“…Hospitality employers also need to be aware of potential violations of the Americans with Disabilities Act (ADA) associated with medical marijuana. Employers with facilities in states that allow medical marijuana use may need to provide a reasonable accommodation under the ADA for employees with a valid doctor’s authorization. 
For instance, the New York statute permitting medical marijuana use automatically classifies every individual who is considered a Certified Patient as disabled. Therefore, New York employers must engage in an interactive process with the employee to determine whether they need to provide the employee with a reasonable accommodation…”
Due to the ever changing laws surrounding the legality of marijuana, many of our hospitality clients have recently asked us whether it is lawful to terminate an employee who has tested positive for marijuana. The answer varies greatly depending on the state in which you are located.
States continue to pass legislation legalizing marijuana use for specific purposes. On July 5, 2014, New York became the twenty-first state along with the District of Columbia to legalize marijuana use for certain medical conditions—joining Alaska, Arizona, California, Connecticut, Delaware, Hawaii, Illinois, Maine, Maryland, Massachusetts, Michigan, Minnesota, Montana, Nevada, New Hampshire, New Jersey, New Mexico, New York, Oregon, Rhode Island, and Vermont. Two other states, Colorado and Washington, have legalized recreational marijuana use for individuals who are 21 years old or older, and Alaska and Oregon currently have similar legislation pending.
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Federal law makes an exception if the dog is out of control and its handler does not control it, or if the dog is not housebroken. However, that only means the pooch can be removed from the premises; the handler still is entitled to full accommodation…”
In the end, it is not only a hallmark of good business and an assurance for optimum guest experience but also a strategy for preserving the most precious of commodities—life…”