Relating to admissibility of certain evidence against employers for employee use of THC.

HB 197 limits when courts can consider evidence of an employee's THC use in civil negligence lawsuits against employers. It prohibits admitting evidence of medical low-THC cannabis use (per Texas law) unless the employer knew about the use, knew the employee was intoxicated before the incident, and failed to intervene. For non-medical THC use, a positive test alone cannot be used as evidence unless the employer also proves the employee was intoxicated at the time of the incident. The law applies only to cases filed after its effective date (91 days post-legislative session).