{"id":717,"date":"2021-08-26T16:21:04","date_gmt":"2021-08-26T16:21:04","guid":{"rendered":"http:\/\/CBMihgFodHRwczovL3d3dy5tb25kYXEuY29tL3VuaXRlZHN0YXRlcy9jYW5uYWJpcy1oZW1wLzExMDU3MzYvY29ubmVjdGljdXQtYmVjb21lcy10aGUtMjB0aC1qdXJpc2RpY3Rpb24tdG8tbGVnYWxpemUtcmVjcmVhdGlvbmFsLW1hcmlqdWFuYdIBAA"},"modified":"2021-08-26T16:21:04","modified_gmt":"2021-08-26T16:21:04","slug":"connecticut-becomes-the-20th-jurisdiction-to-legalize-recreational-marijuana-cannabis-hemp-united-states-mondaq-news-alerts","status":"publish","type":"post","link":"https:\/\/thcinct.com\/?p=717","title":{"rendered":"Connecticut Becomes The 20th Jurisdiction To Legalize Recreational Marijuana – Cannabis & Hemp – United States – Mondaq News Alerts"},"content":{"rendered":"
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Seyfarth Synopsis:<\/strong> In the first six
\nmonths of 2021, several states legalized marijuana for recreational
\nand medicinal purposes, including New York, New Jersey, Virginia,
\nand New Mexico.  States show no signs of slowing down.
\n On June 22, 2021, Connecticut Governor Ned Lamont signed a
\nbill that legalized recreational marijuana use by adults 21 years
\nand older.  Although provisions relating to possession are
\neffective now (as of July 1, 2021), the employment-related
\nprovisions are not effective until July 1, 2022.  Because the
\nnew law will prohibit many employers from taking certain actions in
\nthe absence of clear policies addressing marijuana use or evidence
\nof impairment, Connecticut employers that do not have written drug
\nand alcohol testing policies should consider developing them in the
\nnear future and those companies that have policies in place should
\nreview and, if necessary, revise their current drug and alcohol
\ntesting policies.  In addition, all employers should consider
\ntraining their managers on making reasonable suspicion
\ndeterminations.<\/em><\/p>\n

Can employers still maintain a drug and alcohol-free
\nworkplace?<\/strong><\/p>\n

Yes.  Employers do not have to tolerate employees being
\nunder the influence of marijuana while they are working and they
\nmay prohibit employees from using and possessing marijuana during
\nwork hours and while performing their job duties or on company
\npremises.  However, employers still must be mindful of the
\nstate law protections currently available to medical marijuana
\nusers including, among other things, not taking adverse action or
\notherwise discriminating against someone based solely on their
\nstatus as a qualifying medical marijuana patient or their
\npossession of medical marijuana.<\/p>\n

What rights do Connecticut employers have if they have a
\ndrug-free workplace policy?<\/strong><\/p>\n

If an employer has in place or implements a drug-free workplace
\npolicy that prohibits employee use or possession of marijuana and
\nsuch written policy is made available to employees prior to
\nenactment, the employer can take action against an employee who
\nuses recreational marijuana or tests positive for recreational
\nmarijuana as part of reasonable suspicion and random drug testing.
\n In the case of a job applicant, an employer can rescind an
\noffer or a conditional job offer if an applicant tests positive for
\nrecreational marijuana so long as the employer makes the policy
\navailable to the applicant at the time of offer.<\/p>\n

Does the law exempt any industries or
\npositions?<\/strong><\/p>\n

Connecticut’s law has more exemptions than typically are
\nseen in other recreational marijuana laws.<\/p>\n