{"id":5518,"date":"2022-07-26T10:21:26","date_gmt":"2022-07-26T08:21:26","guid":{"rendered":"https:\/\/dotnewsconnect.co.za\/law\/?p=5518"},"modified":"2022-07-26T10:38:49","modified_gmt":"2022-07-26T08:38:49","slug":"fired-for-off-duty-cbd-oil-use-and-cannabis-smoking","status":"publish","type":"post","link":"https:\/\/dotnewsconnect.co.za\/law\/2022\/fired-for-off-duty-cbd-oil-use-and-cannabis-smoking\/","title":{"rendered":"Fired for Off-Duty CBD Oil Use and Cannabis Smoking"},"content":{"rendered":"\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><p>\u201c\u2026 the [employer], in light of its dangerous environment, is entitled to discipline and dismiss any employee who uses cannabis or is under the influence whilst at work in contravention of its policy. Unfortunately, the Constitutional Court judgement does not offer any protection to employees against disciplinary action should they act in contravention of company policies.\u201d (Extract from judgment below)<\/p><\/blockquote>\n\n\n\n<p class=\"wp-block-paragraph\">The Constitutional Court\u2019s limited legalisation of personal cannabis use in private seems to have lulled some employees into a false sense of security when it comes to their employer\u2019s right to restrict their cannabis use. A recent Labour Court decision illustrates.<\/p>\n\n\n\n<h6 class=\"wp-block-heading\">Not stoned on duty, but tested positive<\/h6>\n\n\n\n<p class=\"wp-block-paragraph\">An employee was, in her off-duty hours, a regular user of CBD oil and a smoker of cannabis.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">After repeatedly testing positive for the drug, she was dismissed. She approached the Labour Court claiming both unfair discrimination and automatically unfair dismissal. Her failure to win reinstatement on either ground is a warning to all employees in her position.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Here are the facts the Court considered, and its decision \u2013<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Her position was a \u201ctypical office or desk position\u201d which was not a safety sensitive job in that she was neither required to operate heavy machinery nor drive any of her employer\u2019s vehicles. However, she worked on premises with \u201chighly dangerous operations\u201d.\u00a0<\/li><li>She had thirteen years of service and an unblemished disciplinary record.<\/li><li>She had been prescribed medication for pain and anxiety, but due to the medication\u2019s side effects she switched to daily use of CBD oil, plus she smoked cannabis recreationally to assist with her insomnia and anxiety. This, she said, also improved her bodily health, outlook, and spirituality.<\/li><li>As part of its safety rules, and because of the \u201chighly dangerous operations in its premises\u201d, her employer has a zero-tolerance \u201cAlcohol and Substance Policy\u201d, of which she was aware, enforced by workplace testing.<\/li><li>When she tested positive for cannabis use, she was told that she was unfit to continue working and directed to immediately leave the premises, then placed on a 7-day \u201ccleaning up process\u201d in terms of which the test would be repeated on a weekly basis until she was cleared by testing negative.\u00a0<\/li><li>She was not impaired or suspected of being impaired in the performance of her duties nor was she performing any duties for which the use of cannabis would be said to be a risk to her own safety or that of her fellow employees. Nor was she in possession or suspected of being in possession of cannabis whilst at work.<\/li><li>Nevertheless, when she continued to use cannabis, and therefore continued to fail her drug tests, she was dismissed after a disciplinary hearing at which she pleaded guilty to testing positive for cannabis. In mitigation she had said that she was never \u201cstoned\u201d or intoxicated or impaired at work, and that her use of cannabis was medicinal.<\/li><li>Unlike alcohol, cannabis can be detected in the body for a few days after occasional consumption, up to weeks for heavy users and up to months for chronic users. Also, unlike alcohol, one cannot determine a level of impairment based on test results.<\/li><li>But \u2013 and these were critical findings by the Court \u2013 \u201cProof of impairment is therefore not required as with alcohol, it is automatically assumed that one is under the influence of cannabis due to its intoxicating nature\u201d and \u201c\u2026 the fact that one is not impaired to perform duties does not in itself absolve that employee from misconduct in terms of the employer\u2019s policy.\u201d\u00a0<\/li><li>The employee continually tested positive, and would continue to test positive, because of her repeated and daily consumption of cannabis. Her performance had not been affected by her actions, but the employer\u2019s issue was not one of performance but one of misconduct \u201cand her performance is an irrelevant factor.\u201d<\/li><li>There was no differentiation in the employer\u2019s treatment of this employee and other employees, and in any event any such differentiation did not amount to impermissible discrimination as it was not arbitrary but \u201crational and served a legitimate purpose\u201d.<\/li><li>She had only raised the question of her medical issues when caught out and as an \u201cafterthought\u201d but had had a responsibility \u201cto properly approach the [employer] in order to raise her medical circumstances and for the [employer] to properly afford her situation an ideal and practical resolution.\u201d In any event, said the Court, there was no \u201cpersuasive evidence\u201d of her medical condition.<\/li><li>A final written warning would have served no purpose as she refused to stop consuming the cannabis.<\/li><li>Her dismissal therefore stands.<\/li><\/ul>\n\n\n\n<h6 class=\"wp-block-heading\">Lessons for employers<\/h6>\n\n\n\n<ul class=\"wp-block-list\"><li>Have in place a clear and reasonable policy on intoxicating substances. As the Court put it in general \u201ceveryone is entitled to use cannabis in their own space and for recreational purposes\u201d so you are going to have to justify any policy with an effect to the contrary. The \u201chighly dangerous operations\u201d in this employer\u2019s premises no doubt played a significant part in the Court\u2019s acceptance of this employer\u2019s zero-tolerance approach to infringements of its safety rules, so tailor your policy to your particular business operations.<\/li><li>React reasonably to any request for a relaxation of your policy, don\u2019t discriminate in any unjustifiable way between employees breaching it, and be sure to apply the appropriate sanction in cases of breach.<\/li><li>Most importantly, as always\u00a0<strong>take specific legal advice \u2013 our employment laws are complex, and the penalties for breaching them severe<\/strong>.<\/li><\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Disclaimer:<\/strong>&nbsp;The information provided herein should not be used or relied on as professional advice. No liability can be accepted for any errors or omissions nor for any loss or damage arising from reliance upon any information herein. Always contact your professional adviser for specific and detailed advice.<\/p>\n\n\n\n<p class=\"has-text-align-right wp-block-paragraph\">\u00a9 LawDotNews<\/p>\n","protected":false},"excerpt":{"rendered":"<p>\u201c\u2026 the [employer], in light of its dangerous environment, is entitled to discipline and dismiss any employee who uses cannabis or is under the influence whilst at work in contravention of its policy. Unfortunately, the Constitutional Court judgement does not offer any protection to employees against disciplinary action should they act in contravention of company [&hellip;]<\/p>\n","protected":false},"author":101014,"featured_media":5519,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[10],"tags":[],"class_list":["post-5518","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employment-and-labour-law"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Fired for Off-Duty CBD Oil Use and Cannabis Smoking &#8226; LawDotNews<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/dotnewsconnect.co.za\/law\/2022\/fired-for-off-duty-cbd-oil-use-and-cannabis-smoking\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Fired for Off-Duty CBD Oil Use and Cannabis Smoking &#8226; LawDotNews\" \/>\n<meta property=\"og:description\" content=\"\u201c\u2026 the [employer], in light of its dangerous environment, is entitled to discipline and dismiss any employee who uses cannabis or is under the influence whilst at work in contravention of its policy. 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