Somehow, during my jury service, multiple illnesses, home renovation, out of town conferences, and the normal press of business, I failed to notice this important case until last week, when it came up.
California’s FEHA law does not preclude an employer from terminating an employee who uses marijuana in violation of federal law, even if such use is permitted by Proposition 215. (Ross v. Ragingwire Telecommunications, Inc. (2005) 32 Cal. App. 4th 590.)Update: It was blogged here. Steve had it covered!
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Compare: Oregon employers may be required to accommodate a “midnight toker”; per Washburn v. Columbia Forest Products (2005) at
http://www.publications.ojd.state.or.us/A116664.htm online.
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