuana will register with the New York Department of Health and receive a patient identification card. An employer may not discriminate against an employee for his or her medical marijuana use. The law further states that being a certified patient is the equivalent of having a disability for purposes of New York s anti-disability discrimination laws. However, employers are not required to accommodate the ingestion of marijuana in any workplace or any employee working while under the influence of marijuana. Employers may continue to enforce their drug-testing policies prohibiting the possession or consumption of marijuana during working hours and to discipline any employee whose job performance is impaired because of the use of marijuana. BLR Business & Legal Resources MEDICAL MARIJUANA n 25 5

6 OR PA RI SC SD TN TX UT VT VA WA Oregon has legalized the personal use of marijuana effective July 1, The state Medical Marijuana Act allows individuals with chronic pain conditions to take medical marijuana, as long as the treatment is recommended by a physician and the patient has registered with the state for use. An employer is not required to accommodate the medical use of marijuana in the workplace. An employer may also still prohibit the possession of marijuana or paraphernalia at work. Oregon law does not require employers to accommodate the use of illegal drugs, including medical marijuana that is otherwise allowed under state law (Emerald Steel Fabricators, Inc. v. Bureau of Labor and Industries, 348 OR 159 (2010)). It is advisable to carefully treat employees who test positive for marijuana use or self-identify as medical marijuana users. If the employer can show that the employee was impaired at the time the drug test was administered (i.e., the test showed elevated levels of drug use consistent with impairment, or the employer had a reasonable suspicion of impairment based on the employee s appearance or behavior), the employer will most likely be able to prove a violation of its drug policy. n Citation: ORS However, on January 26, 2015, the Pennsylvania Senate introduced a bill that would allow medical marijuana for treatment of a certain, limited medical conditions. See Senate Bill 3. The bill has not passed the House. The state medical marijuana law protects patients with debilitating medical conditions, and their physicians and primary caregivers, from arrest and prosecution if such patients engage in the medical use of marijuana. law prohibits employers from refusing to employ a qualifying patient who has a medical marijuana registry identification card, solely based on his or her status as a registered qualifying patient. Nothing in the state medical marijuana law may be construed to require an employer to accommodate the medical use of marijuana in any workplace. Employers should be aware of this law when implementing a drug-free workplace policy. n Citation: R.I. Gen. Laws Julian s Law was created to allow for FDA approved clinical trials to treat patients who have certain forms of epilepsy with cannabidiol. A study committee has been created whose purpose is to develop a plan for the sale and use of medical marijuana in the should the Drug Enforcement Administration declassify or reclassify marijuana as a controlled substance. n Citation: S.C. Code Ann ; S.C. Code Ann The state medical marijuana law protects patients with debilitating medical conditions, and their physicians and primary caregivers, from arrest and prosecution if such patients engage in the medical use of marijuana. Nothing in the state medical marijuana law may be construed to require an employer to accommodate the medical use of marijuana in any workplace. Employers should be aware of this law when implementing a drug-free workplace policy. n Citation: 18 V.S.A et seq. No prosecution for possession for a person who has a prescription; no prosecution if for cancer; no prosecution of pharmacy for dispensing if to person with valid prescription from a doctor. n Citation: VA Code The state Medical Use of Marijuana Act allows people with certain medical conditions and a doctor s recommendation to use marijuana for health reasons. The law defines medical use as the production, possession, or administration of marijuana. It allows patients to possess a 60-day supply. The law allows patients to name a caregiver to help with the medical use of marijuana. Patients and caregivers can cite the medical use of marijuana as a defense against state criminal charges, thereby avoiding prosecution. Washington public policy and the state medical marijuana statute do not impose on employers the duty to accommodate medical marijuana use. (Roe v. TeleTech Customer Care Mgmt., LLC, 257 P.3d 586 (Wash. 2011). Initiative 502 ( I-502 ) decriminalizes specified cultivation, sale, possession, and recreational use of marijuana. Users over the age of 21 are able to possess and use less than 1 ounce of marijuana without criminal prosecution. The law prohibits smoking marijuana in public and criminalizes driving under the influence of marijuana. While marijuana consumption is clearly permitted under the law (with some exceptions), employers may require testing, discipline for policy violations, and regulate or prohibit marijuana use by employees. Note: Marijuana remains classified as a Schedule I substance under the federal Controlled Substances Act. n Citation: Wash. Rev. Code 69.51A. WV v. Poling, 207 W. Va. 299, 531 S.E. 2d 678 (2000) n MEDICAL MARIJUANA BLR Business & Legal Resources

7 WI WY Canada Wis. Stat exempts individuals with seizure disorders from criminal penalties for using and possessing cannabidiol (CBD), a component of marijuana. The exemption applies if the CBD has no psychoactive effect and if the patient s physician has given him or her written approval. Proposed legislation: Assembly Bill 224, if passed, would change state law to permit a person registered with the Department of Health Services (DHS) to use marijuana for medical use to alleviate the symptoms or effects of a debilitating medical condition or treatment. It would also allow a person s primary caregiver to acquire, possess, cultivate, or transport marijuana for a person registered with DHS if it is not practicable for the person to acquire, possess, cultivate, or transport marijuana independently or the person is younger than 18. With the exception of dronabinol as listed in Wyo Stat (h), no practitioner shall dispense or prescribe marijuana, tetrahydrocannabinol, or synthetic equivalents of marijuana or tetrahydrocannabinol and no prescription or practitioner s order for marijuana, tetrahydrocannabinol, or synthetic equivalents of marijuana or tetrahydrocannabinol shall be valid. n Citation: Wyo Stat (c). Medical marijuana use is permissible for patients with symptoms treated within the context of providing compassionate end-of-life care and those with debilitating symptoms of a medical condition. Under Health Canada s Marihuana for Medical Purposes Regulations program, patients need to apply for authorization to possess marijuana. n Citation: SOR/ BLR Business & Legal Resources MEDICAL MARIJUANA n 25 7

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