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For purposes of the labor law, employers cannot prohibit the use of cannabis while employees are on leave unless the employer is permitted to do so pursuant to the provisions of New York Labor Law Section 201-D(4-a). USE AT WORK OR DURING WORK HOURS.
7 wrz 2023 · Your New York medical cannabis card may save you from employment discrimination and invasive drug tests, but find out on-hours consumption rules and exceptions, if any. This helps you smoothly align your cannabis use with work.
3 lis 2021 · The DOL guidance makes clear that the MRTA and Section 201-D apply to all public and private employers in New York, regardless of size, industry or occupation. But they do not apply to individuals who are not employees, such as independent contractors and volunteers.
19 kwi 2021 · Effective May 10, 2020, New York City implemented a law prohibiting most New York City employers from requiring job applicants to submit to preemployment drug testing for the presence of marijuana as a condition of employment, with certain exceptions.
6 gru 2021 · Employers cannot prohibit the use of cannabis while an employee is on leave or off the work site, unless such prohibition is compliant with New York Labor Law § 201-D (4)(a) (see...
Employees certified as patients in the Medical Cannabis Program must be treated as having a “disability” and are protected from discriminatory action based solely on their status as medical cannabis patients.
28 lip 2021 · In March 2021, New York State passed a law that, among other things, prohibits (subject to a few exceptions) discrimination against employees based on the legal use or possession of marijuana products while off duty and outside the workplace.
