An HR manager works at a company in a state that recently legalized the use of marijuana for medical purposes. The company restricts the use of drug testing to employees on a probable cause basis, and tests are given to employees only when they have accidents, engage in unsafe job behavior, or show signs of impaired judgment. Assuming the HR manager wants to avoid discriminating against employees with medical conditions who are legitimate cardholders for the use of medical marijuana, what type of accommodations can be made for this group of employees?