$2.$ An employer has multiple locations in different states and conducts periodic drug testing. An employee tests positive for marijuana but says that he is taking the drug for medicinal purposes. What fact should HR determine first?

A$.$ Is the employee's work performance impaired?

B$.$ Does the state require reasonable accommodation for the medical use of marijuana?

C$.$ Does the employee handbook indicate the consequences for positive drug results?

D$.$ Does the positive result violate federal law?