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 one’s fellow employees, and may well constitute a safety risk. Also, some jobs are so sensitive that it may well be good public policy to require a zero tolerance policy towards all drug use. Certain jobs in the nuclear energy field, for example, or jobs in which an employee is working around nuclear weapons or flammable material fall into this category. Some risks are simply too great to allow even occasional drug use of any kind, whether it’s cannabis or alcohol.
But most jobs are not. They require a sober individual who can responsibly and safely perform their job. Whether they smoked a joint over the weekend, or even the night before, has no impact on the workers’ ability to perform their jobs in a safe and responsible manner.
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