As cannabis becomes more acceptable across the U.S map, employers and employees are faced with different obstacles. If you take THC pills are you in the clear? If you are taking cannabis meds, will this effect employment?
If a company spends $5 MILLION DOLLARS in backing a Cannabis bill to create sales tax and reform cannabis, are they going to eventually grow cannabis. Are they going to start implementing cannabis facts and awareness to their employees? Nobody spends frivolously on cannabis. You want a return and you want to be seen in a certain light. Maybe not the line light, just the LED's. So who put millions into reform for cannabis? Who is advocating hard for legalization at a federal level? Well Amazon baby! Who's ready for some Amazon weed. Better have a Prime Membership to get ya weed fresh and sticky! All jokes with online orders but on a serious note, Amazon had this to say about legalizing cannabis, the workplace and where they stand- "publicly available national data indicates that pre-employment marijuana testing disproportionately impacts people of color and acts as a barrier to employment." Read more on their June blog on Amazon's Cannabis Reform!
Amazon is said to have advocated for drivers to inform others they will not be testing for cannabis for the pre-screening hire process. They are actively pursuing cannabis users to work for them. Is their another job like this? Apple, Microsoft, Dollar General, and a few other spots don't drug tests but they are also not dumping piles of money into Cannabis.
Is terminating a hard working employee that smells like weed that important?
- It is discriminatory and unfair to punish someone for using a substance that is legal in many states for medical or recreational purposes.
- The smell of cannabis is not necessarily an indication of impairment or intoxication, and therefore may not be a legitimate reason to terminate employment.
- Cannabis can be used for a variety of medical purposes, including pain relief and management of chronic conditions, and it may be necessary for an employee to use it during the workday.
- A positive drug test is a more reliable indicator of cannabis use and impairment than the smell alone.
- The smell of cannabis can linger on clothing and hair, and may not necessarily indicate recent use or impairment.
- Firing someone based solely on the smell of cannabis could result in legal action and negative publicity for the employer.
- It may violate the Americans with Disabilities Act (ADA) if the employee is using cannabis for a medical condition.
- Firing someone for cannabis use could contribute to the stigma surrounding mental health and substance use disorders.
- It may be a violation of state laws that protect employees from discrimination based on lawful off-duty conduct.
- Firing an employee for using cannabis could result in a loss of valuable talent and expertise, which could harm the business.
- It may be difficult to find replacement employees with the same level of experience or qualifications.
- Firing an employee for using cannabis could damage morale and harm the company's reputation among employees and the public.
- The use of cannabis may be legal in the state where the employee lives or works, making termination of employment for this reason unjustified.
- Cannabis use may be part of an employee's cultural or religious practices, and firing them for it could violate their rights.
- Firing an employee for using cannabis could be seen as inconsistent with other workplace policies, such as those that permit alcohol use.
- Employers should focus on performance and conduct rather than personal choices and lifestyle habits.
- It may be more productive to provide education and resources to employees regarding responsible cannabis use, rather than punishing them for it.
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