Employers have the choice of whether or not to hire someone if they smoke marijuana. If a person has the legal right to possess and use marijuana, the workplace can still enforce its zero-tolerance policy on its employees and file a complaint. Employers also use zero tolerance policies "as a means of promoting workplace safety, productivity and employee health and as a safeguard against liability for the actions of an employee who may be impaired on the job." Some employers are trying to accommodate employees who need to smoke marijuana for medical purposes. Marijuana proponents argue that employers are required to accommodate employees with disabilities that can only be treated with medical marijuana. This argument is only valid if the employee in question can still function and function after using the medical marijuana prescribed to them. Marijuana proponents also claim that "other entirely legal drugs, many sold without a prescription, such as painkillers and antihistamines, can impair work ability, just like marijuana." » The Drug-Free Workplace Act allows for a certain amount of allowance. to employers on the way in which they exercise their mandate. This approach to the situation can save employers money without having to worry about drug testing employee expenses. To protect themselves from liability issues related to medical marijuana, these employers "should ensure