The dangers of Marijuana still exist! Many do not know that marijuana can kill… your career. Even if you live a state, such as Colorado or California, where marijuana is legal, your employee handbook has the final say. This could mean that if you enjoy a joint or a hit from your favorite dry herb vaporizer at a weekend barbecue or a puff after work, you may still be in jeopardy of losing your job.
What if I possess weed, but don’t smoke it
As an avid smoker, I have coined the term professional pot-head. Which means as the term suggests, that I smoke cannabis in my state, where it is legal, but I do it responsibly. Mainly on weekends, but also never before work or driving. However because of my prefered method of relaxation it is still very possible to lose your job.
In states where cannabis may be legal, it is still frowned upon in the workplace. For example, Pete Holmes is a Seattle attorney who actually supported Initiative 502. Initiative 502 is a law that legalized the sale of marijuana to adults, 21 and older in Washington. When the first pot store opened in Washington, Holmes was sure to be first in line to grab a bag before work. Though he claims the bag was never opened, he had violated company “drug-free” policy. In an apology to the city employees he willingly donated $3,000 to the Downtown Emergency Service Center.
Do you still have to take a drug test?
Alcohol is very different than marijuana. It affects the body differently and will stay in your system for much longer. Therefore the lines blur when testing it comes to testing. In fact, the increasing need for a device which can test the level of marijuana intoxication is in the works. This would provide employers a clear way of deciding whether an employee is slacking off at work.
Michael Boyer, was seen on television as the first Spokane resident to legally buy marijuana. This event went viral and moments later, TrueBlue Labor Ready, required that he take a drug test. When he declined, he was immediately terminated. Later that week a company representative offered Boyer his job back explaining that because Boyer had taken Tuesday off, he would have not been under the influence while at work.
Future of Marijuana
It is obvious that the distinction between recreational marijuana use and vocational abuse need to be set in stone otherwise more issues like these will arise. When partaking in the joys of marijuana, keep in mind that the rules of your employers are still in place and there are no legal protections set in place that’ll prevent you from potential termination. Until these laws are met, be sure to follow the rules and guidelines that your employee handbook has outlined.
Connecticut State Law
Unless required by federal law or required to obtain federal funding:
(1) No school may refuse to enroll any person or discriminate against any student solely on the basis of such person’s or student’s status as a qualifying patient or primary caregiver under sections 21a-408 to 21a-408n, inclusive;
(2) No landlord may refuse to rent a dwelling unit to a person or take action against a tenant solely on the basis of such person’s or tenant’s status as a qualifying patient or primary caregiver under sections 21a-408 to 21a-408n, inclusive; and
(3) No employer may refuse to hire a person or may discharge, penalize or threaten an employee solely on the basis of such person’s or employee’s status as a qualifying patient or primary caregiver under sections 21a-408 to 21a-408n, inclusive. Nothing in this subdivision shall restrict an employer’s ability to prohibit the use of intoxicating substances during work hours or restrict an employer’s ability to discipline an employee for being under the influence of intoxicating substances during work hours.
Source: Palliative Use of Marijuana
