I need a lawyer

Discussion in 'Canadian Patients' started by Gquebed, Oct 5, 2017.


    HotWaterKarl Well-Known Member

    "Strong Upper Class" LOL.....you lost me there brah :-D
    Photon Flinger

    Photon Flinger Well-Known Member

    Peddling his bunk to scouts? Wow that is really low. If he is involved then I will be sure to file a complaint as a concerned grandparent.

    VIANARCHRIS Well-Known Member

    You need to do some research h, son. Scouts, as an employer must respect the rights of their employees...I was one, I know. Just because you lack the skill or will to verify, don't try to tell others it doesn't exist....makes you look like a fucking photon. Another alias?. What I. The fuck are you talking about Scouts and the black market? Reading comprehension an issue for you? I am a legal patient...Scouts either played ball or they got sued...again. Nothing illegal or gm involved.I really don't care if you believe it or not...I'm not out to impress morons.
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    VIANARCHRIS Well-Known Member

    ???? Are you seriously this stupid or are you just a really good actor. I guess reading comprehension is as difficult for you as it is for your newest alias. How many names to posting under now? I was an EMPLOYEE of Scouts and a MMJ PATIENT...I grew and smoked my own. Please explain how you got ,peddling his bunk to boy scouts out of that? Idiot. PLEASE file a complaint with Scouts, I bet your retarded grandkid would be sooo proud.

    gb123 Well-Known Member

    hey Junior...stick around
    if ya can eh ;)

    seems we have the whole finger family today here to entertain us ..eh Hippy.. lol


    They LOVE US ...
    Last edited: Oct 9, 2017
    GrowRock, VIANARCHRIS and The Hippy like this.

    Farmer.J Well-Known Member

    I love how he doesn't ever deny that he runs multiple accounts. Now he's claiming he's a grandpa.... Too funny.
    cannadan, The Hippy and VIANARCHRIS like this.

    VIANARCHRIS Well-Known Member

    Is that a threat? Sure sounds like one - betcha my lawyer would think so too. You just crossed the line , son - buckle-up.
    GrowRock and zoic like this.
    The Hippy

    The Hippy Well-Known Member

    Better work on your next account as this one is about to be toasted. Your one sick moffo you are...degenerate.
    GrowRock, zoic, WHATFG and 3 others like this.

    Farmer.J Well-Known Member

    Talking to yourself again?
    You don't need a friend or a lawyer, you need a psychiatrist.

    "Blueberry Cough"
    GrowRock, GroErr, zoic and 1 other person like this.

    VIANARCHRIS Well-Known Member

    Medical Cannabis in the Workplace
    Cannabis Life NetworkSeptember 21, 2015
    BusinessCultureFeaturedHealthLawNews0 Comments1476 views
    While Health Canada expects over 300,000 Canadians to be authorized to possess medical cannabis by 2024, experts are urging employers to look closely at their existing drug policies

    With the increase in medical use, Canadian employers, and employees, are slowly learning their rights in the new legal landscape.

    “Individuals have the right to equal treatment … without discrimination on the grounds of disability,” said Jan Robinson, managing principal at human resources firm Morneau Shepell.

    Legal group McMillan said taboos around cannabis could be eliminated by employers treating the substance as any other prescription drug. But, as with any medical prescription, the right to possess doesn’t give the employee the right to use it in the workplace.

    British Columbia Tourism and Hospitality Human Resources site Go2HR stated employees that use medical cannabis should be accommodated in the same way as any other employee who has been prescribed medication, but employees are not entitled to be impaired or violate existing anti-smoking regulations.

    While employers have a duty to accommodate their employees’ medical issues under the Canadian Human Rights Act, it comes with an equal obligation to maintain a safe workplace.

    A July decision by the BC Human Rights Tribunal laid out some of the limitations employers have in accommodating cannabis use.

    Selkin Logging terminated employee John French in 2014 due to what they said were safety issues related to his cannabis use. Selkin has a zero tolerance policy on cannabis use for its employees.

    French claimed the company violated his human rights by refusing to allow the logging contractor to use marijuana while on the job to treat pain symptoms after surviving cancer treatment.

    The Tribunal ultimately sided with Selkin, as French was not authorized for possession by Health Canada, despite claims he was using the drug under his physician’s advice.

    The situation could have been different had French had proper documentation, but employers still have limitations in the length they are expected to go to accommodate employees using medical cannabis.

    Employment lawyer Natalie MacDonald said if financial burdens to accommodate employees are too high or job site safety is compromised too much employers may not be obligated to allow medical cannabis use.

    “A small organization that has to incur serious financial hardship as a result of trying to accommodate an employee may cross the test of undue hardship,” MacDonald said.

    The Health Canada website stated that using cannabis can impair concentration, thinking and decision making as well as reaction time and coordination, meaning that workers in high risk occupations or those that operate heavy machinery may be unable to use cannabis at work in their normal duties.

    McMillan recommended employers request medical documentation from their employees that state they are able to safely continue their duties while taking medication.

    “If the inquiry discloses a meaningful impairment in the employee’s capacity to carry out their job, then the employer is not necessarily required to accommodate the employee’s request to use medical marijuana, particularly where the position involves the use of safety-sensitive equipment,” McMillan’s website stated.

    MacDonald said employers then may be obligated to find other options, such as a leave of absence.

    “In some cases, it may be that the employee needs to be provided with alternative forms of work that don’t attract any particular safety concerns,” she said.
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    VIANARCHRIS Well-Known Member

    I’m on medical marijuana for pain. What are my rights at work?

    KATHERINE POIRIER and Bruce Sandy
    Special to The Globe and Mail
    March 24, 2017 March 27, 2016

    I work at a big-box retail store as an overnight stocker and am on medical marijuana to relieve severe stomach pain. I am afraid of being terminated for using the marijuana, so I have not informed my employer and do not use it while at work. However, often I have to leave my shift early due to pain, citing sickness. I do not know my legal rights. How would you suggest that my employer should react to my situation, if I reveal the marijuana usage?


    Katherine Poirier Partner at Borden Ladner Gervais LLP, Montreal

    Your concerns regarding the potential loss of your employment are understandable. However, generally, medical marijuana consumption should be disclosed to an employer as soon as possible. Concealing it may lead to termination, especially if an employee hid any limitation resulting from drug use in the course of a prehiring questionnaire.

    The use of medical marijuana, when duly prescribed by a physician, is considered as any other prescription drug. It triggers a duty to accommodate, in application of the human rights legislation which protects employees from discrimination. If an employer is not aware of the employee's condition, the right to an accommodation may be forfeited. Furthermore, an employee may be pursuing work activities that aren't compatible with the residual effects of marijuana consumption, hence endangering himself or herself.

    An employer, once informed, will have to complete an accommodation analysis, gathering further guidelines from the treating physician or an independent examiner, to confirm whether the use of prescribed marijuana interferes with the different tasks required. by the position.

    Overnight stockers may be driving forklifts, climbing ladders or using sharp objects. Chronic marijuana consumption may have residual effects on concentration, attention and memory. Even though an employee isn't consuming on site or does not feel impaired while working, the employer will have to confirm whether these tasks, and any other safety-sensitive tasks, respect the limitations resulting from the drug.

    If some tasks are incompatible, for safety, performance or other reasons, an employer will have to accommodate the employee's situation, up to undue hardship. An employer may have to transfer some tasks to other employees or offer a compatible position, if available. However, an employer's duty will not go so far as creating a new, tailored position. The analysis may not result in termination, unless no solution may be achieved without undue hardship.


    Bruce Sandy Principal, Pathfinder Coaching and Consulting, Vancouver

    Check with an employment lawyer about your legal rights. The lawyer will reference the Marihuana CCT for Medical Purposes Regulations (MMPR) as outlined by Health Canada, as well as human rights and occupational health and safety legislation when considering your situation. They will also want to know what policies and procedures your employer may have in place regarding the use of prescribed drugs including medical marijuana in the workplace.

    If you reveal your medical marijuana usage to your employer, they will reference the aforementioned regulations, legislation, guidelines and policies in considering your situation. they will want a note from your doctor/nurse practitioner (in some jurisdictions) indicating that you are taking medical marijuana from a licensed producer for your stomach pain. Your employer will likely want your doctor to outline the nature and duration of your condition.

    Your employer will also want to likely know what duties you are able and not able to perform while on the medical marijuana and will want this to be outlined in the doctor's note. If you are not able to operate heavy machinery such as a forklift while you are on medical marijuana, then your employer has a duty to accommodate, provided it does not create an undue hardship for the company. (There is no strict definition of undue hardship but courts will consider a number of factors such as the level of financial difficulty for the company in making any accommodations and whether accommodating the employee would compromise workplace safety.)

    If your employer has a non-smoking and vaporizing policy, you will have to look at taking the medical marijuana in a non-smoking or non-vaporizing form, such as tea, edible or skin-patch formulations.
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    dienowk Well-Known Member

    VIANACHRIS has said nothing to imply that they would be a danger to children or that they are a person of poor character, you on the other hand seem mentally unstable. I would recommend a psychiatrist but I am unsure if I know one equipped to deal with someone as clearly damaged as you.
    GrowRock, GroErr, zoic and 3 others like this.

    VIANARCHRIS Well-Known Member

    • This article is brought to you by: Roper Greyell
    • Sept. 18, 2017, 6 a.m.

    As recreational marijuana fast approaches legal status in Canada, the landscape for medical marijuana—which has been lawful since 2001—looks to morph once again.

    Drew Demerse, a partner at Vancouver-based law firm Roper Greyell, said the first issue that comes to mind is how people will obtain pot post-legalization next spring. Demerse, who advises employers on workplace legal matters such as labour, disabilities and human rights, said there should be a substantial drop in medical marijuana prescriptions from doctors to start, simply because obtaining it legally will be much easier.

    “The types of things that I see people getting prescribed medical marijuana for right now vary widely,” said Demerse. “For example, I had a client who had an employee who had been prescribed marijuana to treat insomnia, but the medical experts tell me marijuana is not an appropriate treatment for insomnia.”

    Demerse said first off, employers who think they may have issues with medical marijuana in the workplace should consult a lawyer, and look into updating workplace policies around drug use immediately. According to Health Canada, marijuana is the most commonly used illicit substance in Canada and the second most used recreational drug in Canada after alcohol. Currently, more than 50,000 Canadians use medical marijuana, with Health Canada estimating that by 2024 more than 500,000 Canadians will be users. Demerse, who was first called to the bar in 2006 in British Columbia after graduating from Dalhousie Law School, said that human rights legislation requires employers to accommodate employees’ disabilities. If marijuana is a necessary treatment for that disability, Demerse said the employee’s right to medicate with marijuana must be respected, to a specific extent.

    If you’re able to separate it from your workplace, you don’t present a safety risk, and your work doesn’t suffer from it,” he added, “then the employer has no business regulating it. The issue is really about accommodating necessary—and I emphasize the word necessary—treatments for those disabilities. So a prescription for medical marijuana does not entitle the employee to be impaired at work or compromise his or her safety, or the safety of others.”

    Both recreational and medical marijuana are presenting a unique challenge for the legal system. The potency of pot can vary widely, as can its effect on users. The effects of smoking marijuana can last anywhere from two to twenty-four or more hours, and there are no current testing methods that can prove current impairment on the spot. THC (Tetrahydrocannabinol), the psychoactive element within cannabis, is fat-soluble and can be released days after consumption during exercise.

    Tom Yearwood, the owner of the Surrey-based Denning Health Group, has been involved in drug and alcohol testing for more than 20 years in B.C. and across the country. Denning’s clients include some of the province’s leading forestry companies, and Yearwood said the legal status of recreational marijuana doesn’t change anything regarding impairment or liability issues within the workplace.

    “There is quite a bit of discussion and confusion when it comes to testing for marijuana,” he added. “And while there is a push on at the federal level to establish a per se limit, meaning a specific cut-off level at which impairment is presumed, this is not the case at present, and a positive drug test does not necessarily correlate to impairment.”

    Yearwood said there are four ways to test for marijuana—urine, blood, hair or saliva. He added the most commonly used form right now for employers is the urine test. However, it’s important to remember that marijuana is not alcohol, and can stay in the body for weeks.

    “This is one of the reasons that a positive drug test for marijuana, or other drugs, cannot be considered as a standalone indication of impairment,” he added.

    Demerse said it all comes down to one thing for both employees and employers.

    “Just as an employer can say, ‘You can’t drink and come to work, you need to be sober.’ They can also say, ‘You can’t do any drug, legal or illegal, and come into the workplace if it’s going to do one of two things, cause a safety risk or lessen your productivity.’”
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    dienowk Well-Known Member

    What decision ? this comes back to you coming across as mentally unstable or simply being unclear with what you are actually trying to say.

    Actually they don't, under no circumstance can a patient be discriminated against due to their medication and he is under no obligation to tell them or anyone outside of his employer that he is using it. Also what exposure is there if it is not being used around children ? ("around children" means used in there presence, not the simply fact he uses and is around children after)

    He has said nothing to show any disregard for child welfare, and as for anti-government views he simply seems to have negative views of poorly written laws. If it wasn't for people opposing bullshit laws none of us would be in a position to even use this medication legally.

    You can try to enlist an investigative reporter, I am sure you can find one from a conservative rag (maybe Ezra has some people free) to take the story as they love to spout off about how evil the devils lettuce and it's users are.

    Can you improve your trolling some though, I am bored.
    GrowRock, GroErr, Farmer.J and 2 others like this.
    The Hippy

    The Hippy Well-Known Member

    Don't waste your time dienowk.....he's obviously just here to say it's blue when it's red. A troll at it's worst festering. Put him on ignore as his account has hours left of usefulness. He's not even good at it.
    Farmer.J, zoic, dienowk and 1 other person like this.

    dienowk Well-Known Member

    Honestly I respond to crap like his out of boredom, I had nothing else to do at the time or I would have ignored it like 99% of the other troll posts.

    zoic Well-Known Member

    ROFLMAO. You can go to work with a severe hangover but THC metabolites are a no go. I have no regrets for sending the hungover people home when they came to work and COMPLAINED about their hangover affecting their desire/ability to work.
    gb123, GrowRock, dienowk and 4 others like this.

    ANC Well-Known Member

    Well, 21 if you count me as a person.
    dienowk, GroErr, gb123 and 2 others like this.

    GroErr Well-Known Member

    You must have really pissed him off to come back with gb1xx troll accounts. Don't think he'll be posting much for a while now ;)

    Farmer.J Well-Known Member

    I hope his computer mysteriously stops working.
    GrowRock and GroErr like this.

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