Earlier this week, the Colorado Supreme Court announced its ruling in the highly anticipated Coats v. Dish Network case. I had pointed this one out to readers last September as one to keep an eye on (Coats v. Dish Network - Original Post)...sure enough, it took a bit longer than expected, but we finally have a ruling.
Coats v. Dish Network - Colorado Supreme Court
Facts: A quadriplegic man, Brandon Coats, lost his job at Dish Network after he was fired for failing a random drug test as a result of off-the-job medical marijuana use. Coats claimed that he used marijuana to control muscle spasms that had resulted from a car accident that left him wheelchair bound. Coats brought suit against Dish and claimed he had been unlawfully terminated, as his marijuana use was legal under Colorado state law and he had never been impaired while on the job.
The trial court upheld the termination. The Colorado Court of Appeals affirmed the trial court's ruling on the grounds that since marijuana usage is illegal under federal law, employees have no protection to use it anytime they want.
Holding: The Colorado Supreme Court affirmed the lower courts' rulings and held that Dish lawfully terminated Coats for his off duty conduct, not withstanding the fact that recreational and medial marijuana usage is legal in Colorado. (Note, Colorado is one of only four states to have legalized "recreational marijuana usage" and one of twenty three states to have legalized medical marijuana usage). Of course, marijuana usage remains illegal under federal law for virtually all purposes.
The Supreme Court first looked at the issue raised by Coats, in that Colorado prohibits an employer from firing an employee for lawful off duty conduct. This law, the Lawful Off Duty Activities Statute, was used by Coats to argue that even though he tested positive for marijuana, the law should protect him from being terminated since he engaged in lawful off duty conduct in Colorado. However, ss the Court noted, "lawful" refers only to those activities which are lawful under both state and federal law. Since the marijuana usage was not lawful under federal law, this statute did not apply to Coats.
Judgment: The Colorado Supreme Court upheld the firing of Coats on the grounds that even though his marijuana usage was lawful under Colorado state law, it remained unlawful under federal law, and therefore the Lawful Off Duty Activities Statute did not provide any protections for an employee terminated for marijuana usage off the clock.
The Takeaway: I can't say this one is too surprising. The Court got it right here...the correct reading of the law simply did not provide any protection to Coats. While some states might allow an employee to lawfully engage in marijuana usage while off duty, the fact that this activity remains unlawful under federal law is going to limit the coverage afforded to employees with laws like the Lawful Off Duty Activities Statute.
Until Congress does something to make marijuana usage lawful at the federal level (or carves out protections for state authorized medical marijuana usage), very little will likely change on this front.
As well, as noted by my friends over at Stoel Rives, an employer does not need to accommodate medical marijuana usage under the Americans with Disabilities Act...because marijuana usage is unlawful under federal law.
Majority Opinion Judge: Judge Eid
Date: June 15, 2015
Opinion: www.stoel.com/Files/103897_Coats-v-Dish-13SC394.pdf
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