Florida Senate - 2020 SB 962 By Senator Berman 31-00557A-20 2020962__ 1 A bill to be entitled 2 An act relating to medical marijuana employee 3 protection; creating ss. 112.219 and 448.111, F.S.; 4 providing definitions; prohibiting an employer from 5 taking adverse personnel action against an employee or 6 job applicant who is a qualified patient using medical 7 marijuana; providing exceptions; requiring an employer 8 to provide written notice to an employee or job 9 applicant who tests positive for marijuana of his or 10 her right to explain the positive test result; 11 providing procedures when an employee or job applicant 12 tests positive for marijuana; providing a cause of 13 action and damages; providing construction; providing 14 an effective date. 15 16 Be It Enacted by the Legislature of the State of Florida: 17 18 Section 1. Section 112.219, Florida Statutes, is created to 19 read: 20 112.219 Medical Marijuana Public Employee Protection Act.— 21 (1) As used in this section, the term: 22 (a) “Adverse personnel action” means the refusal to hire or 23 employ a qualified patient; the discharge, suspension, transfer, 24 or demotion of a qualified patient; the mandatory retirement of 25 a qualified patient; or the discrimination of a qualified 26 patient with respect to compensation, terms, conditions, or 27 privileges of employment. 28 (b) “Employee” has the same meaning as in s. 112.0455. 29 (c) “Employer” means a state, regional, county, local, or 30 municipal government entity, whether executive, judicial, or 31 legislative; an official, officer, department, division, bureau, 32 commission, authority, or political subdivision therein; or a 33 public school, community college, or state university that 34 employs individuals for salary, wages, or other remuneration. 35 (d) “Job applicant” has the same meaning as in s. 112.0455. 36 (e) “Law enforcement agency” has the same meaning as in s. 37 908.102. 38 (f) “Physician certification” has the same meaning as in s. 39 381.986. 40 (g) “Qualified patient” has the same meaning as in s. 41 381.986. 42 (h) “Safety-sensitive” means tasks or duties of a job which 43 the employer reasonably believes could affect the safety and 44 health of the employee performing the tasks or duties or other 45 persons, including, but not limited to, any of the following: 46 1. The handling, packaging, processing, storage, disposal, 47 or transport of hazardous materials. 48 2. The operation of a motor vehicle, equipment, machinery, 49 or power tools. 50 3. The repair, maintenance, or monitoring of any equipment, 51 machinery, or manufacturing process, the malfunction or 52 disruption of which could result in injury or property damage. 53 4. The performance of firefighting duties. 54 5. The operation, maintenance, or oversight of critical 55 services and infrastructure, including, but not limited to, 56 electric, gas, and water utilities or power generation or 57 distribution. 58 6. The extraction, compression, processing, manufacturing, 59 handling, packaging, storage, disposal, treatment, or transport 60 of potentially volatile, flammable, combustible materials, 61 elements, chemicals, or any other highly regulated component. 62 7. The dispensing of pharmaceuticals. 63 8. The carrying of a firearm. 64 9. The direct care of a patient or child. 65 (i) “Undue hardship” means an action requiring significant 66 difficulty or expense, when considered in light of the following 67 factors: 68 1. The nature, cost, and duration of the accommodation. 69 2. The overall financial resources of the employer. 70 3. The overall size of the business of the employer with 71 respect to the number of employees and the number, type, and 72 location of the employer’s facilities. 73 4. The effect on expenses and resources or any other 74 impacts of such accommodation upon the operation of the 75 employer. 76 (2) An employer may not take adverse personnel action 77 against an employee or job applicant who is a qualified patient 78 using medical marijuana consistent with s. 381.986, unless the 79 position held by the employee or sought by the job applicant is 80 one involving safety-sensitive job duties. However, an employer 81 may take appropriate adverse personnel action against any 82 employee if the employer establishes by a preponderance of the 83 evidence that the lawful use of medical marijuana is impairing 84 the employee’s ability to perform his or her job 85 responsibilities. For purposes of this subsection, an employer 86 may consider an employee’s ability to perform his or her job 87 responsibilities to be impaired if the employee displays 88 specific articulable symptoms while working which decrease or 89 lessen the performance of his or her duties or tasks. 90 (3)(a) If an employer has a drug testing policy and an 91 employee or job applicant tests positive for marijuana or its 92 metabolites, the employer must provide written notice within 5 93 business days after receipt of the positive test result to the 94 employee or job applicant of his or her right to provide an 95 explanation for the positive test result. 96 (b) Within 5 business days after receipt of the written 97 notice, the employee or job applicant may submit information to 98 an employer explaining or contesting the positive test result or 99 may request a confirmation test, as defined in s. 112.0455, at 100 the expense of the employee or job applicant. 101 (c) An employee or a job applicant may submit a physician 102 certification for medical marijuana or a medical marijuana use 103 registry identification card as part of his or her explanation 104 for the positive test result. 105 (d) If an employee or a job applicant fails to provide a 106 satisfactory explanation for the positive test result, an 107 employer must verify the positive test result with a 108 confirmation test, at the expense of the employer, before the 109 employer may take adverse personnel action against the employee 110 or job applicant. 111 (4)(a) Notwithstanding s. 381.986(15), an employee or a job 112 applicant who has been the subject of an adverse personnel 113 action in violation of this section may institute a civil action 114 in a court of competent jurisdiction for relief as set forth in 115 paragraph (c) within 180 days after the alleged violation. 116 (b) An employee or a job applicant may not recover in any 117 action brought under this subsection if the adverse personnel 118 action was predicated upon a ground other than the employee’s or 119 job applicant’s exercise of a right protected by this section. 120 (c) In any action brought under this subsection, the court 121 may order any of the following: 122 1. An injunction restraining continued violation of this 123 section. 124 2. Reinstatement of the employee to the same position held 125 before the adverse personnel action, or to an equivalent 126 position. 127 3. Reinstatement of full fringe benefits and seniority 128 rights. 129 4. Compensation for lost wages, benefits, and other 130 remuneration. 131 5. Reasonable attorney fees and costs. 132 6. Any other compensatory damages allowable by general law. 133 (5) This section does not: 134 (a) Prohibit an employer from taking adverse personnel 135 action against an employee for the possession or use of a 136 controlled substance, as defined in s. 893.02, during normal 137 business hours or require an employer to commit any act that 138 would cause the employer to violate federal law or that would 139 result in the loss of a federal contract or federal funding; 140 (b) Require a government medical assistance program or 141 private health insurer to reimburse a person for costs 142 associated with the use of medical marijuana; or 143 (c)1. Require an employer to modify the job or working 144 conditions of a person who engages in the use of medical 145 marijuana based on the reasonable business purposes of the 146 employer. However, notwithstanding s. 381.986(15) and except as 147 provided in subparagraph 2., the employer must attempt to make 148 reasonable accommodations for the medical needs of an employee 149 who engages in the use of medical marijuana if the employee 150 holds a valid medical marijuana use identification card, unless 151 the employer can demonstrate that the accommodation would pose a 152 threat of harm or danger to persons or property, impose an undue 153 hardship on the employer, or prohibit an employee from 154 fulfilling his or her job responsibilities. 155 2. Prohibit a law enforcement agency from adopting policies 156 and procedures that preclude an employee from engaging in the 157 use of medical marijuana. 158 Section 2. Section 448.111, Florida Statutes, is created to 159 read: 160 448.111 Medical Marijuana Employee Protection Act.— 161 (1) As used in this section, the term: 162 (a) “Adverse personnel action” means the refusal to hire or 163 employ a qualified patient; the discharge, suspension, transfer, 164 or demotion of a qualified patient; the mandatory retirement of 165 a qualified patient; or the discrimination of a qualified 166 patient with respect to compensation, terms, conditions, or 167 privileges of employment. 168 (b) “Employee” has the same meaning as in s. 448.101. 169 (c) “Employer” means a private individual, firm, 170 partnership, institution, corporation, or association that 171 employs individuals for salary, wages, or other remuneration. 172 (d) “Job applicant” has the same meaning as in s. 440.102. 173 (e) “Law enforcement agency” has the same meaning as in s. 174 908.102. 175 (f) “Physician certification” has the same meaning as in s. 176 381.986. 177 (g) “Qualified patient” has the same meaning as in s. 178 381.986. 179 (h) “Safety-sensitive” means tasks or duties of a job which 180 the employer reasonably believes could affect the safety and 181 health of the employee performing the tasks or duties or other 182 persons, including, but not limited to, any of the following: 183 1. The handling, packaging, processing, storage, disposal, 184 or transport of hazardous materials. 185 2. The operation of a motor vehicle, equipment, machinery, 186 or power tools. 187 3. The repair, maintenance, or monitoring of any equipment, 188 machinery, or manufacturing process, the malfunction or 189 disruption of which could result in injury or property damage. 190 4. The performance of firefighting duties. 191 5. The operation, maintenance, or oversight of critical 192 services and infrastructure, including, but not limited to, 193 electric, gas, and water utilities or power generation or 194 distribution. 195 6. The extraction, compression, processing, manufacturing, 196 handling, packaging, storage, disposal, treatment, or transport 197 of potentially volatile, flammable, combustible materials, 198 elements, chemicals, or any other highly regulated component. 199 7. The dispensing of pharmaceuticals. 200 8. The carrying of a firearm. 201 9. The direct care of a patient or child. 202 (i) “Undue hardship” means an action requiring significant 203 difficulty or expense, when considered in light of the following 204 factors: 205 1. The nature, cost, and duration of the accommodation. 206 2. The overall financial resources of the employer. 207 3. The overall size of the business of the employer with 208 respect to the number of employees and the number, type, and 209 location of the employer’s facilities. 210 4. The effect on expenses and resources or any other 211 impacts of such accommodation upon the operation of the 212 employer. 213 (2) An employer may not take adverse personnel action 214 against an employee or a job applicant who is a qualified 215 patient using medical marijuana consistent with s. 381.986, 216 unless the position held by the employee or sought by the job 217 applicant is one involving safety-sensitive job duties. However, 218 an employer may take appropriate adverse personnel action 219 against any employee if the employer establishes by a 220 preponderance of the evidence that the lawful use of medical 221 marijuana is impairing the employee’s ability to perform his or 222 her job responsibilities. For purposes of this subsection, an 223 employer may consider an employee’s ability to perform his or 224 her job responsibilities to be impaired if the employee displays 225 specific articulable symptoms while working which decrease or 226 lessen the performance of his or her duties or tasks. 227 (3)(a) If an employer has a drug testing policy and an 228 employee or a job applicant tests positive for marijuana or its 229 metabolites, the employer must provide written notice within 5 230 business days after receipt of the positive test result to the 231 employee or job applicant of his or her right to provide an 232 explanation for the positive test result. 233 (b) Within 5 business days after receipt of the written 234 notice, the employee or job applicant may submit information to 235 an employer explaining or contesting the positive test result or 236 may request a confirmation test, as defined in s. 440.102, at 237 the expense of the employee or job applicant. 238 (c) An employee or a job applicant may submit a physician 239 certification for medical marijuana or a medical marijuana use 240 registry identification card as part of his or her explanation 241 for the positive test result. 242 (d) If an employee or a job applicant fails to provide a 243 satisfactory explanation for the positive test result, an 244 employer must verify the positive test result with a 245 confirmation test, at the expense of the employer, before the 246 employer may take adverse personnel action against the employee 247 or job applicant. 248 (4)(a) Notwithstanding s. 381.986(15), an employee or a job 249 applicant who has been the subject of an adverse personnel 250 action in violation of this section may institute a civil action 251 in a court of competent jurisdiction for relief as set forth in 252 paragraph (c) within 180 days after the alleged violation. 253 (b) An employee or a job applicant may not recover in any 254 action brought under this subsection if the adverse personnel 255 action was predicated upon a ground other than the employee’s or 256 job applicant’s exercise of a right protected by this section. 257 (c) In any action brought under this subsection, the court 258 may order any of the following: 259 1. An injunction restraining continued violation of this 260 section. 261 2. Reinstatement of the employee to the same position held 262 before the adverse personnel action, or to an equivalent 263 position. 264 3. Reinstatement of full fringe benefits and seniority 265 rights. 266 4. Compensation for lost wages, benefits, and other 267 remuneration. 268 5. Reasonable attorney fees and costs. 269 6. Any other compensatory damages allowable by general law. 270 (5) This section does not: 271 (a) Prohibit an employer from taking adverse personnel 272 action against an employee for the possession or use of a 273 controlled substance, as defined in s. 893.02, during normal 274 business hours or require an employer to commit any act that 275 would cause the employer to violate federal law or that would 276 result in the loss of a federal contract or federal funding; 277 (b) Require a government medical assistance program or 278 private health insurer to reimburse a person for costs 279 associated with the use of medical marijuana; or 280 (c)1. Require an employer to modify the job or working 281 conditions of a person who engages in the use of medical 282 marijuana based on the reasonable business purposes of the 283 employer. However, notwithstanding s. 381.986(15) and except as 284 provided in subparagraph 2., the employer must attempt to make 285 reasonable accommodations for the medical needs of an employee 286 who engages in the use of medical marijuana if the employee 287 holds a valid medical marijuana use identification card, unless 288 the employer can demonstrate that the accommodation would pose a 289 threat of harm or danger to persons or property, impose an undue 290 hardship on the employer, or prohibit an employee from 291 fulfilling his or her job responsibilities. 292 2. Prohibit a law enforcement agency from adopting policies 293 and procedures that preclude an employee from engaging in the 294 use of medical marijuana. 295 Section 3. This act shall take effect upon becoming a law.