You might think that smoking pot on the job as a state employee would be justifiable grounds to get you fired.
A no-brainer, right?
(Let’s save a discussion for eating brownies and swearing at your cat for another blog post.)
After all, even the Connecticut Supreme Court is stating that the “statutory, regulatory and
With all the talk about the state’s implementation of medical marijuana laws, it’s easy to wonder what impact those laws will have on terminating employees who use marijuana on the job.
One recent Superior Court decision gave a pretty clear answer for state employees: None. In other words, for employers: Fire Away.
That, of course,
The news this week that Connecticut has given its approval to four medical marijuana growers in Simsbury, West Haven, Portland, and Watertown, inches the state that much closer to full implementation of the medical marijuana law that was passed in 2012.
The state also reported that over 1600 individuals in Connecticut have been certified by
It’s been nearly two months since Connecticut’s “medical marijuana” law became effective. Yet many employers have been blissfully ignorant about what the law provides, perhaps because Connecticut does not yet have a home-grown supply of marijuana and the registration process is just beginning.
But because of the law’s appeal, I would expect the impact
Back from Memorial Day weekend, there’s plenty of employment law news that I haven’t had time to write about. So here’s a brief recap of some recent items that may be of interest to employers:
The General Assembly over the weekend passed a comprehensive bill that permits individuals to use marijuana for palliative purposes. The bill is expected to be signed by the Governor this month.
Besides just permitting individuals to use marijuana, it has several important provisions that
Last week, the General Assembly approved of reduced penalties for people caught with relatively small amounts of marijuana in their possession. Notice the use in the title of the word “decriminalize”; that is a different term than “legalize”.
This raises the obvious question: Can employers