DOCSLIB.ORG

High Times in the Workplace…

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
High Times in the Workplace… High Times in the Workplace…What is all the Buzz About? Although marijuana is still illegal at the federal level, as of today, at least 28 states have legalized the medical use of the drug, and eight states permit its recreational use. With more than half of the states permitting some form of pot use, employers and HR departments are understandably caught in a haze about how this shifting stance will impact their businesses and current workplace drug testing programs. Thus, many questions about usage and policies that are coming to light: Do we need new work place policies for medical marijuana? Can we maintain a zero-tolerance policy when my state permits medical and/or recreational marijuana use? What if we have safety-sensitive positions? Do we have to allow the use of medical marijuana in the workplace? How will this impact the company’s recruiting efforts and retaining a workforce? This is just a sample of the types of questions that have cropped up. One important factor regardless of individual states law, is that the drug remains illegal under the federal law “Controlled Substances Act” (CSA), and employers have the right to test for it. Not only does federal law conflict with some states’ laws, but state laws also vary, making it more challenging for multistate employers. Workplace Policies Upheld by the CSA Even with the legalization of medical and/or recreational marijuana use in individual states, employers continue to have the right to insist that employees remain drug-fee while at work, that they do not bring illegal (or nonprescribed) drugs or alcohol to work, or use substances while on the job. Furthermore, a positive drug screen continues to be valid grounds for an adverse employment action if it is pursuant to an established policy. Employers that have “zero tolerance” workplace substance abuse policies can continue to rely on the fact that marijuana is illegal under the federal Controlled Substances Act, even if the individuals using marijuana may be released of criminal liability under certain states’ laws. “No state marijuana law mandates that employers accommodate employees’ marijuana use, even if it is off-the-job use that is compliant with state medical or recreational laws.” said Paul Armentano, deputy director of the National Organization for the Reform of Marijuana Laws, more commonly known as the NORML Foundation, a marijuana advocacy organization. Physician Prescription vs. Physician Recommendation Marijuana under the federal Controlled Substances Act is considered a Schedule I drug, which means the federal government has identified it as having a high potential for abuse and no accepted medical purpose. Physicians are not allowed to prescribe Schedule I drugs under federal law; they can only provide “recommendations” for patients’ use. Although they are only recommendations, medical marijuana cardholders often believe their company’s zero-tolerance policy doesn’t apply to them because they have a “prescription” from a doctor. www.sikich.com // Sikich HR Advisor // 1 In the state of Illinois, for example, the Illinois Compassionate Use of Medical Cannabis Pilot Program Act went into effect on January 1, 2014. The law allows physicians to recommend the therapeutic use of medical marijuana to patients who are under the doctors’ care for at least one of the 33 qualifying medical conditions. Qualifying patients who receive a written certification may register with the state Department of Public Health for legal status as a medical marijuana patient. The law prohibits discrimination by employers, providing that a person may not be discriminated against solely on his or her status as a registered qualifying patient or as a registered designated caregiver, unless failing to do so would put the employer in violation of federal law, or would cause it to lose a monetary or licensing- related benefit under federal law or rules. The law does NOT: Prohibit an employer from adopting reasonable regulations concerning the consumption, storage, or timekeeping requirements for qualifying patients related to the use of medical cannabis. Prohibit an employer from enforcing a policy concerning drug testing, zero-tolerance, or a drug- free workplace, provided the policy is applied in a nondiscriminatory manner. Limit an employer’s ability to discipline a registered qualifying patient for violating a workplace drug policy. Limit an employer’s ability to discipline an employee for failing a drug test if failing to do so would put the employer in violation of federal law or cause it to lose a federal contract or funding. An employer may consider a registered qualifying patient to be impaired when he or she manifests specific, articulable symptoms while working that decrease or lessen his or her performance of the duties or tasks of the employee’s job position. If an employer elects to discipline a qualifying patient, it must afford the employee a reasonable opportunity to contest the basis of the determination. Cutting Through the Smoke Employers and HR professionals should examine the company’s personnel policies to see how they address marijuana use and review them to determine if they are still right for your business and workforce. Most critically, ask whether the company still needs or wants a zero-tolerance policy. The answer to that question may depend on your line of business, whether the position or type of work is safety-sensitive, and the employee demographic. Further, the federal Drug-Free Workplace Act (DFWA) obligates federal contractors and grantees to maintain a workplace that is free of “illegal drugs” as defined by the CSA. Keeping in mind, some employers may be mandated under state and federal law to maintain a drug-free workplace and may be permitted, under the Drug-Free Workplace Act to discipline employees who use medical marijuana in the workplace. Accordingly, some employers may choose to develop policies that account for employees’ use of medical marijuana, while some may choose to prohibit its use altogether. Implementing Clear Screening and Employment Policies Experts agree that whether employers decide to test for marijuana pre-employment, having a clear, well- thought-out drug testing policy addressing marijuana is a good idea. As the laws continue to change www.sikich.com // Sikich HR Advisor // 2 across the country, it is vital for employers to have a comprehensive, legally acceptable drug policy that clearly addresses decriminalized marijuana use. Employers should also carefully watch state laws, and refrain from taking adverse action or imposing disciplinary consequences against a candidate without consulting legal counsel. Ten of the 28 states with compassionate care statutes that allow marijuana to be used for medical reasons require employers to consider accommodating the user. In these states, it is against the law to disqualify someone from a job just because that person tested positive for marijuana. Regardless of the stance, it’s imperative the company have a policy in place on how to screen candidates, and whether accommodations for the user can be made is vital to mitigate risk not only from employment lawsuits but also from workplace accidents and injuries. Those who employ a zero-tolerance policy should review their drug-testing policy to ensure that it: a) Sets clear expectations of employees; b) Provides justification for the need for drug-testing; c) Specifically allows for adverse action (including termination or refusal to hire) because of a positive test. Finally, employers should be mindful of their drug policies’ applicability not only to current employees, but to applicants as well. Employers will need to decide whether their company will enforce a zero-tolerance drug policy and discipline employees who fail drug tests because of marijuana use, even if they are medical marijuana patients. Employers should become familiar with the law in their state(s) to determine whether they can legally discipline an employee for off-hours and off-site use or influence, when it is pursuant to a valid prescription (in medical states) or for off-hours and off-site recreational use (in recreational marijuana states). Medical Marijuana Handbook Sample Policies: SAMPLE 1 [Organization] will not discriminate against an applicant or employee based on the person’s status as a registered medical marijuana patient or based on a registered patient’s positive drug test for marijuana components or metabolites, unless the patient used, possessed, or was impaired by marijuana during the hours of employment or while on [Organization]’s premises. All employees, including those who are registered medical marijuana patients, are prohibited from ingesting marijuana in the workplace and from working while under the influence of marijuana. Any employee who violates this policy is subject to discipline, up to and including, termination of employment. SAMPLE 2 [Organization] will not accept a medical marijuana, marijuana extract, or recreational marijuana explanation for a positive drug test even where permitted by state law because such use is in violation of Schedule 1 of the federal Controlled Substances Act. www.sikich.com // Sikich HR Advisor // 3 Let’s be blunt, marijuana isn’t just for smoking anymore…. Adding a new challenge in the workplace, are the various forms in which marijuana can be found. Edible marijuana is odorless and may be more potent than when it is smoked. Edible marijuana can come in many forms: baked goods, candy, oil emulsions, tablets, and liquids for vaping. Detecting the impairment of edibles has become more difficult; making it more difficult to sniff out the smokers based on their smell. The only way to detect the use of edible forms is simply by observing the employee’s behavior. Adding to the complexity, edible marijuana takes longer to start working and the effects can last much longer than smoking the drug. In fact, the effects of edible marijuana can last up to 12 hours, depending on the dose.
Load more

Recommended publications
  • ADHD Parents Medication Guide Revised July 2013
    ADHD Parents Medication Guide Revised July 2013 Attention-Deficit/Hyperactivity Disorder Prepared by: American Academy of Child & Adolescent Psychiatry and American Psychiatric Association Supported by the Elaine Schlosser Lewis Fund Physician: ___________________________________________________ Address: ___________________________________________________ ___________________________________________________ ___________________________________________________ Phone: ___________________________________________________ Email: ___________________________________________________ ADHD Parents Medication Guide – July 2013 2 Introduction Attention-Deficit/Hyperactivity Disorder (ADHD) is a neurodevelopmental disorder characterized by difficulty paying attention, excessive activity, and impulsivity (acting before you think). ADHD is usually identified when children are in grade school but can be diagnosed at any time from preschool to adulthood. Recent studies indicate that almost 10 percent of children between the ages of 4 to 17 are reported by their parents as being diagnosed with ADHD. So in a classroom of 30 children, two to three children may have ADHD.1,2,3,4,5 Short attention spans and high levels of activity are a normal part of childhood. For children with ADHD, these behaviors are excessive, inappropriate for their age, and interfere with daily functioning at home, school, and with peers. Some children with ADHD only have problems with attention; other children only have issues with hyperactivity and impulsivity; most children with ADHD have problems with all three. As they grow into adolescence and young adulthood, children with ADHD may become less hyperactive yet continue to have significant problems with distraction, disorganization, and poor impulse control. ADHD can interfere with a child’s ability to perform in school, do homework, follow rules, and develop and maintain peer relationships. When children become adolescents, ADHD can increase their risk of dropping out of school or having disciplinary problems.
    [Show full text]
  • August 2014 Medical Marijuana and Your Workforce - Part III Drug Tests, Zero Tolerance Policies and Unemployment Compensation
    LAW OFFICE OF LORI A. GOLDSTEIN, LLC CLIENT BULLETIN August 2014 Medical Marijuana and Your Workforce - Part III Drug Tests, Zero Tolerance Policies and Unemployment Compensation This is the final in a three-part series covering the new Illinois Compassionate Use of Medical Cannabis Pilot Program Act and what it means for employers. Drug Testing Until the Illinois courts provide more guidance, employers should proceed with caution when a registered patient tests positive for marijuana on a pre-employment or employee drug screening. Since cannabis can remain in the body for several weeks, a positive drug test does not necessarily mean that an applicant or employee is impaired at the time of the test. Employers must be careful not to reject a registered patient’s application based solely based on a positive drug test, unless hiring the applicant presents a public safety risk (e.g., security guard or driver positions). Evaluate drug test results for registered patient employees on a case-by-case basis, permitting the employee to explain or contest the basis of a positive test result. Zero Tolerance Policies and Privacy Laws Can employers in states legalizing marijuana include marijuana in zero tolerance drug policies? How are privacy rights affected? Many states, including Illinois, forbid employers from terminating employees for lawful activities conducted during nonworking hours (Illinois Right to Privacy in the Workplace Act.) But if the Illinois courts follow the courts of other states, employers will have more freedom to discipline a registered patient who tests positive for marijuana. The Colorado Supreme Court will soon be considering this issue.
    [Show full text]
  • Sample Drug-Free Workplace Policy Acknowledgement Statement for Your Employees to Sign
    DRUG-FREE WORKPLACE POLICY 2 DISCLAIMER DISCLAIMER: Pinnacol Assurance is providing this resource for informational purposes only. It is not designed for use by any reader, business or enterprise, nor is this intended to be legal advice on what a drug policy should or should not contain. This sample policy is designed to be illustrative of the types of policies used and is written in general terms, without specific consideration given to individual needs or circumstances. Provisions included may not be applicable to the specific reader or business situation, and specific provisions that are applicable may have been omitted from this sample. These materials are not to be used as a substitute for legal or management advice on what is necessary for a valid, binding drug policy. Pinnacol will not be held responsible for any consequences arising out of the use of this sample document, and recommends that before implementing a drug policy advice be obtained from a learned professional knowledgeable in this area. INTRODUCTION 3 At Pinnacol Assurance, we are committed to helping you protect the safety and health of your employees. One way to protect your employees and mitigate risk is by establishing a drug-free workplace policy. This resource was designed to help you design, implement and enforce a drug-free workplace policy. When creating a drug-free workplace policy, consider the following: n What is the purpose of this program and policy? n Who is responsible for enforcing the policy? n Is this a zero-tolerance policy? n How is the policy communicated to your employees? n Who is covered by this policy? n What are the consequences for violating the policy? n What are your employees required to tell you? n Do you offer any type of employee assistance to n Does the policy include drug testing? employees who need help? n Does the policy include searches? Portions of the sample policy contained in this book have been pulled from the elaws section of the U.S.
    [Show full text]
  • Should Per Se Limits Be Imposed for Cannabis? Equating Cannabinoid Blood Concentrations with Actual Driver Impairment: Practical Limitations and Concerns
    HUMBOLDT JOURNAL OF SOCIAL RELATIONS—ISSUE 35, 2013 Should Per Se Limits Be Imposed For Cannabis? Equating Cannabinoid Blood Concentrations with Actual Driver Impairment: Practical Limitations and Concerns Paul Armentano National Organization for the Reform of Marijuana Laws [email protected] ________________________________________________________________________ Abstract Fourteen US states have amended their longstanding, effect-based DUI drug laws to per se or zero tolerant per se statutes in regard to cannabis. Other states are considering enacting similar legislation. Under these amended traffic safety laws, it is a criminal violation for one to operate a motor vehicle with trace levels of cannabinoids or their metabolites in his or her blood or urine. Opponents of per se cannabinoid limits argue that neither the presence of cannabinoids nor their metabolites are appropriate or consistent predictors of behavioral or psychomotor impairment. They further argue that the imposition of such per se limits may result in the criminal conviction of individuals who may have previously consumed cannabis at some unspecified point in time, but were no longer under its influence. As more states enact statutory changes allowing for the legal use of cannabis under certain circumstances, there is a growing need to re-examine the appropriateness of these proposed per se standards for cannabinoids and their metabolites because the imposition of such limits may, in some instances, inadvertently criminalize behavior that poses no threat to traffic safety,
    [Show full text]
  • Adhd Labeling and Treatment of Children in Japan 1
    CCHR REPORT: ADHD LABELING AND TREATMENT OF CHILDREN IN JAPAN 1 2018 ADHD labeling and treatment of children in Japan CITIZENS COMMISSION ON HUMAN RIGHTS JAPAN CITIZENS COMMISSION ON HUMAN RIGHTS EUROPE January 2018 CCHR REPORT: ADHD LABELING AND TREATMENT OF CHILDREN IN JAPAN 2 CCHR REPORT: ADHD LABELING AND TREATMENT OF CHILDREN IN JAPAN 3 Introduction Children in Japan are being labeled with the psychiatric diagnosis attention- deficit/hyperactivity disorder (ADHD) and given psychiatric drugs in order to control the symptoms labeled as ADHD, just as in many European and American countries. The rate of the drugs used are different than those in Europe and the USA which is caused mainly by earlier abuses of psychostimulant drugs causing some of these to be banned and secondly a zero tolerance to drugs use in general (the psychostimulants used in the control of ADHD labeled children are actual drugs with a high abuse potential). Large international pharmaceuticals are increasingly focusing on releasing new types of drugs on the Japanese market that can be prescribed to children labelled with ADHD such as lisdexamfetamine and guanfacine (sold under the name Intuniv). The Japanese market is being described as “the world’s third-biggest market for ADHD treatments” and is growing at more than 20 percent annually.1 Japanese children in early studies were found to be among those less considered fulfilling the diagnostic criteria for attention-deficit/hyperactivity disorder (ADHD). Yet, marketing efforts and American psychiatrists have promoted the American concept of various behavioural symptoms clustered together and called ADHD, to a degree, that a large number of parents have taken on the concept.
    [Show full text]
  • Teenage Drinking and Driving
    State of Illinois For more information, Illinois State Police or to request a safety ZERO TOLERANCE LAW presentation, you for Underage Drinking may send an email to the Teenage and Driving ISP Safety Zero Tolerance is a state law that went into effect on Education Unit at: Drinking and January 1, 1995, and provides for the suspension of driving privileges of any person under the age of 21 Safety_Education@isp. who drives after consuming alcohol. As the name Driving Zero Tolerance suggests, any trace of alcohol in a state.il.us young person’s system can result in a suspended or call 217/782-6637 driver’s license. Possession or Consumption You can also visit us on of Alcoholic Beverages the web at: It is illegal for any person under the age of 21 to www.state.il.us/safety/ consume or possess, whether opened or unopened, alcoholic beverages. Penalties include: eduprogs.cfm • Driving privileges suspended for 6 months for a first conviction. • Driving privileges suspended for 12 months for a second conviction. • A maximum $2,500 fine and up to one year in jail. Improper Use of Illinois Driver’s License or ID Card You could spend up to three years in prison, face fines of up to $25,000, and have your driver’s license suspended if you: • Allow another to use your driver’s license or ID Card. • Use someone else’s driver’s license or ID Card to represent yourself. Printed by the Authority of the State of Illinois ISP Central Printing Section • Knowingly possess a fictitious or unlawfully altered Illinois State Police driver’s license or ID Card.
    [Show full text]
  • Japan 2020 Crime & Safety Report
    Japan 2020 Crime & Safety Report This is an annual report produced in conjunction with the Regional Security Office at the U.S. Embassy in Tokyo. OSAC encourages travelers to use this report to gain baseline knowledge of security conditions in Japan. For more in-depth information, review OSAC’s Japan country page for original OSAC reporting, consular messages, and contact information, some of which may be available only to private-sector representatives with an OSAC password. Travel Advisory The current U.S. Department of State Travel Advisory at the date of this report’s publication assesses Japan at Level 2, indicating travelers should exercise increased caution due to due to an outbreak of COVID-19. Prior to the COVID-19 pandemic, Japan’s Travel Advisory was assessed as a Level 1. Review OSAC’s report, Understanding the Consular Travel Advisory System. Overall Crime and Safety Situation Crime Threats The U.S. Department of State has assessed all cities with U.S. diplomatic posts in Japan as being LOW- threat locations for crime directed at or affecting official U.S. government interests. The crime rate in Japan is generally well below the U.S. national average. Crimes targeting foreigners are seldom, especially as Tokyo has touted itself as “the world’s safest big city” in preparation for the now-postponed 2020 Olympic Games. The Economist Intelligence Unit ranked Tokyo and Osaka as the world’s number one and number three safest cities for 2019. Pickpocketing and other petty crimes do sometimes take place in crowded shopping areas, bars and nightclubs, and public transportation hubs.
    [Show full text]
  • Medical Marijuana: the Impact on the Workplace
    9/1/2020 MEDICAL MARIJUANA: THE IMPACT ON THE WORKPLACE John A. McCreary Charlotte Katzenmoyer Adam L. Santucci Babst Calland Executive Director McNees Wallace & Nurick Phone: (412)394.5400 Capital Region Water Phone: (717)237.5388 [email protected] [email protected] [email protected] www.McNeesLaw.com OVERVIEW • The federal landscape • How the PA Medical Marijuana Law Works • Employment aspects of PA Medical Marijuana Law • What have the courts said (so far) www.McNeesLaw.com 1 9/1/2020 THE FEDERAL LANDSCAPE Marijuana ‐ Status Across the U.S. • Legal for recreational use –11 states plus DC • Legal for medical use –33 states plus DC • Low THC/High CBD laws –14 states • Federal Law • Controlled Substances Act (CSA) – Schedule I drug • DOJ Memo • Rohrabacher‐Farr/Blumenauer amendment • Farm Bill – legalization of hemp www.McNeesLaw.com THE FEDERAL LANDSCAPE Drug Free Workplace Act of 1988 • Applies to Federal contractors and grantees • Requires covered organizations to provide a “drug‐free workplace” by: • Publishing a policy statement • Establishing an awareness program • Notifying employees of their obligations • Notifying the granting agency of any violations • Imposing penalties • Standard – “good faith effort to maintain a drug‐free workplace.” • Penalties for lack of compliance –payments and/or grant may be suspended/terminated www.McNeesLaw.com 2 9/1/2020 MEDICAL MARIJUANA & DRUG TESTING Does Legalization Affect Drug Testing? • Testing generally governed by federal law • DOT Regulations •
    [Show full text]
  • CLARKSON UNIVERSITY Memorandum September 2019
    CLARKSON UNIVERSITY Memorandum September 2019 TO: University Community FROM: Anthony G. Collins, President SUBJECT: Drug-Free Schools and Communities Act The Drug-Free Schools and Communities Act, Public Law 101-226, requires that our University implements a program to prevent unlawful possession, use, or distribution of illicit drugs and alcohol by students and employees. In part, the law requires that all students and employees annually receive a description of University policies and possible sanctions for violation of drug or alcohol laws, possible health risks associated with use of drugs or alcohol, and counseling or rehabilitation services available to you. This is a most important topic. Please take the opportunity to reflect on potential problems associated with drug use. Consider, in particular, alcohol, its role in our lives, and its possible negative impacts. Clarkson policies and possible sanctions Clarkson prohibits the unlawful manufacture, distribution, dispensation, possession, or use of controlled substances or alcohol on its property or as part of its activities. Employees are referred to the Operations Manual 3.1.7. Students are referred to the Clarkson Regulations IX and X. Sanctions for violation of these policies will range from written warning to dismissal or expulsion, depending on the circumstances of the violation. Possible sanctions include referral for counseling, fines or rehabilitation. Students can refer to attached Table 1 for more details on possible sanctions. The University has the right to refer individuals to governmental authorities for prosecution if deemed appropriate. http://internal.clarkson.edu/studentaffairs/regulations/ Finally, any legal usage of alcohol in public areas on campus must be approved by Clarkson’s ARC (Alcohol Review Committee).
    [Show full text]
  • Zero Tolerance and Per Se Driving Laws-1
    Zero Tolerance and Per Se Driving Laws Thirty-three states address driving under the influence of marijuana by using what MPP believes is the fairest, most sensible standard — by looking at the totality of the circumstances. In other words, a driver is guilty of driving under the influence of marijuana if the cumulative evidence proves the driver was impaired. That evidence may include footage or testimony about how the person drove, the results of a field sobriety test, and the results of a test for THC — the psychoactive ingredient in marijuana. Meanwhile, 161 states have taken approaches that criminalize some drivers many hours, days, or even weeks after they last used marijuana — even if the person’s driving ability was not impaired in the slightest. The below chart shows which states have “zero tolerance” or “per se” laws.2 Zero tolerance laws criminalize driving with any THC and/or THC metabolites (compounds created as the body processes THC) in a person’s system. THC is fat soluble, and it can stay in regular users’ systems several days after they last used marijuana. Metabolites can remain in a person’s system for weeks. Per se laws criminalize driving with a set amount of THC and/or metabolites in a person’s system. They, too, can criminalize driving many hours after impairment ends.3 The final state — Colorado — enacted a permissible inference law, which means the jury can infer that a driver is guilty of DUI if he or she has a set amount of THC in his or her blood. Zero Tolerance Law Zero Tolerance for Per Se THC Limit In Exception
    [Show full text]
  • State Terrorism in the Philippines Unmasking the Securitized Terror Behind ‘War on Drugs’
    MSc. Crisis & Security Management Thesis - Spring 2017 Leiden University, The Hague Campus State Terrorism in the Philippines Unmasking the securitized terror behind ‘War on Drugs’ Master Thesis, Spring 2017 George Plevris (s1722026) Supervisor: Dr. M. Kitzen Second Reader: Liesbeth van der Heide University of Leiden- The Hague Campus Master MSc. Crisis & Security Management May 2017 Leiden University 1 MSc. Crisis & Security Management Thesis - Spring 2017 By the end of this paper, I believe you will come to the same observation that I arrived: Terror (-ism) is the finest tool of political and social governance a state can deploy. If executed well, it does not only achieve the goal of submission of the audience, but it eliminates the latter’s tool of resistance: hope. Leiden University 2 MSc. Crisis & Security Management Thesis - Spring 2017 Abstract Typically, modern states have the monopoly on legitimate violence drawn from their sovereignty and democratic rule of law, on the behest of their citizens. This ‘legitimate’ violence however has seen a rise in the last two decades, and taken forms of intricate civil wars, wars on crime, wars on drugs and wars on terror. Yet, despite outcries for violations of laws and human rights, of crimes against humanity and war crimes, policies of extreme violence performed by the democratic states are hardly ever labeled as state terrorism. This paper will explore the scholarship of state terrorism, often a contested topic among academic and experts, and will approach the issue through the current ‘war on drugs’ raging in the Philippines. The theoretical premise that I will carve out aims to explore and acknowledge the existence of state terror but also the difficulty in naming it.
    [Show full text]
  • Lessons from Canada Zero Blood Alcohol Concentration Limits for Drivers
    Downloaded from injuryprevention.bmj.com on 10 April 2008 Zero blood alcohol concentration limits for drivers under 21: lessons from Canada E Chamberlain and R Solomon Inj. Prev. 2008;14;123-128 doi:10.1136/ip.2007.017095 Updated information and services can be found at: http://injuryprevention.bmj.com/cgi/content/full/14/2/123 These include: References This article cites 21 articles, 4 of which can be accessed free at: http://injuryprevention.bmj.com/cgi/content/full/14/2/123#BIBL Rapid responses You can respond to this article at: http://injuryprevention.bmj.com/cgi/eletter-submit/14/2/123 Email alerting Receive free email alerts when new articles cite this article - sign up in the box at service the top right corner of the article Notes To order reprints of this article go to: http://journals.bmj.com/cgi/reprintform To subscribe to Injury Prevention go to: http://journals.bmj.com/subscriptions/ Downloaded from injuryprevention.bmj.com on 10 April 2008 Special feature Zero blood alcohol concentration limits for drivers under 21: lessons from Canada E Chamberlain, R Solomon University of Western Ontario, ABSTRACT age and the driver licensing age to coincide, nor is it London, Ontario, Canada Graduated licensing programs (GLPs) that include zero or uncommon for this cohort of young people to low blood alcohol concentration (BAC) restrictions have routinely engage in hazardous drinking. Even in Correspondence to: R Solomon, Faculty of Law, proven to be a popular and effective measure for Europe, where liberal drinking laws are often University of Western Ontario, improving traffic safety among young people.
    [Show full text]