I am neither agreeing nor disagreeing with your statement, but I have a question. (I have a strategic reason for remaining neutral.)
Should employer penalties attached to employee actions under the influence of cannabis be relaxed if it becomes legal?
Should employer penalties attached to employee actions under the influence of cannabis be relaxed if it becomes legal?
My daughter told me a funny story when they legalized marijuana in Washington state. She lived there. She said that the day the vote passed, people everywhere were celebrating by getting stoned. The next day, a lot of employers did random drug testing and got rid of a lot of people that would have otherwise been difficult to terminate. It’s still illegal, federally. :)