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Almost Half Of Cannabis Users Go To Work Stoned, Wait, What??

New Survey Shows 50% of Cannabis Users Have Gone To Work Stoned

Posted by DanaSmith on Saturday Jan 27, 2018
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Almost Half Of Cannabis Users Go To Work Stoned

 

 

Successful and stoned: this is no longer a new concept, with more Americans supportive of legalization than ever. Medical cannabis is legal in 29 states while recreational adult use is legal in 9.


A new Intamotor survey also revealed that 39% of cannabis user are comfortable with driving high as well as… going to work. Instamotor surveyed 600 cannabis consumers in states with legal recreational laws, and found that 48% of respondents have gone to work while stoned. Breaking it down even further, they found that 39% go to work high at least once a week, 17% go at least once a month, 28% go several times a year, and 18% said they didn’t go to work stoned within the last year.

 

Among the participants who admit to going to work high, 50% think they would be fired if management found out, even if 73% of them believe they perform better on their jobs while stoned. Interestingly, 74% of respondents have reported going to work high before cannabis was legalized in their state.

 

If You Want To Report To Work Stoned…

 

There are still some things you need to remember:

 

  1. Employers have the right to drug test you. Your state laws may say that recreational use is legal, but your boss can choose to drug test you especially if you’re suspected of being stoned. Some employers still prefer to have a completely drug and alcohol free workplace, which means that getting caught can lead to serious consequences, such as getting suspended or even terminated from your current job.
  2. Familiarize yourself with your state laws. What’s allowed with regards to cannabis differs from state to state. Check what your state says when it comes to cannabis use in the workplace. For example, Maine says pot alone isn’t enough to justify refusing employment to someone.
  3. Read up on your company policy. Talk to HR, whether you’re a longtime employee or a prospective one. Inquire about drug tests. There are dozens of articles online about how to pass a drug test, but the only surefire method is by abstaining from drugs completely. It also helps to ask for a clear definition of what it means to use “after hours”, “under the influence”, “recreational use”, or any other phrase or term that refers to cannabis within company policy. 
  4. Leave your pot at home. That’s common sense. Even in states that have legalized recreational cannabis, the drug isn’t welcome in the workplace, parking lot included. There are a few progressive companies that allow cannabis at work, but that’s probably because these companies are already in the cannabis industry.
  5. Don’t worry too much if you fail a pre-employment drug test. Failed drug tests don’t go on permanent records. However, remember that you won’t have the right to retake a drug test unless the employer allows it.
  6. You can take it to court, but don’t expect to win. If your company terminates you for testing positive on a drug test, keep in mind that companies have the right to. You can get fired for getting caught positive in a drug test even if you never went to work stoned once.

 

Likewise, management and business owners should stay informed about changes in cannabis laws. It’s necessary to work with HR lawyers to be current with legal issues as well as any challenges that may come with the territory. This is especially important if your business has presence in more than 1 state, because policies need to be clear about cannabis use. For one thing, employees don’t necessarily have to “smoke” to use cannabis, there are many other discreet options for imbibing such as using vapes or consuming edibles.


Over time, we can expect Colorado and California to define what best practices are, and will also likely protect employees. Employers who have organized labor forces can also expect to face more challenges and this is why advocates of legalization need to continue fighting for continuity, equality, and fairness. On the other hand, employers can seek refuge from conservative procedures and policies.

 

 

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