John Stewart
Tue, 05/23/2023
During a random drug screening at an occupational medicine clinic in January, the employee disclosed that he had a medical marijuana card, which he provided to the clinic staff. He was informed that he had passed the drug screening, but then was notified a few days later by his employer that he would be terminated for his marijuana use. This conduct, the employee contends in his lawsuit, violates Connecticut law.
Specifically, the employee has alleged his termination violates Conn. Gen. Stat. § 21a-408(b)(3), which prohibits refusing to hire or discharging, penalizing, or threatening an employee solely on the basis of that person’s status as a “qualifying patient or primary caregiver under sections 21a-408 to 21a-408n,” which are Connecticut’s laws concerning medical marijuana use and related topics.
For more information on employees’ rights to be treated fairly at work, visit https://www.mselaborlaw.com/practice-areas/cannabis-employees-workplace-rights or contact us at info@mselaborlaw.com.