The D.C. Mayor signed the Cannabis Employment Protections Amendment Act of 2022, which prohibits adverse employment actions against marijuana/cannabis users for most off-duty use, with certain exceptions. Once the Congressional review period occurs, the law will become effective once its fiscal impact is included in an approved budget and financial plan, or 365 days after the Mayor approves the Act, whichever is later (so, at least a year from...read more
A federal district judge in Oregon ruled that a Boeing employee who was terminated from his employment for tampering with his drug test could not advance his claims for disability discrimination and retaliation past summary judgment. The case, Kelly v. The Boeing Company (D. Or. Aug. 15, 2019), reaffirms the general principle that an employer is not liable for discrimination where it holds a good faith belief of a lawful basis for its termination,...read more
Kollman & Saucier
It’s no secret that legalized medical and recreational marijuana use is on the rise and causing employers to deal with their employees’ rights, if any, that come with it. Recently, an Arizona court found for an employee in a case of discrimination under the Arizona Medical Marijuana Act (AMMA). Whitmire v. Wal-Mart Stores Inc., Case No. 3:17-cv-08108 (D. Ariz. Feb. 7, 2019). Carol Whitmire worked as a cashier and customer service...read more
The EEOC has taken to suing employers who screen out disabled workers through medical inquiries or exams. Since September 2017, it has filed seven such suits. In one of those cases, EEOC v. M.G. Oil Co., No. 4:16-CV-04131 (D.S.D. Jan. 25, 2018), the EEOC filed an action against M.G. Oil, on behalf of Kim Mullaney, after Happy Jack's Casino (owned by M.G. Oil) rescinded her job offer. In the post-offer stage, Ms. Mullaney tested positively for...read more
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