Q The use of marijuana at work is a relatively new topic. Research on this is mixed: some studies show decreased productivity and more workplace accidents, some show the opposite, that use of marijuana is actually associated with reduced absenteeism and a decline in workplace injuries. While employers cannot discriminate against medical marijuana users, no law obligates employers to accept marijuana use or impairment on the job. Even in states where marijuana is legal, organizations may maintain zero-tolerance workplace policies and take appropriate action when an employee is high while on duty (even if they have a medical marijuana card). Consider this case: An employee in Arizona, who is a medical marijuana user, took a drug test triggered by an on-the-job injury and tested positive for pot. Though the screening took place two days after the injury, Walmart fired the employee, claiming that the test result indicated she was high when she was injured during her shift. She sued Walmart. Would the court side with her or the company?