- Quickdraw McLaw
- 29 Comments
- 282 Views
One of our commenters had a great topic idea yesterday, so let’s pose it to everyone:
“And speaking of marijuana, how are law firms, government offices, public interest entities, the judiciary, and others dealing with pot-smoking attorneys? Does anyone other than Clark County drug test attorneys as a condition of employment? Any restrictions by firms on pot use outside of working hours?”
I work for a small firm. They have no policy. I tend to think the Managing Partner would frown on smoking pot outside of work, but I don't think s/he would take any action if s/he found out. If I or someone else came to work stoned, I am confident such a person would be terminated on the spot. But the same is true of coming in drunk.
Fun synonyms? Devil's Lettuce
Romaine is the new devil's lettuce
Wacky tobaccy
Mary Jane, Ganja, Cheeba, Chronic, Bo-Bo, Giggle Smoke and Endo.
Being 14 was awesome.
I know one judge who needs to hit the bong, maybe then she would apply the law. Should not have to appeal to have a judge do their fucking job.
And who would that be?
Wait for the appeal.
Insofar as it is legal, I do not care if a judicial officer smokes cannabis. However, if you can't control your legal usage of marijuana or alcohol or pills, then I would have a problem. And by lack of control, I mean your use is impacting your day to day activities and work as the 11 deodorant/cologne attorney, listed below.
Good morning, Justice, you cannot be found here in S. Nevada.
Insert Tony Start eye roll gif
Insert truth hurts.
I am the managing partner of a small firm. We had an associate who had 11 types of deodorant and 5 bottles of cologne in his desk. Strange we thought. Then he behavior became erratic and his lunches in the parking lot much longer. He terminated shortly thereafter. We would never have paid for drug testing our employees. Do not care what you do on your own time that does not impact the firm. Smoke pot in the parking lot where clients come and go (and it was illegal at this time), the ride is over.
I think the Toyes said it best:
I smoke two joints in the morning, I smoke two joints at night
I smoke two joints in the afternoon, it makes me feel alright
I smoke two joints in time of peace, and two in time of war
I smoke two joints before I smoke two joints, and then I smoke two more
Oh, my daddy he once told me, "Son, you be hard working man"
My mama she once told me, "Son, you do the best you can"
But then one day I met a man who came up to me and said
"Hard work good and hard work fine, but first take care of head"
So now,
I smoke two joints when I get up, in the car I smoke two joints
I smoke two joints when I play video game, and at every ten thousand points
(I smoke two joints)
I smoke two joints in time of peace, and two in time of war
I smoke…
Sublime's cover is one of my favorite tracks ever
Unrelated rant:
If you draft someone's estate planning documents you can't then represent someone adverse to them in Guardianship. It. Is. A. Conflict. Your. Client. Can't. Waive.
Kind of hard to argue your (former/current) client knowingly consented to waiving the conflict while simultaneously arguing your (former/current) client lacks capacity.
Can you recommend an in-patient psychiatric facility? i have a suicidal employee on my hands this minute. she has no family here but her husband is a vet suffering from PTSD and is in denial about her condition. she is young and i’m worried sending her off to a bad facility.
https://www.sevenhillsbi.com/
UMC ER is also a good first stop if you need help ASAP.
If she truly is immediately suicidal, get an L2K on her immediately and then sort out where she should go after that.
I think most law firms just don't address the issue and would never drug test or discipline for drug use unless the employee was using and/or affected by marijuana at work.
Nevada has some unique employment statutes and I would like to see how some of these possibly inconsistent statutes will play out. For instance, under NRS 613.333: It is an unlawful employment practice for an employer to:
(a) Fail or refuse to hire a prospective employee; or
(b) Discharge or otherwise discriminate against any employee concerning the employee’s compensation, terms, conditions or privileges of employment, because the employee engages in the lawful use in this state of any product outside the premises of the employer during the employee’s nonworking hours, if that use does not adversely affect the employee’s ability to perform his or her job or the safety of other employees.
NRS 453A.800 (Med MJ), states The provisions of this chapter do not … Require any employer to allow the medical use of marijuana in the workplace. And NRS 453D.100 says "The provisions of this chapter do not prohibit… A public or private employer from maintaining, enacting, and enforcing a workplace policy prohibiting or restricting actions or conduct otherwise permitted under this chapter."
I personally believe an employer cannot discipline an employee for off-hour marijuana use if that use does not adversely affect the employee’s ability to perform his or her job or the safety of other employees. Any other thoughts on these statutes or any I'm missing? #smokeweedeveryday
most law firms don't drug test because they are terrified of what they would find–and for good reason too.
Unrelated. I am hearing a rumor that the district and justice courts are going to a seven-day work week starting in January. Anyone hearing about this.
Why don't we focus on getting most of our judges to actually work 5 days in a row before we start worrying about 7 days.
I heard this was limited to arraignments or other first appearances in criminal matters where there are extremely tight statutory deadlines for a defendant's first appearance.
I worked at an insurance carrier last year that employment was contingent on passing a drug test.
Marijuana is legal to use in a recreational manner in Nevada so there should be no policy towards it if an employee uses it outside of work.