“All that is needed by Congress is the passage of a one line legislative fix to protect tens-of-thousands of American jobs in a supply chain that serves over three million medical marijuana patients.”
Commenting on the policy change, NORML Political Associate Tyler McFadden said: “Employment protections are critical to ensure that law-abiding adults are not unduly discriminated against in their efforts to be productive members of society solely because of their use of cannabis while off the job. This order provides clarity and guidance to employers and peace of mind to the employees who work in the District of Columbia.”
Democratic Gov. Steve Sisolak has signed legislation into law prohibiting certain employers from refusing to hire a worker because he or she tested positive for cannabis. The new law takes effect on January 1, 2020.
Members of the New York City Council approved a pair of municipal bills this week limiting situations where those seeking employment or on probation may be drug tested for the past use of cannabis.
State lawmakers have approved a series of bills reducing penalties for marijuana possession offenses and strengthening and expanding legal protections for medical cannabis patients.
Medical cannabis access programs are associated with year-over-year declines in fatal workplace accidents, according to data published online ahead of print in The International Journal of Drug Policy. Authors concluded, “This reduction may be the result of workers substituting marijuana in place of alcohol and other substances that can impair cognitive function and motor skills.”
Now that America has some form of legalization in 23 states and the District of Columbia, activists must reevaluate those state’s laws to refine the details of their legalization systems. There are three distinct areas in which cannabis laws need clarification and evolution: employment issues, child custody issues, and DUID charges. This week, I will discuss the important area of employment discrimination. First, let’s be clear: no one should go to work in an impaired condition, regardless of what drug is involved. It’s not fair to the employer or to […]