The MMCA doesn’t require employers to allow medicinal cannabis use, even for medical purposes. Employers can still make decisions regarding hiring, firing, or other actions based on cannabis use, regardless of impairment. While some companies may show leniency towards employees with Registry ID cards for medical cannabis, they should also consider the FMLA and ADA regulations. Understanding what qualifies as a “debilitating medical condition” under the MMCA is crucial, as it may align with conditions covered by the FMLA or ADA. It’s recommended to communicate openly with your employer about your medical cannabis use to ensure clarity and compliance.