In November, Councilmember Grosso sent a letter to the Department of Corrections to inquire about the Department’s policy and practices for drug and alcohol testing of employees. Specifically, the councilmember was interested in whether or not DOC was taking into account employees’ enrollment in medical marijuana programs as part of such testing.

“If an employee, for example, is undergoing treatment for cancer and is prescribed medical marijuana by a doctor to help with the side effects of treatment, it seems unreasonable and inappropriate that the employee would be penalized, or even subject to termination, because of seeking such medical care,” Grosso wrote.

After a delayed response, Director Quincy Booth laid out DOC’s practices and procedures and its adherence to District law. However, the response sidestepped a question specifically aimed at how DOC takes into account an employees enrollment in the medical marijuana program, instead focusing on how DOC complies, as other D.C. agencies do, with the impact of Initiative 71.

Initiative 71 dealt with recreational, not medical, marijuana.

The D.C. Department of Human Resources specifically sets out an exception for medical marijuana in District Personnel Manual Instruction No. 4-34, similar to exceptions for other prescription drugs

Councilmember Grosso will follow up with the Department of Corrections and the Committee on Judiciary and Public Safety to ensure District government employees in the medical marijuana program are treated equally to those who require other prescription drugs for medical purposes.

Read Councilmember Grosso’s letter and DOC’s responses below.