A technology company in California, a state that has legalized the use of medical marijuana, currently gives all newly hired employees a preemployment urine drug test. A failure to pass the drug test is grounds for canceling the job offer to an incoming employee. In a tight labor market, the drug test at the technology company has resulted in rejecting many otherwise qualified technical employees who failed the drug test, so it now takes a greater amount of time to fill job vacancies than desired. How should HR revise the preemployment drug test policy to let the company hire good employees who may have a health-related reason to use medical marijuana but are not abusing drugs nor using them at the workplace?