As time goes on, more individuals have come to accept marijuana as less of a hard drug and more as a product akin to cigarettes or alcohol. However, there is still a legal conflict between using marijuana and the potential illegality of this act. Some states have permitted the use of marijuana for recreational purposes while others only permit its legal use for medicinal purposes. Still other states continue to outlaw its use completely and it is still considered a drug under federal law.

Due to the differing treatments of marijuana, there are several ways that people and groups may decide to handle this issue. Individuals and groups may choose to make provisions related to the use of this substance as part of rental agreements. By having clearly laid out agreements, the parties can share their viewpoints on the use of this substances, establish safe parameters and discuss penalties for any violations.

Another context where the use of this substance may come into play is in the employment context. Employers may provide specific guidelines related to the use of this substance, whether this substance will be tested during drug assessments and whether there are any restrictions as to the use of this substance. One particular concern that employers may have is whether individuals partaking in this substance may be impaired when they are driving or otherwise conducting more dangerous activities for their employers that may expose them to liability. Clear agreements that set out the employer’s expectations and policies related to the use of this substance may provide clarity in these situations.

Individuals and groups who want to negotiate agreements related to the use or prohibition of this substance may decide to do so through mediation. If they are subject to penalty, mediation or arbitration may be able to help discern whether the policies were correctly followed and applied.