Marijuana on the job

[ddbackhoe]

The new trial and error problem, how do you cope with employees that now can get �edical marijuana cards. We have a zero tolerance policy in place, but not sure how much longer that will be enforceable. Read an interesting article today on the topic, what are your thoughts/opinions. Letting employees/staff get high or drunk on a construction site is not the acceptable answer.
Don’t Let Your Business Go Up in Smoke

 

[Diggin It]

So how do you handle people who use other medications like codeine in cough medicine that can affect their abilities? There are a lot of legal things than can affect a persons balance and ability to perform simple tasks.

 

[Diggin It]

Also, consider that HIPAA laws may not even let you know if they have such a card or are taking legal medications.

 

[MossRoad]

Your company should put into place policy regarding alcohol and drugs, both legal and illegal.

And they should put into place drug and alcohol testing policy after any incident that results in personal injury or business losses.

Those policies should be clear and concise, with spelled out discipline up to and including termination.

I recall I had to take pain killers at work one day. Prescription meds. I started feeling kinda loopy pretty quick. Went to my boss and told him, hey, I took my meds and feel loopy. He told me I should go home. I said OK, but I can't drive like this. He said call your wife, take a cab, whatever, just don't do anything and get out of the building as soon as safely possible. Seems perfectly reasonable to me.

 

[shooterdon]

If someone appears "under the influence" I would send them home. Does not matter if legal or illegal drug. It is a safety issue.

Much easier to do in a union plant. Example. There was a maintenance guy carrying a 2x4 stud in the plant who reported to me. he was carrying it across his body instead of how one would normally carry a long object down the aisle. I brought in the union steward and asked him to see for himself and talk to the man. Steward came back after about 30 minutes, and asked if the fellow could go home without making it an issue. Done deal.

 

[David Wayne]

If you think they are under the influence you cant just send them home. You can see to it they get home safely.
Been there in union shop, If you take them home and have an accident-you are liable, send them home and they have an accident-you are liable for sending them. If you send them home and try to fire them for being under the influence you will lose-if you felt they could drive home, then they could work. Where I worked it got so they would call a squad anytime someone needed any medical treatment because of transportation liabilities.

To answer your question it should be treated the same as any prescription med per your company policy.

 

[Tractor Seabee]

So far in this legal recreation marijuana state employers are able to deny initial employment to persons who do not pass an entrance test for all federal illegal drugs and alcohol unless supported by a prescription. After employment testing and continuation is per the company employment manual. Pays for employers to make sure your manual passes all employment legal situations up front not after an incident you cannot enforce or results in a suit against the employer. Due to safety regulations and liability insurers construction has these policies for decades. As a supervisor I always had union backing on those policies. I have heard that a lot of union contracts now place pre-employment testing with the union. You cannot be dispatched w/o a clean test.

Wonder where this will go in the next ten years as legalizing of drugs continues. Even opiates are not enforced in the city of Seattle where they have shoot houses with free needles.

Ron

 

[WoodChuckDad]

I have to report all medications to my employer. I am subject to random tests. 1st violation....termination,. It is spelled out quite clearly. Even alchohol. Spelled out in explicit detail . Test positive on the job..(there are specific levels).termination

 

[Looking4new]

My company has a policy of NO prescription or otherwise drugs/alcohol on the job. PERIOD.
We are a construction company and have had that policy in place for 30 years that I know of.
1st offense, time off.
2nd offense, more time off.
3rd offense IF you admit you have a problem, then rehab.
If you get caught after the rehab FIRED.
Canadas' hiring and firing laws are different.

Even though I hold a MM card, I will NOT partake of it within 24 hours of going to work.
When April 1st comes I will stop taking the MM in order to be clean for the companies 'invasion of privacy', which will probably take place in May.

 

[Diggin It]

My company has a policy of NO prescription or otherwise drugs/alcohol on the job. PERIOD.

Insulin? BP meds? Nitro or other Heart meds?