In an ADA retaliation case, a positi
ve marijuana test looked like a clean exit. It wasn’t. What tripped up the employer wasn’t the test result itself, b
ut how the termination decision unfolded around it – including uneven discipline, disputed facts, and timing tied to disability-related absences. TL;DR: A federal court allowed an ADA retaliation claim to proceed even after an employee was
terminated following a positive marijuana test. Evidence that