{"id":1799,"date":"2021-10-15T14:06:20","date_gmt":"2021-10-15T14:06:20","guid":{"rendered":"http:\/\/CBMiZ2h0dHBzOi8vd3d3Lm1pZGRsZXRvd25wcmVzcy5jb20vYnVzaW5lc3MvYXJ0aWNsZS9Ub2RheS1zLUJ1c2luZXNzLUhpZ2gtdGltZXMtaW4tdGhlLW9mZmljZS0xNjUyNDI2Mi5waHDSAQA"},"modified":"2021-10-15T14:06:20","modified_gmt":"2021-10-15T14:06:20","slug":"todays-business-high-times-in-the-office-not-so-fast-middletown-press","status":"publish","type":"post","link":"https:\/\/thcinct.com\/?p=1799","title":{"rendered":"Today’s Business: High times in the office – not so fast – Middletown Press"},"content":{"rendered":"
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Recreational use of cannabis may now be legal for adults but that doesn\u2019t mean you can get high at work.<\/p>\n

While the state law prohibits employers from termination or otherwise taking adverse action against employees for their recreational marijuana use, the law does carve out a number of protections for employers to ensure the safety of their workplaces.<\/p>\n

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Legalization in Connecticut was effective July 1. Now, months into the law, many employers are still confused and concerned about the prospect of employees entering the workplace high.<\/p>\n

First, it is important to note that the law does not require an employer to allow employees to use marijuana while performing their duties or even to possess cannabis products on the employer\u2019s premises. It also allows an employer to implement a policy prohibiting the use of marijuana by an employee \u2014 even outside of work \u2014 as long as the policy is in writing and made available to all employees.<\/p>\n

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Adverse action, including termination, can be taken against an employee for using cannabis outside of the workplace if it is done pursuant to a written policy.<\/p>\n

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While the law prohibits against refusing to hire or terminating an employee for testing positive for marijuana use, if an employer has a policy against marijuana use and notifies the employee that they are subject to random drug testing for cannabis, it can conduct random drug testing and terminate an employee for prohibited use.<\/p>\n

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It may also rescind an offer of conditional employment to a prospective employee if that person tests positive for cannabis in violation of the policy. An employer may also test for marijuana use if it \u201creasonably suspects\u201d an employee used cannabis or if the employee has visible signs of drug impairment while working that decreases or lessens the employee\u2019s work performance.<\/p>\n

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You can\u2019t go to work high just as you can\u2019t go to work drunk.<\/p>\n