A federal judge in Seattle has ruled against Alaska Airlines' attempt to overturn an arbitration decision that reinstated the employment of Gregory Chappell, a lead aircraft maintenance technician who was fired after testing positive for THC.
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Chappell had denied knowingly using cannabis, speculating that he may have accidentally consumed an edible at a neighborhood block party. Alaska Airlines dismissed his explanation and terminated him, citing company policy against drug use by safety-sensitive employees.
Chappell's union challenged the firing, and an arbitration panel later reversed the termination. Alaska Airlines then sought to have the arbitration decision vacated in federal court, arguing that the positive marijuana test was undisputed and that Chappell's claim was improbable. However, U.S. District Judge John H. Chun rejected the airline’s challenge, ruling that the arbitration board had not overstepped its authority in reinstating Chappell. The judge also awarded attorney fees and costs to Chappell’s union, remanding the issue of back pay and benefits to the arbitration board.
Chappell’s attorney, Lee Seham, emphasized the case as a reflection of the ongoing conflict between state and federal cannabis laws. He argued that marijuana’s growing ubiquity due to state-level legalization complicates traditional drug testing standards, particularly in industries regulated by federal law.
This case is emblematic of broader changes in employment and legal policies around cannabis as more states legalize its use. As marijuana becomes more widespread, industries and legal systems are increasingly rethinking how cannabis use should impact employment, especially in safety-sensitive roles.
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