{"id":243745,"date":"2023-09-12T02:15:15","date_gmt":"2023-09-12T08:15:15","guid":{"rendered":"https:\/\/cannabisindustrylawyer.com\/?p=243745"},"modified":"2024-06-13T05:37:38","modified_gmt":"2024-06-13T11:37:38","slug":"can-you-get-fired-for-using-weed-legally","status":"publish","type":"post","link":"https:\/\/cannabisindustrylawyer.com\/can-you-get-fired-for-using-weed-legally\/","title":{"rendered":"Can You Get Fired for Using Weed Legally: Understanding the Law"},"content":{"rendered":"<div id=\"schema-videoobject\" class=\"video-container\"><iframe src=\"https:\/\/www.youtube.com\/embed\/Mwt1dqykY7Y?rel=0&amp;controls=0&amp;showinfo=0\" width=\"853\" height=\"480\" frameborder=\"0\" allowfullscreen=\"allowfullscreen\"><\/iframe><\/div>\n<div class=\"slate-selectable\" data-key=\"17wpj\">\n<div class=\"mb-3 mt-[0.2em] font-heading text-4xl font-semibold tracking-tight mt-0 slate-h2 flex\" data-slate-node=\"element\">\n<h2 class=\"pl-1\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\"><strong class=\"slate-bold\" data-slate-leaf=\"true\">Losing your job for legal cannabis use.\u00a0<\/strong><\/span><\/span><\/h2>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"p61px\">\n<div class=\"relative m-0 px-0 py-1 slate-p\" data-slate-node=\"element\">\n<div class=\"flex\">\n<p class=\"mb-[0.65rem] pl-1 text-lg\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">The question is &#8220;Can You Get Fired for Using Weed Legally?&#8221; In this blog post, we will explore the intricacies of employment laws and provide insights into legal precedents and court rulings. Additionally, we&#8217;ll delve into specific employment laws in Illinois and offer guidance on finding the right employment attorney to protect your interests.<\/span><\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"v2jah\">\n<div class=\"relative m-0 px-0 py-1 slate-p\" data-slate-node=\"element\">\n<div class=\"flex\">\n<p class=\"mb-[0.65rem] pl-1 text-lg\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">As the cannabis industry continues to grow, entrepreneurs looking to start or operate a cannabis business must be well-versed in employment laws surrounding marijuana use. One common concern is whether employees can be fired for using weed legally, especially in <\/span><\/span><a class=\"decoration-primary font-medium text-blue-500 underline underline-offset-4 dark:text-slate-50 slate-a\" href=\"https:\/\/cannabisindustrylawyer.com\/map-of-marijuana-legality-by-state\/\" target=\"_blank\" rel=\"noopener\" data-slate-node=\"element\" data-slate-inline=\"true\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">states where recreational or medical marijuana is legal<\/span><\/span><\/a><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">.\u00a0<\/span><\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"avxvo\">\n<div class=\"mb-3 mt-[0.2em] font-heading text-4xl font-semibold tracking-tight slate-h2 flex\" data-slate-node=\"element\">\n<h2 class=\"pl-1\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\"><strong class=\"slate-bold\" data-slate-leaf=\"true\">Can You Get Fired for Using Weed Legally?<\/strong><\/span><\/span><\/h2>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"q6sbu\">\n<div class=\"relative m-0 px-0 py-1 slate-p\" data-slate-node=\"element\">\n<div class=\"flex\">\n<p class=\"mb-[0.65rem] pl-1 text-lg\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Yes, you can Get Fired for Using Weed Legally. Off-duty cannabis use requires additional legal protections to be in place, as they may not automatically be included when cannabis is legalized. Employers have the right to maintain a drug-free work environment, which means public consumption of cannabis can still be prohibited even in legal states like California. Moreover, federal laws such as the Drug-Free Workplace Act of 1988 may require employers to implement drug-free workplace policies for federal contracts, which can limit wrongful termination claims related to cannabis use.<\/span><\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"jdnbv\">\n<div class=\"flex\">\n<blockquote class=\"my-1 border-l-2 border-green-600 pl-6 italic slate-blockquote my-2 w-full bg-gray-100 py-5 pr-2 text-lg leading-8\" data-slate-node=\"element\">\n<div class=\"relative m-0 px-0 py-1 slate-p\" data-slate-node=\"element\">\n<div class=\"flex\">\n<p class=\"mb-[0.65rem] pl-1 text-lg\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">In some cases, employers can fire employees for off-duty medical marijuana use even if it&#8217;s legal under state law, but the potential reclassification of cannabis to Schedule III in 2024 could change that.<\/span><\/span><\/p>\n<p>&nbsp;<\/p>\n<\/div>\n<\/div>\n<\/blockquote>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"x44ie\">\n<div class=\"relative m-0 px-0 py-1 slate-p\" data-slate-node=\"element\">\n<div class=\"flex\">\n<p class=\"mb-[0.65rem] pl-1 text-lg\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">In some cases, courts have ruled that employers can fire employees for off-duty medical marijuana use even if it&#8217;s legal under state law. This is because federal law still considers marijuana illegal and therefore not protected as a lawful activity. However, with the potential reclassification of cannabis to Schedule III in 2024, these rulings could be revisited since it would acknowledge marijuana&#8217;s medicinal benefits at the federal level.<\/span><\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"doqxe\">\n<div class=\"relative m-0 px-0 py-1 slate-p\" data-slate-node=\"element\">\n<div class=\"flex\">\n<p class=\"mb-[0.65rem] pl-1 text-lg\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">While recreational marijuana might be<\/span><\/span><a class=\"decoration-primary font-medium text-blue-500 underline underline-offset-4 dark:text-slate-50 slate-a\" href=\"https:\/\/cannabisindustrylawyer.com\/map-of-marijuana-legality-by-state\/\" target=\"_blank\" rel=\"noopener\" data-slate-node=\"element\" data-slate-inline=\"true\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\"> legal in certain states<\/span><\/span><\/a><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\"> like Illinois, employers are still allowed to ban its use and possession in the workplace. This means that individuals can face termination for smoking weed even if they are not impaired on the job. If you believe you&#8217;ve been wrongfully terminated due to your legal cannabis use, consult an employment attorney who specializes in plaintiff work and make sure your complaint includes all necessary elements: being an employee of the defendant; experiencing termination; having your termination linked to a protected activity; and suffering damages as a result.<\/span><\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"pfgze\">\n<div class=\"relative m-0 px-0 py-1 slate-p\" data-slate-node=\"element\">\n<div class=\"flex\">\n<p class=\"mb-[0.65rem] pl-1 text-lg\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Remember that <\/span><\/span><a class=\"decoration-primary font-medium text-blue-500 underline underline-offset-4 dark:text-slate-50 slate-a\" href=\"https:\/\/cannabisindustrylawyer.com\/illinois-cannabis-attorney\/\" target=\"_blank\" rel=\"noopener\" data-slate-node=\"element\" data-slate-inline=\"true\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">corporate cannabis lawyers<\/span><\/span><\/a><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\"> like myself cannot assist with individual employment cases involving fired workers due to their legal cannabis use. Seek an <\/span><\/span><a class=\"decoration-primary font-medium text-blue-500 underline underline-offset-4 dark:text-slate-50 slate-a\" href=\"https:\/\/www.collateralbase.com\/commercial-litigation-attorney-chicago\/\" target=\"_blank\" rel=\"noopener\" data-slate-node=\"element\" data-slate-inline=\"true\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">experienced commercial litigation attorney<\/span><\/span><\/a><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\"> near you who will advocate on behalf of wrongfully terminated employees rather than representing companies defending against such claims.<\/span><\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"m7xa2\">\n<div class=\"mb-3 mt-[1em] font-heading text-2xl font-semibold tracking-tight slate-h3 flex\" data-slate-node=\"element\">\n<h3 class=\"pl-1\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Off-Duty Cannabis Use and Legal Protections<\/span><\/span><\/h3>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"t7r6y\">\n<div class=\"relative m-0 px-0 py-1 slate-p\" data-slate-node=\"element\">\n<div class=\"flex\">\n<p class=\"mb-[0.65rem] pl-1 text-lg\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">State laws protecting off-duty use vary and may require additional amendments to provide clear legal protections. While cannabis may be legal in some states, employers still have the right to enforce drug-free workplace policies and maintain a drug-free work zone. The federal Drug-Free Workplace Act of 1988 can also limit legal protections for employees using cannabis, particularly if an employer receives federal contracts. Balancing employee privacy with employer interests can be complex and often requires the expertise of a <\/span><\/span><a class=\"decoration-primary font-medium text-blue-500 underline underline-offset-4 dark:text-slate-50 slate-a\" href=\"https:\/\/www.collateralbase.com\/commercial-litigation-attorney-chicago\/\" target=\"_blank\" rel=\"noopener\" data-slate-node=\"element\" data-slate-inline=\"true\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">commercial litigation attorney<\/span><\/span><\/a><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\"> specializing in wrongful termination cases.<\/span><\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"vmb7u\">\n<div class=\"mb-3 mt-[1em] font-heading text-2xl font-semibold tracking-tight slate-h3 flex\" data-slate-node=\"element\">\n<h3 class=\"pl-1\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Public Consumption and Drug-Free Work Zones<\/span><\/span><\/h3>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"qhivq\">\n<div class=\"relative m-0 px-0 py-1 slate-p\" data-slate-node=\"element\">\n<div class=\"flex\">\n<p class=\"mb-[0.65rem] pl-1 text-lg\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\"><strong>Implications of public consumption on employment:<\/strong><\/span><\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"gp9o4\">\n<div class=\"relative m-0 px-0 py-1 slate-p\" data-slate-node=\"element\">\n<div class=\"flex\">\n<p class=\"mb-[0.65rem] pl-1 text-lg\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Public consumption of cannabis is generally prohibited in most states, including California. This means that even if you are using it legally, walking into your job while smoking a joint could still be considered a crime. Employers may have the right to maintain a drug-free work zone and can discipline or fire employees for their cannabis use.<\/span><\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"vtmj8\">\n<div class=\"relative m-0 px-0 py-1 slate-p\" data-slate-node=\"element\">\n<div class=\"flex\">\n<p class=\"mb-[0.65rem] pl-1 text-lg\"><strong><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Creating drug-free work zones in compliance with local regulations:<\/span><\/strong><\/p>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"jku1i\">\n<div class=\"relative m-0 px-0 py-1 slate-p\" data-slate-node=\"element\">\n<div class=\"flex\">\n<p class=\"mb-[0.65rem] pl-1 text-lg\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">The Drug-Free Workplace Act of 1988 requires employers to have a drug-free workplace policy in order to receive federal contracts. This means that employers must implement measures to ensure their workplaces are free from drugs, including cannabis. Failure to comply with these regulations can result in the loss of federal funding.<\/span><\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"ru6d8\">\n<div class=\"relative m-0 px-0 py-1 slate-p\" data-slate-node=\"element\">\n<div class=\"flex\">\n<p class=\"mb-[0.65rem] pl-1 text-lg\"><strong><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Addressing concerns about impairment at the workplace:<\/span><\/strong><\/p>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"1bbh0\">\n<div class=\"relative m-0 px-0 py-1 slate-p\" data-slate-node=\"element\">\n<div class=\"flex\">\n<p class=\"mb-[0.65rem] pl-1 text-lg\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">While recreational marijuana use may be legal in certain states like Illinois, employers still have the right to ban its use and possession in the workplace. They can also terminate employees who test positive for marijuana, as long as they have legitimate reasons such as impaired job performance or violation of company&#8217;s drug-free policies. Challenging wrongful termination based on legal cannabis use can be difficult unless there is evidence of discriminatory practices or lack of legitimate grounds for termination.<\/span><\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"7qx2a\">\n<div class=\"mb-3 mt-[1em] font-heading text-2xl font-semibold tracking-tight slate-h3 flex\" data-slate-node=\"element\">\n<h3 class=\"pl-1\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Impact of the Drug Free Workplace Act<\/span><\/span><\/h3>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"u6leo\">\n<div class=\"relative m-0 px-0 py-1 slate-p\" data-slate-node=\"element\">\n<div class=\"flex\">\n<p class=\"mb-[0.65rem] pl-1 text-lg\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Understanding the scope and applicability of the Drug-Free Workplace Act is crucial for employers and employees alike. The Act requires employers to maintain a drug-free workplace policy in order to receive federal funding. This means that even in states where<\/span><\/span><a class=\"decoration-primary font-medium text-blue-500 underline underline-offset-4 dark:text-slate-50 slate-a\" href=\"https:\/\/cannabisindustrylawyer.com\/how-to-review-your-cannabis-application-for-higher-scores\/\" target=\"_blank\" rel=\"noopener\" data-slate-node=\"element\" data-slate-inline=\"true\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\"> cannabis is legal<\/span><\/span><\/a><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">, employers can still enforce &#8220;zero-tolerance&#8221; policies by not hiring or by firing employees who test positive for drugs, including marijuana.<\/span><\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"4zhki\">\n<div class=\"relative m-0 px-0 py-1 slate-p\" data-slate-node=\"element\">\n<div class=\"flex\">\n<p class=\"mb-[0.65rem] pl-1 text-lg\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">While some states have implemented laws to provide reasonable accommodation for medical marijuana users, these protections may not extend to all situations. In cases like Coats v. Dish Network, courts have ruled that an employer can legally terminate an employee for using medical marijuana outside of work hours, even with a valid prescription. Therefore, it&#8217;s important for both employers and employees to consider the potential implications of using cannabis in relation to their employment.<\/span><\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"xt0o2\">\n<div class=\"relative m-0 px-0 py-1 slate-p\" data-slate-node=\"element\">\n<div class=\"flex\">\n<p class=\"mb-[0.65rem] pl-1 text-lg\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">For &#8220;safety-sensitive&#8221; positions or jobs that involve operating heavy machinery or other tasks with inherent safety risks, drug test are required. Even if <\/span><\/span><a class=\"decoration-primary font-medium text-blue-500 underline underline-offset-4 dark:text-slate-50 slate-a\" href=\"https:\/\/cannabisindustrylawyer.com\/personal-use-of-cannabis-in-illinois\/\" target=\"_blank\" rel=\"noopener\" data-slate-node=\"element\" data-slate-inline=\"true\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">cannabis use<\/span><\/span><\/a><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\"> is legal in your state or you have a valid prescription as a medical marijuana user, you may still be subject to mandatory drug testing as part of your job requirements. It&#8217;s essential to understand the regulations surrounding drug test policies within your industry or occupation.<\/span><\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"3jxs7\">\n<div class=\"mb-3 mt-[1em] font-heading text-2xl font-semibold tracking-tight slate-h3 flex\" data-slate-node=\"element\">\n<h3 class=\"pl-1\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Legal Precedents and Court Rulings:<\/span><\/span><\/h3>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"5z1gr\">\n<div class=\"relative m-0 px-0 py-1 slate-p\" data-slate-node=\"element\">\n<div class=\"flex\">\n<p class=\"mb-[0.65rem] pl-1 text-lg\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">In the case of Coats v. Dish Network, the Colorado Supreme Court ruled that an employer could fire an employee for using medical marijuana, even if the employee was using it off-duty &#8211; with a valid prescription. Similar court rulings have been made in California, Oregon, and Washington regarding the legality of firing employees for off-duty cannabis use. However, there is potential for these rulings to be reversed if cannabis is rescheduled at the federal level in 2024.<\/span><\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"fm42j\">\n<div class=\"mb-3 mt-[1em] font-heading text-xl font-semibold tracking-tight slate-h4 flex\" data-slate-node=\"element\">\n<h4 class=\"pl-1\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Coats v. Dish Network Case in Colorado<\/span><\/span><\/h4>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"y9tbn\">\n<div class=\"relative m-0 px-0 py-1 slate-p\" data-slate-node=\"element\">\n<div class=\"flex\">\n<p class=\"mb-[0.65rem] pl-1 text-lg\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">In the Coats v. Dish Network case, the Colorado Supreme Court ruled that an employer can terminate an employee for using medical marijuana, even if it is done outside of working hours with a valid prescription. The court held that because marijuana is still illegal under federal law, it does not qualify as a &#8220;lawful&#8221; activity protected by state law. This ruling has been echoed in other states such as California, Oregon, and Washington.<\/span><\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"sj6fq\">\n<div class=\"relative m-0 px-0 py-1 slate-p\" data-slate-node=\"element\">\n<div class=\"flex\">\n<p class=\"mb-[0.65rem] pl-1 text-lg\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">This case highlights the implications for employees who use weed legally outside of work. Even in states where cannabis is legalized for medicinal or recreational purposes, employers may still have the right to enforce drug-free workplace policies and discipline or terminate employees who test positive for marijuana.<\/span><\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"lood2\">\n<div class=\"relative m-0 px-0 py-1 slate-p\" data-slate-node=\"element\">\n<div class=\"flex\">\n<p class=\"mb-[0.65rem] pl-1 text-lg\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Both the employee and employer made legal arguments in this case. Brandon Coats argued that his off-duty conduct was protected under Colorado&#8217;s &#8220;off-duty conduct&#8221; law which prohibits firing employees engaging in lawful activities outside of work. However, the court ruled against him stating that federal illegality overrides state protection laws.<\/span><\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"dd0zx\">\n<div class=\"relative m-0 px-0 py-1 slate-p\" data-slate-node=\"element\">\n<div class=\"flex\">\n<p class=\"mb-[0.65rem] pl-1 text-lg\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Overall, this case sets a precedent regarding employment laws related to<\/span><\/span><a class=\"decoration-primary font-medium text-blue-500 underline underline-offset-4 dark:text-slate-50 slate-a\" href=\"https:\/\/cannabisindustrylawyer.com\/personal-use-of-cannabis-in-illinois\/\" target=\"_blank\" rel=\"noopener\" data-slate-node=\"element\" data-slate-inline=\"true\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\"> legal cannabis use<\/span><\/span><\/a><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\"> and raises questions about whether similar rulings will be made by courts in other states. Additionally, there is potential for these cases to be revisited if cannabis rescheduling occurs at the federal level in 2024.<\/span><\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"mopv6\">\n<div class=\"mb-3 mt-[1em] font-heading text-xl font-semibold tracking-tight slate-h4 flex\" data-slate-node=\"element\">\n<h4 class=\"pl-1\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Similar Court Rulings in California, Oregon, and Washington<\/span><\/span><\/h4>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"4pv2u\">\n<div class=\"flex\">\n<ul class=\"m-0 ps-6 py-1 text-lg list-disc [&amp;_ul]:list-[circle] [&amp;_ul_ul]:list-[square] slate-ul ml-4 w-full\" data-slate-node=\"element\">\n<li class=\"py-1\" data-slate-node=\"element\">\n<div data-slate-node=\"element\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Courts in California, Oregon, and Washington have echoed the ruling of Coats v. Dish Network in Colorado.<\/span><\/span><\/div>\n<\/li>\n<li class=\"py-1\" data-slate-node=\"element\">\n<div data-slate-node=\"element\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">These courts have held that employers can fire employees for using marijuana, even if it is legal under state law.<\/span><\/span><\/div>\n<\/li>\n<li class=\"py-1\" data-slate-node=\"element\">\n<div data-slate-node=\"element\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">The legality of marijuana use under federal law has been a key factor in these rulings.<\/span><\/span><\/div>\n<\/li>\n<\/ul>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"r4f75\">\n<div class=\"relative m-0 px-0 py-1 slate-p\" data-slate-node=\"element\">\n<div class=\"flex\">\n<p class=\"mb-[0.65rem] pl-1 text-lg\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Considerations for Employers Operating in These States:<\/span><\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"hzuju\">\n<div class=\"flex\">\n<ul class=\"m-0 ps-6 py-1 text-lg list-disc [&amp;_ul]:list-[circle] [&amp;_ul_ul]:list-[square] slate-ul ml-4 w-full\" data-slate-node=\"element\">\n<li class=\"py-1\" data-slate-node=\"element\">\n<div data-slate-node=\"element\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Employers should be aware that they may have the right to maintain a drug-free workplace policy.<\/span><\/span><\/div>\n<\/li>\n<li class=\"py-1\" data-slate-node=\"element\">\n<div data-slate-node=\"element\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Federal roadblocks, such as the Drug-Free Workplace Act of 1988 or federal contracts, can impact wrongful termination actions related to cannabis use.<\/span><\/span><\/div>\n<\/li>\n<li class=\"py-1\" data-slate-node=\"element\">\n<div data-slate-node=\"element\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">With potential upcoming changes to cannabis scheduling at the federal level, these court rulings could be revisited and overturned.<\/span><\/span><\/div>\n<\/li>\n<\/ul>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"3z2jr\">\n<div class=\"mb-3 mt-[1em] font-heading text-2xl font-semibold tracking-tight slate-h3 flex\" data-slate-node=\"element\">\n<h3 class=\"pl-1\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Potential Reversal of Court Rulings with Cannabis Rescheduling<\/span><\/span><\/h3>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"rilio\">\n<div class=\"flex\">\n<ul class=\"m-0 ps-6 py-1 text-lg list-disc [&amp;_ul]:list-[circle] [&amp;_ul_ul]:list-[square] slate-ul ml-4 w-full\" data-slate-node=\"element\">\n<li class=\"py-1\" data-slate-node=\"element\">\n<div data-slate-node=\"element\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\"><strong class=\"slate-bold\" data-slate-leaf=\"true\">Effects of cannabis rescheduling on federal laws regarding employment termination: <\/strong><\/span><\/span><\/div>\n<\/li>\n<li class=\"py-1\" data-slate-node=\"element\">\n<div data-slate-node=\"element\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Rescheduling cannabis could potentially lead to changes in federal laws that affect employment termination due to marijuana use.<\/span><\/span><\/div>\n<\/li>\n<li class=\"py-1\" data-slate-node=\"element\">\n<div data-slate-node=\"element\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Employers may have to reconsider their drug-free workplace policies and adapt them accordingly.<\/span><\/span><\/div>\n<\/li>\n<li class=\"py-1\" data-slate-node=\"element\">\n<div data-slate-node=\"element\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\"><strong class=\"slate-bold\" data-slate-leaf=\"true\">&#8216;Safe harbor&#8217; provisions that protect employees from being fired for legal marijuana use: <\/strong><\/span><\/span><\/div>\n<\/li>\n<li class=\"py-1\" data-slate-node=\"element\">\n<div data-slate-node=\"element\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">With the potential reversal of court rulings, safe harbor provisions could be established to protect employees who are using marijuana legally.<\/span><\/span><\/div>\n<\/li>\n<li class=\"py-1\" data-slate-node=\"element\">\n<div data-slate-node=\"element\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">These provisions can provide a level of security for employees by preventing unjust terminations due to legal cannabis use.<\/span><\/span><\/div>\n<\/li>\n<li class=\"py-1\" data-slate-node=\"element\">\n<div data-slate-node=\"element\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\"><strong class=\"slate-bold\" data-slate-leaf=\"true\">Challenges and potential solutions related to conflicting state and federal laws: <\/strong><\/span><\/span><\/div>\n<\/li>\n<li class=\"py-1\" data-slate-node=\"element\">\n<div data-slate-node=\"element\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Conflicting state and federal laws create challenges for both employers and employees when it comes to cannabis use in the workplace.<\/span><\/span><\/div>\n<\/li>\n<li class=\"py-1\" data-slate-node=\"element\">\n<div data-slate-node=\"element\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Resolving these conflicts will require clear guidelines, open communication, and cooperation between state and federal authorities.<\/span><\/span><\/div>\n<\/li>\n<\/ul>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"86i0z\">\n<div class=\"mb-3 mt-[0.2em] font-heading text-4xl font-semibold tracking-tight slate-h2 flex\" data-slate-node=\"element\">\n<h2 class=\"pl-1\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Employment Laws in Illinois for Cannabis Use:<\/span><\/span><\/h2>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"072lv\">\n<div class=\"relative m-0 px-0 py-1 slate-p\" data-slate-node=\"element\">\n<div class=\"flex\">\n<p class=\"mb-[0.65rem] pl-1 text-lg\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">In Illinois, employers are allowed to ban the use and possession of marijuana in the workplace. This means that employees can be fired for smoking weed, even if they are not under the influence or impaired at work. Employers must have a legitimate reason for firing an employee who tests positive for marijuana, such as impairment or job performance being affected. If fired for cannabis use, individuals may be able to file a <\/span><\/span><a class=\"decoration-primary font-medium text-blue-500 underline underline-offset-4 dark:text-slate-50 slate-a\" href=\"https:\/\/cannabisindustrylawyer.com\/cannabis-and-hemp-industry-insurance\/\" target=\"_blank\" rel=\"noopener\" data-slate-node=\"element\" data-slate-inline=\"true\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">wrongful termination lawsuit<\/span><\/span><\/a><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\"> but should consult an employment attorney specializing in plaintiff work.<\/span><\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"xow8t\">\n<div class=\"mb-3 mt-[1em] font-heading text-2xl font-semibold tracking-tight slate-h3 flex\" data-slate-node=\"element\">\n<h3 class=\"pl-1\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Ban on Cannabis Use and Possession in the Workplace<\/span><\/span><\/h3>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"6hzjo\">\n<div class=\"flex\">\n<ul class=\"m-0 ps-6 py-1 text-lg list-disc [&amp;_ul]:list-[circle] [&amp;_ul_ul]:list-[square] slate-ul ml-4 w-full\" data-slate-node=\"element\">\n<li class=\"py-1\" data-slate-node=\"element\">\n<div data-slate-node=\"element\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Employers have the right to maintain a drug-free workplace, which may include banning the use and possession of both psychoactive and nonpsychoactive cannabis.<\/span><\/span><\/div>\n<\/li>\n<li class=\"py-1\" data-slate-node=\"element\">\n<div data-slate-node=\"element\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Federal laws, such as the Drug-Free Workplace Act of 1988, can prevent employees from winning wrongful termination lawsuits based on legal state cannabis use.<\/span><\/span><\/div>\n<\/li>\n<li class=\"py-1\" data-slate-node=\"element\">\n<div data-slate-node=\"element\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Cannabis use may still be considered illegal under federal law and not protected as a lawful activity in some states.<\/span><\/span><\/div>\n<\/li>\n<li class=\"py-1\" data-slate-node=\"element\">\n<div data-slate-node=\"element\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Courts in several states have ruled that employers can fire employees for off-duty medical marijuana use, even if they have a valid prescription.<\/span><\/span><\/div>\n<\/li>\n<\/ul>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"wg48e\">\n<div class=\"mb-3 mt-[1em] font-heading text-xl font-semibold tracking-tight slate-h4 flex\" data-slate-node=\"element\">\n<h4 class=\"pl-1\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Conditions for Firing Employees for Marijuana Use<\/span><\/span><\/h4>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"zwbxr\">\n<div class=\"relative m-0 px-0 py-1 slate-p\" data-slate-node=\"element\">\n<div class=\"flex\">\n<p class=\"mb-[0.65rem] pl-1 text-lg\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\"><strong class=\"slate-bold\" data-slate-leaf=\"true\">Zero-Tolerance Policies and Employee Drug Testing:<\/strong><\/span><\/span><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\"> Employers have the right to maintain a drug-free workplace and enforce zero-tolerance policies, even in states where cannabis use is legal. This means that employees can be disciplined or fired for marijuana use, regardless of whether it was consumed on or off-duty. Random drug testing is often used as a tool to detect cannabis use and determine grounds for termination.<\/span><\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"89ht3\">\n<div class=\"relative m-0 px-0 py-1 slate-p\" data-slate-node=\"element\">\n<div class=\"flex\">\n<p class=\"mb-[0.65rem] pl-1 text-lg\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\"><strong class=\"slate-bold\" data-slate-leaf=\"true\">Performance Impairment as Grounds for Termination:<\/strong><\/span><\/span><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\"> If an employee&#8217;s job performance is affected by their marijuana use, employers may have legitimate grounds for termination. This could include being visibly impaired at work or failing to meet job requirements due to marijuana consumption. In such cases, employers are within their rights to take disciplinary action and terminate employment.<\/span><\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"obwsf\">\n<div class=\"relative m-0 px-0 py-1 slate-p\" data-slate-node=\"element\">\n<div class=\"flex\">\n<p class=\"mb-[0.65rem] pl-1 text-lg\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\"><strong class=\"slate-bold\" data-slate-leaf=\"true\">Safety Concerns and Liability Issues:<\/strong><\/span><\/span><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\"> Safety concerns are paramount in the workplace, especially in industries where employees operate heavy machinery or engage in hazardous activities. Employers may argue that allowing employees to use marijuana poses safety risks and increases liability issues if accidents occur on the job. As a result, they might choose to fire employees who test positive for marijuana, regardless of impairment levels.<\/span><\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"itrfp\">\n<div class=\"relative m-0 px-0 py-1 slate-p\" data-slate-node=\"element\">\n<div class=\"flex\">\n<p class=\"mb-[0.65rem] pl-1 text-lg\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Remember that laws regarding cannabis vary from state to state, so it&#8217;s important for entrepreneurs operating in the industry to familiarize themselves with specific local regulations before making any decisions about employee weed usage policies.<\/span><\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"n1s8f\">\n<div class=\"mb-3 mt-[1em] font-heading text-xl font-semibold tracking-tight slate-h4 flex\" data-slate-node=\"element\">\n<h4 class=\"pl-1\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Filing a Wrongful Termination Lawsuit in Illinois<\/span><\/span><\/h4>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"qs48l\">\n<div class=\"relative m-0 px-0 py-1 slate-p\" data-slate-node=\"element\">\n<div class=\"flex\">\n<p class=\"mb-[0.65rem] pl-1 text-lg\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Proving discrimination based on legal marijuana usage can be challenging, as federal laws still classify marijuana as illegal. However, with the potential reclassification of cannabis to Schedule III in 2024, these cases may be revisited and overturned. Illinois employers are allowed to ban marijuana use in the workplace and can terminate employees who test positive for marijuana. To file a wrongful termination lawsuit in Illinois, you must prove that your termination was discriminatory or not based on a legitimate reason.<\/span><\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"41w1u\">\n<div class=\"relative m-0 px-0 py-1 slate-p\" data-slate-node=\"element\">\n<div class=\"flex\">\n<p class=\"mb-[0.65rem] pl-1 text-lg\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Challenging an employer&#8217;s adherence to employment contracts or collective bargaining agreements is another avenue for filing a wrongful termination lawsuit in Illinois. If you were terminated despite fulfilling the terms of your employment contract or collective bargaining agreement, there may be grounds for legal action.<\/span><\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"5mmop\">\n<div class=\"mb-3 mt-[1em] font-heading text-xl font-semibold tracking-tight slate-h4 flex\" data-slate-node=\"element\">\n<h4 class=\"pl-1\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Finding the Right Employment Attorney<\/span><\/span><\/h4>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"ritbh\">\n<div class=\"relative m-0 px-0 py-1 slate-p\" data-slate-node=\"element\">\n<div class=\"flex\">\n<p class=\"mb-[0.65rem] pl-1 text-lg\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Finding the right employment attorney is crucial when dealing with wrongful termination cases. Look for attorneys who specialize in plaintiff representation, as they will have the expertise and experience needed to fight for your rights. Avoid attorneys suggested by the company, as they may not have your best interests at heart. Remember to provide detailed information about your termination and gather evidence that supports your case.<\/span><\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"m1e40\">\n<div class=\"mb-3 mt-[1em] font-heading text-xl font-semibold tracking-tight slate-h4 flex\" data-slate-node=\"element\">\n<h4 class=\"pl-1\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Choosing an Attorney for Plaintiff Representation<\/span><\/span><\/h4>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"3rk87\">\n<div class=\"relative m-0 px-0 py-1 slate-p\" data-slate-node=\"element\">\n<div class=\"flex\">\n<p class=\"mb-[0.65rem] pl-1 text-lg\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">When choosing an attorney for plaintiff representation in a case involving cannabis use and employment, it is crucial to find someone with expertise in both employment law and <\/span><\/span><a class=\"decoration-primary font-medium text-blue-500 underline underline-offset-4 dark:text-slate-50 slate-a\" href=\"https:\/\/cannabisindustrylawyer.com\/illinois-home-grow-cannabis\/\" target=\"_blank\" rel=\"noopener\" data-slate-node=\"element\" data-slate-inline=\"true\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">cannabis regulations<\/span><\/span><\/a><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">. Researching attorneys who specialize in these areas will ensure that you have the best possible legal representation. Additionally, evaluating their experience and success rate in similar cases will give you confidence that the lawyer can effectively advocate for your rights as a plaintiff.<\/span><\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"x3bqs\">\n<div class=\"mt-[0.75em] text-lg font-semibold tracking-tight slate-h5 flex\" data-slate-node=\"element\">\n<h5 class=\"pl-1\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Avoiding Attorneys Suggested by the Company<\/span><\/span><\/h5>\n<\/div>\n<\/div>\n<div class=\"slate-selectable\" data-key=\"ga6kc\" 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class=\"relative m-0 px-0 py-1 slate-p\" data-slate-node=\"element\">\n<div class=\"flex\">\n<p class=\"mb-[0.65rem] pl-1 text-lg\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Recognizing potential conflicts of interest is crucial when choosing legal representation. Attorneys suggested by the company may have a bias towards protecting the company&#8217;s interests rather than your rights as an employee. Seeking <\/span><\/span><a class=\"decoration-primary font-medium text-blue-500 underline underline-offset-4 dark:text-slate-50 slate-a\" href=\"https:\/\/www.collateralbase.com\/business-lawyer-peoria-il\/\" target=\"_blank\" rel=\"noopener\" data-slate-node=\"element\" data-slate-inline=\"true\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">independent legal advice<\/span><\/span><\/a><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\"> ensures that your rights are protected and gives you a fair chance in any legal disputes with your employer. Additionally, considering confidentiality issues is important when selecting legal representation. It&#8217;s essential to choose an attorney who will prioritize keeping your information confidential and not share it with the company or anyone else without your consent.<\/span><\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<h2 data-slate-node=\"element\"><strong class=\"slate-bold\" style=\"font-size: 24px;\" data-slate-leaf=\"true\">About the Author<\/strong><\/h2>\n<div class=\"slate-selectable\" data-key=\"s0pqx\" data-slate-fragment=\"JTVCJTdCJTIydHlwZSUyMiUzQSUyMmgzJTIyJTJDJTIyY2hpbGRyZW4lMjIlM0ElNUIlN0IlMjJ0ZXh0JTIyJTNBJTIyQWJvdXQlMjB0aGUlMjBBdXRob3IlMjIlMkMlMjJib2xkJTIyJTNBdHJ1ZSU3RCU1RCUyQyUyMmlkJTIyJTNBJTIyMG1jZHYlMjIlN0QlMkMlN0IlMjJ0eXBlJTIyJTNBJTIycCUyMiUyQyUyMmNoaWxkcmVuJTIyJTNBJTVCJTdCJTIydGV4dCUyMiUzQSUyMlRvbSUyMEhvd2FyZCUyQyUyMGElMjBDYW5uYWJpcyUyMEluZHVzdHJ5JTIwTGF3eWVyJTIwYW5kJTIwQ29uc3VsdGFudC4lMjBNci4lMjBIb3dhcmQlMjBoYXMlMjBwcmFjdGljZWQlMjBjb21tZXJjaWFsJTIwbGF3JTIwc2luY2UlMjAyMDA4JTIwd2hlbiUyMGhlJTIwZ3JhZHVhdGVkJTIwZnJvbSUyMGxhdyUyMHNjaG9vbCUyMGFuZCUyMGdvdCUyMGhpcyUyMFNlcmllcyUyMDclMjAlMjYlMjA2NiUyMFNlY3VyaXRpZXMlMjBsaWNlbnNlcy4lMjBIZSUyMHBpdm90ZWQlMjB0byUyMHByYWN0aWNpbmclMjBsaXRpZ2F0aW9uJTIwZm9yJTIwZmluYW5jaWFsJTIwaW5zdGl0dXRpb25zJTIwYmVmb3JlJTIwaGVscGluZyUyMGNhbm5hYmlzJTIwdGVhbXMlMjBmb3JtJTJDJTIwY2FwaXRhbGl6ZSUyQyUyMGFuZCUyMGdldCUyMGxpY2Vuc2VkLiUyMEhlJTIwaGFzJTIwY29uY2VudHJhdGVkJTIwb24lMjB0aGUlMjBjYW5uYWJpcyUyMGJ1c2luZXNzJTIwc2luY2UlMjBJbGxpbm9pcyUyMGxlZ2FsaXplZCUyMGl0JTIwaW4lMjAyMDE5LiUyMEhlJTIwd29uJTIwbGljZW5zZXMlMjBmb3IlMjBjbGllbnRzJTIwaW4lMjBJbGxpbm9pcyUyQyUyMENvbm5lY3RpY3V0JTJDJTIwTmV3JTIwSmVyc2V5JTJDJTIwTmV3JTIwTWV4aWNvJTJDJTIwTWFzc2FjaHVzZXR0cyUyQyUyME1pc3NvdXJpJTIwYW5kJTIwaGFzJTIwZ290dGVuJTIwaW50byUyMGxvdHRlcmllcyUyMGluJTIwT2hpbyUyQyUyME1hcnlsYW5kJTJDJTIwYW5kJTIwTWFpbmUuJTIwSGUlMjBiZWNhbWUlMjBhJTIwQ2VydGlmaWVkJTIwR2FuamllciUyMGluJTIwMjAyMS4lMjBIZSUyMGNoYWlycyUyMHRoZSUyMElTQkElRTIlODAlOTlzJTIwc2VjdGlvbiUyMGNvdW5jaWwlMjBmb3IlMjBDYW5uYWJpcyUyMExhdyUyMGluJTIwMjAyMy4lMjIlN0QlNUQlMkMlMjJpZCUyMiUzQSUyMnMwcHF4JTIyJTdEJTVE\">\n<div class=\"relative m-0 px-0 py-1 slate-p\" data-slate-node=\"element\">\n<div class=\"flex\">\n<p class=\"mb-[0.65rem] pl-1 text-lg\"><span data-slate-node=\"text\"><span class=\"bg-green-200 selection:bg-green-200\" data-slate-leaf=\"true\">Tom Howard, a <a href=\"https:\/\/cannabisindustrylawyer.com\" target=\"_blank\" rel=\"noopener\">Cannabis Industry Lawyer<\/a> and Consultant. Mr. Howard has practiced commercial law since 2008 when he graduated from law school and got his Series 7 &amp; 66 Securities licenses. He pivoted to practicing litigation for financial institutions before helping cannabis teams form, capitalize, and get licensed. He has concentrated on the cannabis business since Illinois legalized it in 2019. He won licenses for clients in Illinois, Connecticut, New Jersey, New Mexico, Massachusetts, Missouri and has gotten into lotteries in Ohio, Maryland, and Maine. He became a Certified Ganjier in 2021. He chairs the ISBA\u2019s section council for Cannabis Law in 2023.<\/span><\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Losing your job for legal cannabis use.\u00a0 The question is &#8220;Can You Get Fired for Using Weed Legally?&#8221; In this blog post, we will explore the intricacies of employment laws and provide insights into legal precedents and court rulings. Additionally, we&#8217;ll delve into specific employment laws in Illinois and offer guidance on finding the right [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":243747,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"rop_custom_images_group":[],"rop_custom_messages_group":[],"rop_publish_now":"initial","rop_publish_now_accounts":{"facebook_10159899886659716_192280154726328":"","linkedin_KxGK1cpoyu_18867983":"","linkedin_KxGK1cpoyu_18867996":"","facebook_10159899886659716_101009339946101":"","gmb_107014840478386198019_accounts\/107014840478386198019\/locations\/13663623334228469609":"","gmb_107014840478386198019_accounts\/107014840478386198019\/locations\/13578439455962341608":"","gmb_107014840478386198019_accounts\/107014840478386198019\/locations\/2216853526574478760":"","gmb_107014840478386198019_accounts\/107014840478386198019\/locations\/11095239898183912131":"","gmb_107014840478386198019_accounts\/107014840478386198019\/locations\/9468418315235281460":""},"rop_publish_now_history":[],"rop_publish_now_status":"pending","footnotes":""},"categories":[2305],"tags":[],"class_list":["post-243745","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-others"],"acf":[],"_links":{"self":[{"href":"https:\/\/cannabisindustrylawyer.com\/wp-json\/wp\/v2\/posts\/243745","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/cannabisindustrylawyer.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/cannabisindustrylawyer.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/cannabisindustrylawyer.com\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/cannabisindustrylawyer.com\/wp-json\/wp\/v2\/comments?post=243745"}],"version-history":[{"count":0,"href":"https:\/\/cannabisindustrylawyer.com\/wp-json\/wp\/v2\/posts\/243745\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/cannabisindustrylawyer.com\/wp-json\/wp\/v2\/media\/243747"}],"wp:attachment":[{"href":"https:\/\/cannabisindustrylawyer.com\/wp-json\/wp\/v2\/media?parent=243745"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/cannabisindustrylawyer.com\/wp-json\/wp\/v2\/categories?post=243745"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/cannabisindustrylawyer.com\/wp-json\/wp\/v2\/tags?post=243745"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}