According to the laws in the state of Michigan marijuana possession is illegal, unless you have a debilitating medical condition.
These laws however, don’t help medical marijuana patients when it comes to their employment. Even if the patients themselves together with their doctor decided that cannabis is the best medicine for them, they have to hide it from everyone at work and always avoid the random drug tests. Thousands of patients live in fear that they will lose their job if they visit a medical facility or do a blood test, even if they are not under the influence of marijuana at that moment, because of common false positive tests.
One man decided to act and change that problem for medical marijuana patients have.
House representative Sam Singh (D-East Lansing) introduced the bill HB 5161, with the help of Rep. Jeff Irwin (D-Ann Arbor) who cosponsored the bill, which would end termination of employment under certain circumstances.
The bill that seeks to make changes in the Michigan Medical Marihuana Act (MMMA), was introduced on December 15, 2015 and is still in the Committee on Commerce and Trade.
The bill that would terminate the employment under certain circumstances, suggests to insert the following changes into the Michigan Medical Marihuana Act , Section 4(a):
Subject to section 11 7(c)(2), an employer shall not terminate or take adverse employment action against an employee for medical use of marihuana that is in accord with this act if the use is not incompatible with and does not hinder job performance and the employee produces his or her registry identification card for the employer’s inspection. an employer shall not do either of the following:
(1) Ask whether an employee has a registry identification card unless the employee is subject to termination or adverse employment action for a specific incident involving marihuana and production of the card would preclude the termination or action.
(2) Terminate or take adverse employment action against an employee after failure to produce a registry identification card unless the employee is subject to termination or adverse employment action for a specific incident involving marihuana and production of the card would preclude the termination or action.
Rep. Singh recently stated: “You’d have to have some very strong compelling reason as an employer to suggest that somebody’s medical marijuana use on their off time is impacting their performance that would cause a detriment to your company.
“The onus really is back onto the employer to make the case for this — versus the other way around — which is automatically being able to assume it is adversely affecting the individual.”
Sam Singh is not just a representative who introduced a random bill, he is the hero who acted when injustice is standing right in front of us, and for that he deserves our gratitude!
Click in the link below and thank him.