Tag Archives: Medical Marijuana

Colorado Supreme Court Plays Debbie Downer for Medical Pot Users

The wait is finally over. Employers in Colorado – and in other states with similar lifestyle laws – can breathe a sigh of relief following a recent ruling by the Colorado Supreme Court. In Coats v. Dish Network, a quadriplegic employee who tested positive for marijuana during a random drug test challenged his discharge under … Continue reading this entry

Marijuana Card Saves Unemployment Benefits, Not Job

In the rapidly evolving interplay between federal and state employment laws, state medical marijuana laws, and employer policies seeking to maintain drug-free workplaces, an appellate court in Michigan has just concluded that while having a medical marijuana card cannot save your job with a private employer after a positive drug test (as concluded by a federal … Continue reading this entry

Is Chi-Town About to Become High-Town?

Medical marijuana legally blows into the Windy City and the rest of Illinois in 2014, are employers ready? The Compassionate Use of Medical Cannabis Pilot Program Act (the “Act”) takes effect on January 1, 2014, carrying with it implications for employers in Illinois who will now be faced with issues of employees who become “registered … Continue reading this entry

Job Protection for Medical Marijuana Use?

Employers are well advised to maintain some form of drug policy prohibiting employees from reporting to work/working under the influence of controlled substances and alcohol. Conditions on a private employer’s ability to perform drug testing depend on the state law applicable to its employees. Many states allow private employers to conduct random and reasonable suspicion … Continue reading this entry

Employers Continue to Struggle With Medical Marijuana Laws

Fourteen states and the District of Columbia have passed laws that, in one form or another, legalize the use of medical marijuana. Employers have a well-recognized interest in maintaining a drug-free workplace, and marijuana remains an illegal drug under federal law. Reconciling these competing concerns is made even more difficult, especially for national employers, by … Continue reading this entry