The proposed bill establishes the "Medical Marijuana Public Employee Protection Act," which aims to safeguard public employees who are qualified patients using medical marijuana from adverse personnel actions by their employers. Under the new law, public employers are prohibited from taking negative employment actions against employees or job applicants solely based on their medical marijuana use, provided they are qualified patients. However, exceptions exist if the employer can demonstrate that the employee's use of medical marijuana impairs their job performance. The bill also outlines the definitions of key terms, such as "adverse personnel action," "qualified patient," and "public employer," and mandates that employers notify employees of their rights regarding positive drug test results.

Additionally, the bill stipulates procedures for handling positive marijuana test results, including the requirement for employers to provide written notice to employees or applicants about their right to contest the results. If an employee fails to provide a satisfactory explanation for a positive test, the employer must verify the result with a confirmation test before taking any adverse action. The bill allows affected employees to pursue civil action for violations, seeking remedies such as reinstatement, compensation for lost wages, and attorney fees. Importantly, the legislation does not require employers to accommodate medical marijuana use if it poses a threat or undue hardship, nor does it mandate reimbursement for medical marijuana costs by health insurers.