Restore workplace rights
In November 1998, voters in Washington said “yes” to the medicinal use of marijuana to treat such ailments and chronic illnesses as cancer, HIV, glaucoma and epilepsy. In 2011 the courts decided to place employer rights over individual rights for those whose lives benefit from marijuana’s medical properties, as The Spokesman-Review reported in “Employers can fire workers for using medical marijuana” (June 10).
Not only does this highlight the double standard of medical marijuana to that of other “acceptable” medicines taken while at the workplace, but it is a clear reminder that when you cross the threshold into the private workplace you have no constitutional rights protections. In this case your 14th Amendment equal protection rights don’t exist.
This wasn’t always true. It’s time we did something about it. The Community Bill of Rights for Spokane would guarantee certain workplace protections to shield employees from this type of action. Vote “yes” for the Community Bill of Rights come November.
Nastassja Noell
Cheney According to the American Lung Association, marijuana smoke contains a higher amount of carcinogens than tobacco smoke and over time its use can lead to cognitive impairment and organ damage. Finding safer alternatives to medical marijuana is vital to help treat symptoms without harming the body.
A report published in the “British Medical Journal” that reviewed nine trials that compared marijuana with other pain medications found that marijuana was no more effective than codeine in controlling acute, chronic, or cancer pain.
Read more: http://www.livestrong.com/article/202632-medical-marijuana-alternatives/#ixzz1Q6j15q9O At present, there is a medication called Marinol that has the active ingredient found in the marijuana plant called tetrahydrocannabinol (also called “THC.”) When Marinol® is prescribed, it is usually for patients who have problems with cancer related anorexia and/or nausea. Another novel product was recently released in England that is a spray that is made from marijuana that can be applied to the oral mucosa (outer gums of the mouth) and has a quick onset like smoked marijuana without the smoke exposure.
http://www.painrelief.plazadiscounts.com/page19.html
richard on June 23 at 8:28 a.m.
So what are they drinking out in Cheney? ha, ha, ha. Another 19 year student? “. . . but it is a clear reminder that when you cross the threshold in to the private workplace you have no constitutional rights … “ ha, ha, ha.
Employee Rights Drug Testing - News
"I am confident that the drug testing called for in the order is consistent with the Constitution, with the government's rights as an employer, and sensible practice, to ensure [a] safe, effective, productive, and fiscally accountable workforce," he
Secondly, it really is NOT hard to pass a drug screening. If someone cannot clean themselves up for a couple weeks to pass the test they probably would not make a very good employee anyways. However, in the case of MM, that would be rendered a moot
Scott's memo was obtained and released to the media by the ACLU, which sued last month to block the blanket testing. The governor had signed the order for so-called "suspicion-less" drug tests – so termed because all state employees would be subject to
The state already has the power to test employees if they suspect drug abuse, but this order could apply to state employees regardless of suspicions. "This is a governor who is willing to use the power of government to intrude upon your rights in
In court documents, the company said its contract with Sprint required drug testing and makes no exception for medical marijuana. Michael Subit, Roe's attorney, said the law needs to be modified to protect employees' right to use medical marijuana
Drug Testing in Colorado | Drugs and mental health
Drug testing in Colorado is controversial, just as it is all over the United States. It’s a fact that employers lose productive time, money, and have many concerns if employees use drugs or alcohol. On the other hand, every citizen in the country has constitutional rights that cannot be ignored. Here is where the controversy begins – employers versus workers. How can an employer protect his business and income while still respecting the rights of his employees? The Boulder Revised Code is very specific on the procedures employers must follow when requesting drug testing in Colorado.
According to the code, employers have the right to prohibit drug use, including possession of, or trafficking in, drugs on the employer’s property or during work hours. The law mandates fair treatment of employees. In other words, if there is reasonable suspicion that an employee is under the influence of alcohol or drugs, drug testing can be mandated. An employer cannot just pick and choose employees that are not his favorites and single them out for drug testing in Colorado. A wise employer will document behavior, body smell for alcohol, and other symptoms very carefully. In many cases, an employer is safer to require all employees to undergo drug testing than to single out one or two if strong evidence is not present. Testing may only be to discover whether or not drugs or alcohol are present in the system, and if any other medical information is discovered accidentally, it is not allowed to be revealed to the employer. Violation of these procedures can result in a fine, jail time, or both a fine and jail time. An employee may be placed on leave or fired if drugs are found in his or her system.
Certainly, drug use among workers is a very serious problem, and drug testing in Colorado is a right of every employer. Around 20 million Americans were current illicit drug users according to a 2007 survey published by the Substance Abuse and Mental Health Services Administration, Office of Applied Studies (2008). Many of these individuals hold jobs, and small businesses are especially affected by drug and alcohol abuse. Studies show that “Around nine in ten full-time workers with alcohol or illicit drug dependence or abuse work for small and medium size firms” (Larson, Eyerman, Foster, and Gfroerer, 2007). Small businesses may not require drug testing in Colorado whereas medium and large size companies do.
The majority of employees in America do not use drugs or alcohol, especially while they are at work. This is where a violation of a worker’s constitutional rights could occur if the person is singled out unfairly, or without enough documented evidence, for drug testing in Colorado or in any state. Many people believe that workers should be judged on whether or not they do their job sufficiently, not if they have drugs in their system.
Employee Rights Drug Testing - Bookshelf
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