{"id":1673,"date":"2018-05-07T15:28:58","date_gmt":"2018-05-07T19:28:58","guid":{"rendered":"https:\/\/www.zeilikmanlaw.com\/what-employers-should-do-about-the-legalization-of-marijuana\/"},"modified":"2021-06-25T16:14:56","modified_gmt":"2021-06-25T20:14:56","slug":"what-employers-should-do-about-the-legalization","status":"publish","type":"post","link":"https:\/\/www.zeilikmanlaw.com\/what-employers-should-do-about-the-legalization\/","title":{"rendered":"What Employers Should Do about the Legalization of Marijuana"},"content":{"rendered":"
Barring any delays, the recreational use of marijuana is expected to be legalized this summer.<\/p>\n
Under the federal legislation, persons of at least 18 years, will soon be permitted to possess up to 30 grams of pot and grow up to 4 plants (under 1-metre tall). The sale and distribution of marijuana will be regulated by the government; so, anything to do with illegal marijuana (i.e., purchasing, possession, sales or distribution), will still be illegal.<\/p>\n
With the legalization of recreational marijuana, we may see more of it not only in social scenarios, but also at work.\u00a0 To get ahead of upcoming changes and challenges, employers should create a clear employment policy that specifically concerns marijuana and the workplace.\u00a0 In making a policy on pot, employers should:<\/p>\n
If you have any questions or need help creating your own policy on marijuana, please contact an employment lawyer.<\/p>\n","protected":false},"excerpt":{"rendered":"
Barring any delays, the recreational use of marijuana is expected to be legalized this summer. Under the federal legislation, persons of at least 18 years, will soon be permitted to possess up to 30 grams of pot and grow up to 4 plants (under 1-metre tall). The sale and distribution of marijuana will be regulated […]<\/p>\n","protected":false},"author":6,"featured_media":1752,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[20],"tags":[],"jetpack_sharing_enabled":true,"jetpack_featured_media_url":"https:\/\/www.zeilikmanlaw.com\/wp-content\/uploads\/2018\/05\/Weed-scaled.jpg","_links":{"self":[{"href":"https:\/\/www.zeilikmanlaw.com\/wp-json\/wp\/v2\/posts\/1673"}],"collection":[{"href":"https:\/\/www.zeilikmanlaw.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.zeilikmanlaw.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.zeilikmanlaw.com\/wp-json\/wp\/v2\/users\/6"}],"replies":[{"embeddable":true,"href":"https:\/\/www.zeilikmanlaw.com\/wp-json\/wp\/v2\/comments?post=1673"}],"version-history":[{"count":0,"href":"https:\/\/www.zeilikmanlaw.com\/wp-json\/wp\/v2\/posts\/1673\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.zeilikmanlaw.com\/wp-json\/wp\/v2\/media\/1752"}],"wp:attachment":[{"href":"https:\/\/www.zeilikmanlaw.com\/wp-json\/wp\/v2\/media?parent=1673"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.zeilikmanlaw.com\/wp-json\/wp\/v2\/categories?post=1673"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.zeilikmanlaw.com\/wp-json\/wp\/v2\/tags?post=1673"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}