Nevada’s laws provide limited protections for patients, but they stop short of guaranteeing job security:
Reasonable accommodations: Employers must try to accommodate medical marijuana use outside of work, but they are not required to allow use or impairment on the job.
Drug-free workplace policies: Employers can enforce drug-free rules. If you test positive, they may discipline or terminate you, especially in safety-sensitive positions.
Hiring protections (AB 132): Since 2020, employers cannot refuse to hire someone solely because of a positive cannabis test during pre-employment screening. However, this protection does not apply to firefighters, EMTs, or jobs requiring federal compliance.
Court rulings: The Nevada Supreme Court has confirmed that employees may sue if an employer fails to provide reasonable accommodations for medical marijuana use outside of work. Still, this does not prevent termination if workplace policies are violated.
Federal conflicts: Because cannabis remains illegal federally, employers bound by federal law (transportation, defense contractors, etc.) can prohibit cannabis use entirely.
Holding a Nevada medical marijuana card protects you from being denied a job solely for being a patient, but it does not protect you from being fired if you test positive for cannabis or violate workplace drug policies. Employers retain broad discretion, especially in safety-sensitive or federally regulated roles.