Connecticut law allows the use of marijuana by qualified patients for medicinal purposes and expressly prohibits employers from taking adverse employment actions because of an individual’s status as a qualified medical...more
9/5/2017
/ Adverse Employment Action ,
Americans with Disabilities Act (ADA) ,
Controlled Substances Act ,
Drug Testing ,
Employer Liability Issues ,
Employment Policies ,
Federal Food Drug and Cosmetic Act (FFDCA) ,
First Impression ,
Hiring & Firing ,
Marijuana ,
Medical Marijuana ,
Preemption ,
Private Right of Action
The U.S. Court of Appeals for the Second Circuit recently ruled that to advance a viable claim for retaliation under the Family and Medical Leave Act (FMLA), an employee need only demonstrate that exercising his or her rights...more