NOT A REQUEST FOR LEGAL ADVICE. I'm not working for, nor applying to work for a company that drug tests. This is something I just started idly pondering while sitting in my HR-mandated ADA refresher, so I'm curious if there's any interesting law that's happened out there lately.

With a number of states having medical marijuana, including prescriptions for long-term pain or other disabilities, I'm wondering if any cases have been brought citing mj as "reasonable accommodation" for a disability under the ADA (throwing a drug test out) or otherwise pitting drug-testing against prohibitions on using medical history for hiring purposes?