The bill, titled "Admissibility of Evidence Against Employer for Employee Use of THC," introduces a new chapter to the Civil Practice and Remedies Code, specifically Chapter 142B. This chapter outlines the conditions under which evidence related to an employee's use of low-THC cannabis or THC can be admitted in civil actions against employers. It defines key terms such as "employee," "intoxicated," "low-THC cannabis," and "THC." The bill stipulates that in cases alleging negligent hiring, training, supervising, or entrusting an employee, evidence of the employee's medical use of low-THC cannabis is inadmissible unless the employer was aware of the employee's use, knew the employee was intoxicated before the incident, and failed to intervene to prevent the resulting harm.

Additionally, the bill states that in civil actions or administrative proceedings where an employee's THC use is claimed to have caused harm, evidence of a positive THC test is not admissible unless there is sufficient evidence demonstrating that the employee was intoxicated at the time of the incident. The changes made by this Act will only apply to actions filed after its effective date, which is set for 91 days following the end of the legislative session.

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