JoshAllenHasBigHands

That's fair, but this isn't "I don't get along with that guy." This is "that guy slept with my wife, please don't hire him." That's huge. I don't think personal stuff can be generalized into one large category. There are degrees of offenses.

My good buddy is a Celtics fan. He says this to me all the time and I just die.

I'm all in on the Bucks

My wife is a teacher (at a charter school though) and has definitely influenced hiring. Not quite by saying I wouldn't work with so and so, but she told her boss a candidate would not be a good fit, and that person didn't get hired. I think you would be surprised.

Does you boss also consistently preach a message of "family" and "culture?" Also, where do you work???? If I even alluded to my boss that because of a serious personal disagreement with someone I couldn't work with them, that person wouldn't get hired. And, for what its worth, that wasn't as much meant for you as some of the others.

I would love to see how the Message Board tough guys would react if their wives stepped out on them and then they had to go to work with them every day.

I love "value" posters. They are always so dogmatic: "drafting so and so in the first round is a fireable offense"; "paying X to player 1 is a fireable offense" Meanwhile, literally every scenario is NOT a fireable offense, and every deal they term a fireable offense is what is necessary to make the transaction happen. If the "value" posters had their way, literally no deals would happen. With respect to AB, Its not a 1:1 negotiation. Its the Bills v all the other teams that may be interested. Sure, the Steelers have to get rid of the guy, but if there is a large market of teams, which for AB there is, then the price goes up. The OP is an idiot.

ding ding ding. No body ever talks about the property taxes.

I know, thats why I began by saying that all that "culture" stuff has clearly just been BS.

I guess now I don’t really understand your point. Truth it, most of what you said is right, but for all the wrong reasons. Like, its true an employer can test and then fire, but you don't fully understand why that is.

Its absolutely bonkers that anyone could think it doesn't matter.

It was the night before their wedding. I can't imagine how you think that makes a difference. Poyer is a cheater, for sure, but that doesn't mean for a moment that he isn't possessive over his wife. I guarantee he cares.

That is a troubling opinion...

Yes. That is currently true. But that is only currently true because it is illegal at the federal level. New York courts haven't addressed it, but this case from Colorado is instructive. Brandon Coats v. Dish Network, LLC, 2015 CO 44 (2015).

1. Poyer's wife cheated on him AB. I realize "two men can talk it out like adults," but I think it is completely unreasonable to think that this is one of those situations where two people can just talk it out. 2. AB is 100% better than Poyer. No doubt. My point is about culture and "process." You don't get to say that you are building a family and then throw one of your core players under the bus by bringing in, arguably, the person you hate most in the world. When you do that, you reduce everyone in the locker room to an asset, and throw away the sense that each player is a part of a "family."

It has more to do with the Jordan Poyer stuff. If Beane was willing to bring AB in, and through Poyer under the buss, that says Beane does not care about the players and all this "family" and "culture" stuff is a lie.

I am super pissed. It was my first thought. All that "process" stuff is just BS to me now.

I guess I don’t understand what you mean by a “legal” drug. If it’s an opioid, or some other prohibited drug, but you have a prescription, you cannot be fired for it. Marijuana is an exception because it’s illegal at the federal level. If it makes a difference, I’m not talking out of my ass. I’m a lawyer and am published on this very topic—employers’ legal obligations in a world post-marijuana legalization

Then you must not pay attention to the contracts handed out during free agency. This is a stellar representation of why measuring salaries by percentage of cap is so stupid.

Yeah, but, again, employers are only allowed to do that because pot is illegal at the federal level. If that wasn't the case, and New York legalized marijuana, they wouldn't be allowed to do that. Heavy equipment is an obvious exception. Its like alcohol. If you show up drunk, you are done. Conversely, if you drink on your free time, an employer can't fire you.

I did. I clicked a few articles and didn’t find any details. Thanks for the helpful advice though.

I haven't done a 50 state survey on the subject, I just know New York and Connecticut have laws that prohibit employees from engaging in lawful off duty activities. I guess I don't know about the rest of the states.

My guess is that the other legal substances qualify as performance enhancing substances. Thus, because they affect "on duty" work, they may be regulated by the NFL.

I think they see the writing on the wall. By the time the next CBA comes around, there is a high chance they wont even have the right to prohibit it. They may as well use it as a bargaining chip while they can.

Employers are not allowed to prohibit employees from engaging in legal off duty conduct. There is a quasi-exception for Marijuana (in most states) because its illegal at the federal level. If marijuana becomes legal at the federal level, and a player lives in California or some other legalized state, the NFL 100% would not and should not be allowed to direct players not to get high.