Marijuana. Smoking, growing or cultivating marijuana is prohibited anywhere in or on the premises, regardless of whether Tenant or any other person is a qualifying patient under the Michigan Medical Marihuana Act.
Marijuana. The planting and growth and consumption of cannabis is prohibited on the premises by the tenant(s) or guests without prior written consent of the Owner/Agent.
Marijuana. Is Prohibited. CU Boulder prohibits the possession, use, or distribution of marijuana on campus and in Student Housing. This prohibition applies regardless of whether the Student complies with state recreational use laws and even if the Student has obtained a Colorado Medical Marijuana Registry Identification Card.
Marijuana. The university prohibits illegal possession or use of drugs or alcohol by students, faculty, or staff. Federal law does not allow the use of medical marijuana or recreational use of marijuana as legalized by some states. Since SOU must comply with federal law, marijuana use is strictly prohibited in all situations.
Marijuana. Safety-sensitive: A teacher performing a safety sensitive function found to have a detectable concentration of marijuana (or its metabolites) [above 50 nanograms] in his or her system, shall receive a thirty (30) day suspension without pay on the first offense and shall be required to participate in the Employee Assistance Program. In addition, the teacher shall be placed on probation for twelve (12) months and shall be subject to random drug and alcohol testing for that period. If the teacher violates any rules set forth in this policy during the probationary period, he or she shall be discharged. Marijuana: Non Safety-sensitive: A teacher tested in accordance with the terms of this agreement performing a non safety-sensitive function found to have a detectable concentration of marijuana (or its metabolites) [above 50 nanograms] in his or her system, shall receive a ten (10) day suspension without pay on the first offense and shall be required to participate in the Employee Assistance Program. In addition, the teacher shall be placed on probation for twelve (12) months and shall be subject to random drug and alcohol testing for that period. If the teacher violates any rules set forth in this policy during the probationary period, he or she shall be discharged.
Marijuana. Marijuana Odor Emissions, 5-10-6 No person, tenant, occupant, or property owner shall permit the emission of marijuana odor from any source to result in detectable odors that interfere with the reasonable and comfortable use and enjoyment of another's property.
Marijuana. It is prohibited to possess, use, or distribute marijuana for recreational use in any Colorado School of Mines apartment, Colorado School of Mines-owned property or in any public area of Colorado School of Mines as described in the Mines Alcohol and Other Drugs Education and Prevention Policy. Possession of a valid and appropriately held Medical Marijuana Registry identification card does not authorize a Resident or their family members, dependents, and/or guests, to possess, use, or distribute marijuana in any Colorado School of Mines apartment, Colorado School of Mines-owned property or in any public area of Colorado School of Mines. Students who request and receive a valid and appropriately held Medical Marijuana Registry identification card during the term of their lease may submit a request to the Director of Housing and Residence Life or their designee to be released from this Lease without financial penalty. This release option applies only to a Resident with a valid and appropriately held Medical Marijuana Registry identification card, and does not apply to marijuana use or possession by any person under any other circumstance, which is prohibited by Mines policy and federal law.
Marijuana. In addition to the above, employees must comply at all times with all federal and state statutes and regulations regarding the illegal use of drugs. It is important to note that marijuana is an illegal drug under the federal Controlled Substances Act, which means that it has no acceptable medical or recreational use under federal law. Therefore, any on or off duty use of marijuana which is inconsistent with the “prohibited conduct” listed above will be considered a violation of this policy, even if an employee has a prescription for the use of marijuana under the Oregon Medical Marijuana Act or is using marijuana in compliance with state law. However, employees who are using marijuana in compliance with a medical marijuana card will not automatically be subject to termination of employment. Instead, such employees are required to disclose any use which would constitute “prohibited conduct.” If the City determines that the employee using medical marijuana is disabled under applicable disability discrimination statutes, the employee will be asked to enter into an interactive discussion with designated representative(s) to determine whether a reasonable accommodation can be made that would allow the employee to continue to be employed without violating standards.
Marijuana. In addition to the above, employees must comply at all times with all federal and state statutes and regulations regarding the illegal use of drugs. It is important to note that marijuana is an illegal drug under the federal Controlled Substances Act, which means that it has no acceptable medical use under federal law. Therefore, any on or off duty use of marijuana which is inconsistent with the “prohibited conduct” listed above will be considered a violation of this policy, even if an employee has a prescription for the use of marijuana under the Oregon Medical Marijuana Act.
Marijuana. 3. Other Controlled Substances, including, but not limited to, cocaine, phencyclidine, amphetamines, barbiturates, opiates, narcotics, hallucinogens, depressants, and stimulants. A confirmed positive test result, or the refusal to submit to a drug/alcohol screen, will disqualify that person from further consideration for employment with the Town of Orange Park. APPENDIX D General Employees’ Pension Plan
