Flexibility Scenario you completed your application, Jenny, the person “Have sir?” asks in charge of getting all job applications to the HR department. The small tech firm she works for is hiring a new administrative assistant. here it replies like to ask, what are your “Yes, is,” Bill. “Also, I’d policies on medical marijuana use, since, after all, we live in a state that has legalized it?” not sure we have any policies. We drug test because we “I’m don’t have any safety-sensitive positions. We federal or don’t don’t get other public dollars. I guess our policy is show up to work ‘don’t says half-casually. high!’” Jenny I have chronic headaches, and marijuana is what I like to use “Well, to get I never smoke it, so there is no public relief,” Bill asserts. “But hazard. I also have excellent references from previous employers.” says Jenny for your application. We “Oh. Okay,” nervously. “Thanks will get back to you later.” Bill leaves and Jenny takes the application to her bosses. She informs them of her conversation. The committee immediately a guy who wants to come dismisses Bill’s application. “We can’t hire to work with a marijuana brownie. That is not good for productivity or even safety in our small, cramped offices. Jenny, tell Bill thank you but we chose someone else.” Jenny calls Bill with the news. Clearly disappointed, Bill says, is “This because of my marijuana use, Jenny says she has no idea isn’t it?” why his application was rejected. be hearing from my lawyer. State law protects employees “You’ll from discrimination based on medical marijuana says Bill use,” angrily as he hangs up the phone.
Flexibility Scenario “Have you completed your application, sir?” asks Jenny, the person in charge of getting all job applications to the HR department. The small tech firm she works for is hiring a new administrative assistant. “Yes, here it is,” replies Bill. “Also, I’d like to ask, what are your policies on medical marijuana use, since, after all, we live in a state that has legalized it?” “I’m not sure we have any policies. We don’t drug test because we don’t have any safety-sensitive positions. We don’t get federal or other public dollars. I guess our policy is ‘don’t show up to work high!’” Jenny says half-casually. “Well, I have chronic headaches, and marijuana is what I like to use to get relief,” Bill asserts. “But I never smoke it, so there is no public hazard. I also have excellent references from previous employers.” “Oh. Okay,” says Jenny nervously. “Thanks for your application. We will get back to you later.” Bill leaves and Jenny takes the application to her bosses. She informs them of her conversation. The committee immediately dismisses Bill’s application. “We can’t hire a guy who wants to come to work with a marijuana brownie. That is not good for productivity or even safety in our small, cramped offices. Jenny, tell Bill thank you but we chose someone else.” Jenny calls Bill with the news. Clearly disappointed, Bill says, “This is because of my marijuana use, isn’t it?” Jenny says she has no idea why his application was rejected. “You’ll be hearing from my lawyer. State law protects employees from discrimination based on medical marijuana use,” says Bill angrily as he hangs up the phone.
What_Will_Legal_Marijuana_Cost_Employers-Complete-1-2015.docx