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Recreational use of marijuana became legal in Oregon on July 1, 2015.

(The Associated Press)

Correction appended.

"It's legal, but..."

That was the subject line for an email from the city of Tigard about recreational marijuana use by employees.

"The rules that apply to the work place have not changed," wrote Dana Bennett, human resources director with the city. "As you already know, it is against policy to be at work under the influence of any controlled substance, whether alcohol, prescription medication or marijuana."

Employees at metro-area municipalities received similar reminders this past week. Most appear to be on the same footing with their drug use policies: Employees can smoke on their own time, but they can't come to work stoned.

"It's no different than coming to work intoxicated from alcohol," said Cornelius City Manager Rob Drake.

Employees who drive as part of their job or work in a safety-sensitive position are still prohibited from consuming or smoking marijuana at any time per federal law.

Here's a sample of what government agencies are telling their employees.

Portland:

According to the city of Portland's employee manual, the city views "illegal drug use and excessive use of legal drugs and alcohol as a threat to the public welfare and the health, safety and productivity of employees of the city."

Employees are prohibited from reporting to work under the influence of alcohol or drugs, and bringing such items to the workplace.

Portland Public Schools:

The school district has a zero tolerance policy in the workplace, school events, school-sponsored events and field trips. The policy does not apply to what district employees do on their personal time, said Christine Miles, PPS district spokeswoman.

Employees will likely be reminded of the policy when school starts up again in the fall.

TriMet:

At Oregon's largest transit agency, "nothing changes," said agency spokeswoman Mary Fetsch.

The agency recently sent a memo to its staff, including nearly 2,100 unionized rail operators, bus drivers, mechanics and other "safety-sensitive employees," standing firm with its prohibition.

Despite legalization, "our policy still prohibits the consumption of marijuana by any employee at any time for any purpose," the TriMet memo stated.

Among other things, the document notes that its position is in line with the U.S. Department of Transportation's ban on marijuana use by transit workers, even in states that have legalized the drug.

Fetsch wrote in an email that TriMet's drug policy "has nothing to do with federal funding or the risk of losing federal funding."

As the TriMet memo notes, the Department of Transportation doesn't allow a bus driver who has failed a drug test to get a pass because he or she legally used recreational pot.

"The possession and sale of marijuana on TriMet property is also banned," Fetsch said.

Washington County:

Washington County employees "are expected and required to report to work on time and in appropriate mental and physical condition for work," according to a letter sent out this week.

It added that violations of the county's drug-free workplace policy "will result in disciplinary action, up to and including termination, and may have legal consequences."

Multnomah County:

All Multnomah County employees are prohibited from being under the influence of intoxicants, including marijuana, while on duty or on County property. They also may not be absent from work because of using such products or rendering themselves unfit to perform their duties because of use.

Employees in "safety sensitive" positions, such as drivers and bridge operators, are subject to random testing under the federal standard, and there is no plan to change what positions are subject to random testing, wrote Julie Sullivan-Springhetti, spokesperson for Multnomah County, in an email to the Oregonian/OregonLive.

Multnomah County law enforcement-related units operate under a Zero Use policy due to cannabis remaining illegal under federal law, and there is no plan to change that standard, she said.

Safety sensitive and law enforcement-related positions generally require pre-employment drug tests.

"There is no plan to exclude cannabis from that pre-employment screening panel," said Springhetti.

Clackamas County:

Clackamas County employees were reminded that "all marijuana, including medical marijuana, remains illegal under federal law as a controlled substance," according to a letter signed by county Administrator Don Krupp.

It added that violations are cause for disciplinary action.

Hillsboro:

The city's Drug and Alcohol-Free Workplace Policy states "employees are expected and required to report to work on time and in appropriate mental and physical condition for work."

A reminder about the policy went out this week in an email from the city's Human Resources Director Robby Hammond.

"Specifically regarding marijuana, City of Hillsboro employees are not allowed to use marijuana while on duty, or be under the influence of marijuana while on duty," the email stated.

The policy adds that employees are prohibited from selling, possessing or consuming alcohol and any controlled substance (including marijuana) on city premises "while conducting city business off city premises."

Beaverton:

The new law does not change Oregon employment law or the city of Beaverton's employment policies.

The city's current the Drug Free Workplace/Substance Abuse policy states "no employee may use, possess, distribute, sell or be under the influence of, or impaired by, alcohol or illegal drugs while on city premises and while conducting business related activities during business hours off the city premises."

Forest Grove:

The city's human resources manager sent an email reminder to employees last month stating the legalization of recreational marijuana does not change the city's employment policy. It would still be a violation for city employees to possess, use, sell or be under the influence of marijuana while on duty or engaged in conducting city business - regardless of whether it is during business hours or on city property.

"Additionally, employees will still be subject to reasonable suspicion testing and random drug testing for those who have [a commercial drivers license]," wrote Brenda Camilli, Human Resources Manager for the city of Forest Grove.

Note: This post has been updated to include Multnomah County's employment policies.

Correction: TriMet's policy on marijuana use is not influenced by federal funding, as previously suggested.

-- Nuran Alteir

nalteir@oregonian.com

503-294-4028

@whatnuransaid

Laura Frazier, Theresa Myers, Wendy Owen, Joe Rose and Dana Tims contributed to this report.