For many working individuals, adhering to a daily routine, including clocking in at their jobs, is an unavoidable part of life. It often involves toiling away throughout the day to make ends meet. Some may argue that the most satisfying aspect of the workday is when it concludes, allowing people to unwind and relax. Traditionally, this relaxation for many Americans involved a few beers, but an increasing number are turning to cannabis.
Despite this shift, cannabis users in the workforce often lack the same privileges and protection enjoyed by those who consume alcohol. Many workplaces, regardless of whether they are located in legal or prohibition states, continue to prohibit employee cannabis use.
Unfortunately, even in states where cannabis is legal for medical or recreational use, it continues to face a stigma within corporate America. Cannabis metabolism is poorly understood, with the issue of fat solubility complicating matters. This means that someone could use cannabis on a Tuesday evening, but still test positive for it a week or more later. This becomes problematic if the employee, even in a legal state, is involved in a workplace accident.
Many workers have faced unfair termination due to testing positive for THC, even when it doesn’t indicate impairment. Cannabis users argue that using cannabis after work doesn’t impact their job performance the next day, and scientific studies have supported this claim.
Some businesses have the discretion to set their drug testing policies, and not all employers in certain industries conduct frequent drug tests for cannabis use. However, corporations subject to federal safety standards must implement drug-free workplace policies, including pre-employment and random drug testing and post-accident testing. This can limit opportunities for cannabis users seeking alternative employment.
It’s important to note that drug testing for cannabis isn’t necessarily intended to discriminate against users but is often driven by federal laws. Alcohol, a legal substance, is subject to similar workplace restrictions, and impairment during work hours, whether from alcohol or cannabis, is generally not tolerated.
The challenge with cannabis lies in the absence of a reliable test to determine impairment, as opposed to mere past consumption. It is crucial for scientific advancements to align with evolving drug reform policies to prevent the unjust termination of employees who consume a plant their state deems legal. Simply testing positive for THC shouldn’t be a valid reason to dismiss an otherwise competent employee.
By FCCT Editorial Team freeslots dinogame telegram营销
, an independent military force, and allied militias in Sudan raped several dozen women and girls in West Darfur’s capital, El Geneina, and those fleeing to Chad between late April and late June 2023, Human Rights Watch said today. The assailants appear to have targeted people because of their Massalit ethnicity and, in some cases, because they were known activists.){kind=link}