Because that's where they make the "soup"

But can you deny employeement for it in a legalized state? I know companies still have to test as part of their "work place policy" upon hiring, regardless of the law in a particular State, but does it mean you can deny employment if its rec in said State? Its confusing for me because it comes off as a gray area.

Edit: my last employer told me in the interview that they deny employment in RI even if you have a Medical Card because it's not federally legalized, but I also could've sworn I read that Medical card holders are suppose to be protected in this state since 2006... I could absolutely see employers just being ignorant to law changes or straight out lying, but if it's true, it's still really confusing on what companies can and can't do when it comes to drug testing in a legalized state if they just fall back on the federal law.

>bouncedyak

Haha, there sure is! Thanks for mentioning it.

You can get Sweater Comedy tickets on eventbrite. And 20% off with promo code: TURTLENECK.
I'd say it counts as "DIY Underground" considering I drew each individual poster myself, designed the logo myself and put stickers up all over the city, I am performing myself (along with other Providence comedians), and I will be baking the cookies myself this weekend (yeah, fresh-baked cookies free to all who attend).

But is it true for after the law was changed or if you're being hired or if you're already an employee, or if they have reason to suspect a current employee is under the influence? That's everything I'm trying to find out.

Thank you for the clarification. This would be the first time I would have to do a drug test since before it's been legalized in the state, so it's all new territory for me.

This is in regards to if they come into work/interview under the influence etc. The law itself makes it so recreational use can't be a disqualifying factor and a test can't be administered as a preemployment requirement, only if the "workplace drug policy" is violated.

I worked for an organization that drug tested, and we would tell candidates right in the interview that yes, we do test for marijuana, because we are federally funded and it is still federally illegal.

The part I kept reading section "e" > Nothing contained in this chapter shall prevent an employer from refusing to hire..." and it's so confusing to me. So what I'm getting is they can deny you for failing a drug test with THC, but for current employees they can't fire or discipline you for your THC use outside of work? Am I reading this right? Am I just confused because I'm just dumb lol?

Edit: I also forgot to mention that I'm a Pharmacy Tech, so idk if that would fall under "essential," or not.

Thank you. I had frequented Thayer for a bit before working on Thayer for 3 years, which was why I had some high hopes for them. I was disappointed when they shrunk their kimbap portions and they haven’t gone back since.

Second this

I remember that lol

You are spot on with your review. My family and I are diehard fans, supported them throughout the pandemic, but sometimes they miss the mark. Jack, the manager, was great but never came back from paternity leave. The service has improved recently and food is always good, but when the stars align it’s amazing.

Rhode Island news peaked with this report from the great Sean Daily the peak of Rhode Island television news

I love that place, but this doesn't smell like them.

Not sure if it's considered bao, but gourmet house on hope st makes a really good pork bun. They are big too.

Probably kitchen smells from Los Andes right next door.

[deleted]

Anyone know what’s coming in a few blocks away at the former Bucktown Chicken and Fish?

It is considered discriminatory hiring practice if they do unless it is under certain circumstances, this changed when it was legalized. They shouldn't even be testing for THC unless it is for specific positions. If they don't hire you based on that and it is not one of the under conditions they are participating in prohibited hiring practices and if they are not following these laws who knows what else they might not be following.

​

21-28.11-29. Prohibited activities.

(d) Nothing contained in this chapter shall be construed to require employers to

accommodate the use or possession of cannabis, or being under the influence of cannabis, in any workplace or the use of cannabis in any other location while an employee is performing work, including remote work. Employers may implement drug use policies which prohibit the use or possession of cannabis in the workplace or while performing work from being under the influence of cannabis, provided that unless such use is prohibited pursuant to the terms of a collective bargaining agreement, an employer shall not fire or take disciplinary action against an employee solely for an employee’s private, lawful use of cannabis outside the workplace and as long as the employee has not and is not working under the influence of cannabis except to the extent that:

(1) The employer is a federal contractor or otherwise subject to federal law or regulations such that failure to take such action would cause the employer to lose a monetary or licensing related benefit thereunder; or

(2) The employee is employed in a job, occupation or profession that is hazardous, dangerous or essential to public welfare and safety. If the employee’s job, occupation or profession involves work that is hazardous, dangerous or essential to public welfare and safety then the employer may adopt and implement policies which prohibit the use or consumption of cannabis within the twenty-four (24) hour period prior to a scheduled work shift or assignment. For purposes

of this section, hazardous, dangerous or essential to public welfare and safety shall include, but not be limited to: operation of an aircraft, watercraft, heavy equipment, heavy machinery, commercial vehicles, school buses or public transportation; use of explosives; public safety first responder jobs; and emergency and surgical medical personnel.

(e) Nothing contained in this chapter shall prevent an employer from refusing to hire, discharging, disciplining, or otherwise taking an adverse employment action against a person with respect to hire, tenure, terms, conditions, or privileges of employment because of that person’s violation of a workplace drug policy or because that person was working while under the influence of cannabis.

​

https://www.littler.com/publication-press/publication/employer-drug-testing-rules-clipped-rhode-island-marijuana

Had dinner there last night, might have been the best chicken katsu curry I've had, and the price was very reasoable. 10/10!

Jayd Bun by a long shot, honestly the best bao I’ve had in the USA. Plus, they’re a really cool family.

Looooooove it, not the best KFC I’ve had, but for this area it’s solid. It did seem better before the pandemic, maybe they lost a cook or something, but it’s still solid. Also, points for the no tipping culture there.

Stop making sense, you! Let me bitch and moan about my inadequacy!

…Or maybe don’t eat fried chicken since it’s literally deep fried in a bucket of grease.

Been mostly Spanish artists cause the owner knows he’ll make the most money off the alcohol with those crowds vs rap/rock crowds. Just is what it is.

They’ll get the most mid rap artist who blew up a little on tiktok to supplement in the yearly lineup. Fyi, no more than 200-300 people go to those shows. It’s a dud.

I Won’t disclose much else.