The entire issue is complicated by the confusion among human resources managers. These managers are not sure whether random drug testing of their employees would amount to discrimination under the ADA. They are also not sure whether they could question candidates for job on use of marijuana. Further, they do not know whether they should accommodate offsite use or after-hours use of medical marijuana. Such uses could lead to the employees testing positive for Drug In The Workplace, though there had been no consumption of marijuana in the work site.

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