Information contained in this publication is intended for informational purposes only and does not constitute legal advice or opinion, nor is it a substitute for the professional judgment of an attorney.
On April 14, the Oregon Supreme Court ruled that Oregon’s disability discrimination law did not require an employer to accommodate an employee who admitted the use of medical marijuana and sought accommodation based upon it. The court rejected the argument of Oregon’s Bureau of Labor and Industries (BOLI) that an otherwise disabled employee who was compliant with Oregon’s Medical Marijuana Act, Oregon Revised Statutes section 475.300 et seq. (OMMA), was entitled to reasonable accommodation. Continue reading about this ruling on Littler's Workplace Privacy Counsel blog.