#61
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Good conversation with allot of good points. When I started in the workforce nobody tested for MJ. And it was socially acceptable to have a couple of beers at lunch. Or drinks for that matter. Even when you had lunch with the boss. Nobody cared. How things have changed. I think it all started down hill when they stopped having daytime baseball games.
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Waterloo WL-S, K & K mini Waterloo WL-S Deluxe, K & K mini Iris OG, 12 fret, slot head, K & K mini Follow The Yellow Brick Road |
#62
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It will be legal to use cannabis and grow it in Canada in less than one month, Oct 17 is the date.
Already it has been made clear that if any of the following apply you will probably be denied permission to enter the US, even for business. 1. Take MMJ as prescription and admit to it (?!!!) 2. Admit to even trying it once. 3. Admit to owning shares in an MMJ company. 4. Admit to working in a legal dispensary. 5. Have admitted to it on social media, any time in the past. |
#63
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Can they fire you for taking morphine for pain at night? It's weird what rights we can and cannot sign away. Personally, I don't think any of these are written in the sky as it were.
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Website: http://www.buzzardwhiskey.com Last edited by Basalt Beach; 09-25-2018 at 08:49 PM. Reason: Political commentary |
#64
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1950 Martin 00-18 RainSong Concert Hybrid Orchestra Model 12 Fret Eastman E20OOSS. Strandberg Boden Original 6 Eastman T185MX G&L ASAT Classic USA Butterscotch Blonde Rickenbacher Lap Steel Voyage-Air VAD-2 Martin SW00-DB Machiche 1968 Guild F-112 Taylor 322e 12 Fret V Class |
#65
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I thought we were talking about illegal drugs with regard to workplace policies, not doctor-prescribed... But if your job requires you to not be taking any strong medications, and you agreed to that, then it seems pretty clear to me. If something changes in your health, it could very well be that your job might be in jeopardy depending on the nature of your job and health condition.
Last edited by jhmulkey; 09-26-2018 at 11:57 AM. |
#66
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#67
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#68
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I had to go to a doctor to get an approval to even request a card. Once approved by a certified doctor, I had to pay a $50 fee and register myself with the state of Mass. I then had to wait 2 weeks for my card to show up in the mail. The card is good for one year, then I’ll need to go through the process of renewal. All totally legal of course. |
#69
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I know. Therefore, I'm saying unless the employer specifically prohibits that employees be on such medication, then I don't see how it could be an issue. I would interpret drug-free to mean employees not using drugs in an illegal manner, not employees taking prescribed medication.
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If I took anything that impaired my function and put myself, co-workers or company property at risk I was required to report that to my supervisor and would not be allowed to work. Policy was safety first and reducing company liability right behind it.
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#71
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I believe any private business should have the right to protect itself and it's employees. Whether pot is legal or illegal, it is still a drug and if an employer chooses not to hire or retain employees with THC in their system, that's it.
In the real world, the labor pool of blu-collar non users is very small. My daughter is an HR Manager with a warehouse location in Oregon. The company policy is "no marijuana". Try to find employable labor. Pretty much impossible.
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#72
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Water soluble drugs (read heroin, methamphetamine, cocaine, opioids) are out of your system (so far as a UA will detect) after 48 hours, sometimes less. THC is fat soluble. It can still be detected for +- 60 days. When I was working for Child Protective Services we called a UA a pot test because that was all we were likely to catch. Hair follicle tests are much more accurate (and much more expensive).
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Epiphone Masterbilt Hummingbird Epiphone Masterbilt AJ-500RENS Teach us what ways have light, what gifts have worth. Edna St. Vincent Millay Last edited by Kerbie; 09-27-2018 at 11:50 AM. Reason: Fixed quote |
#73
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And certainly a no marijuana use policy (in the context of getting stoned while at work), is perfectly viable and reasonable, just like a no alcohol use at work policy . That is not the question posed in the OP The question and discussion is about medical use and or being fired for a positive test even if the person is not "Stoned at work " and thus not a threat to a company protecting itself.
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Enjoy the Journey.... Kev... KevWind at Soundcloud KevWind at YouYube https://www.youtube.com/playlist?lis...EZxkPKyieOTgRD System : Studio system Avid Carbon interface , PT Ultimate 2023.12 -Mid 2020 iMac 27" 3.8GHz 8-core i7 10th Gen ,, Ventura 13.2.1 Mobile MBP M1 Pro , PT Ultimate 2023.12 Sonoma 14.4 |
#74
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I have definite opinions about legalization but I will not express them here. Besides, that's against AGF rules.
But speaking as someone who's defended a couple of DUI cases where the "impairment" substance (in IL, it's "DUI" meaning "driving under the influence," not "DWI" or "driving while intoxicated") was marijuana, I can say that THC can be detected in blood or urine up to 28 days after exposure to marijuana. In reality, a person can be absolutely sober when tested (not under the influence of anything but food, water & oxygen) yet test positive after having toked four weeks earlier. Sadly, "reality" does not have any bearing on "evidence" a judge can consider in a court of law--because current state statutes neither compel nor even allow a judge to take that particular "reality" into account when either deciding guilt or innocence or imposing sentence. Extrapolating from that, it would therefore be permissible for an employer to hold to a zero-tolerance policy for urine levels of a particular substance, even if such levels do not indicate recent enough use. An ADA suit would also not be successful, because while an employer cannot discriminate against someone with a disability or a disabling disease (so long as the condition doesn't prevent performance of job duties), it can impose rules against employee use of particular treatments for such a condition. I'm not your lawyer (I'm retired anyway), but if it were me? If they don't ask and they don't test, don't tell. But to be on the safe side, try to take other more conventional treatments. It's also a legal minefield to take advantage of legitimately holding an MMJ permit by using pot for recreational purposes even when not suffering symptoms of one's "qualifying medical condition."
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Sandy http://www.sandyandina.com ------------------------- Gramann Rapahannock, 7 Taylors, 4 Martins, 2 Gibsons, 2 V-A, Larrivee Parlour, Gretsch Way Out West, Fender P-J Bass & Mustang, Danelectro U2, Peavey fretless bass, 8 dulcimers, 2 autoharps, 2 banjos, 2 mandolins, 3 ukes I cried because I had no shoes.....but then I realized I won’t get blisters. |
#75
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https://www.bostonglobe.com/business/2017/07/17/sjc-rules-mass-companies-can-fire-workers-just-because-they-use-medical-marijuana/nxPMEGF0uzbjawXeCkA35J/story.html Here are the opening paragraphs Massachusetts companies cannot fire employees who have a prescription for medical marijuana simply because they use the drug, the state’s highest court ruled Monday, rejecting employers’ arguments that they could summarily enforce strict no-drug policies against such patients. Supreme Judicial Court Chief Justice Ralph D. Gants said a California sales and marketing firm discriminated against an employee of its Massachusetts operation who uses marijuana to treat Crohn’s disease when it fired her for flunking a drug test.
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Enjoy the Journey.... Kev... KevWind at Soundcloud KevWind at YouYube https://www.youtube.com/playlist?lis...EZxkPKyieOTgRD System : Studio system Avid Carbon interface , PT Ultimate 2023.12 -Mid 2020 iMac 27" 3.8GHz 8-core i7 10th Gen ,, Ventura 13.2.1 Mobile MBP M1 Pro , PT Ultimate 2023.12 Sonoma 14.4 Last edited by KevWind; 09-28-2018 at 09:52 AM. |