The Government Operations and Fiscal Policy Committee of Prince George's County convened on June 10, 2025, to address critical issues surrounding the hiring processes for police and fire department applicants, particularly in relation to cannabis use. The meeting highlighted ongoing challenges and legislative updates that impact recruitment and certification timelines.

The discussion began with concerns about the lengthy certification process for new recruits, which can exceed 12 months. Committee members noted that other jurisdictions have streamlined their processes, allowing applicants to progress even if they had disclosed recent cannabis use. This raised questions about why Prince George's County was lagging behind in adopting similar practices.

Anne Koshy from the Office of Law clarified that the current regulations require a 12-month wait from the last use of cannabis before an applicant can be certified. This has led to frustrations as applicants who might otherwise qualify are disqualified due to the timing of their application submissions. The committee discussed the implications of this policy, particularly in light of recent legislation (CB 90) that aimed to remove questions about cannabis use from initial applications.

Fire Chief Green confirmed that the fire department had corrected its application process to comply with the new law, eliminating questions about past cannabis use. However, he noted that the background check process still includes inquiries about drug use, which could lead to disqualification based on recent usage. This distinction between the application and background check processes was a focal point of the discussion, as committee members expressed concern that the changes may not sufficiently address the barriers faced by potential recruits.

The committee emphasized the need for transparency and flexibility in the hiring process, particularly for younger applicants who may have made past decisions regarding cannabis use. Members voiced the urgency of addressing staffing shortages in the fire department and the importance of not allowing past legal cannabis use to hinder recruitment efforts.

In conclusion, the meeting underscored the complexities of aligning local hiring practices with evolving state laws regarding cannabis use. The committee agreed to continue exploring solutions that would facilitate a more inclusive recruitment process while ensuring compliance with legal standards. Further discussions and potential amendments to existing policies are expected in future meetings as the county seeks to enhance its workforce in public safety.