Paul Zukerberg – 202.232.8484

DC Marijuana lawyer Paul Zukerberg has over 27 years of experience defending people charged with marijuana or other controlled substances.

Paul has tried over 400 cases to verdict, in the District of Columbia, Maryland and Virginia. He regularly appears in both state and federal courts. From a single joint to multiple kilos, Paul has become to the go-to lawyer for those charged with pot.

Clients love Paul’s approachability and down-to-earth attitude.

The rights and concerns of his clients are at the core of Paul’s practice. Paul fights for his clients, and clients notice. He’s highly rated on Yelp, Avvo and Google.

Most importantly, your discussions with Paul are always confidential and protected. His clients value his counsel and experience.

Don’t fight this alone. If you or someone you love has been arrested on a DC Pot charge, Maryland cannabis office, or Virginia weed case, call Paul today for a free consultation.

Marijuana Hotline:  202.232.8484

Zukerberg Law Center, PLLC
ifight4u@comcast.net

Other names: Paul Zuckerberg, Law Offices of Paul Zuckerberg, Zuckerberg Law Center, Zuklaw

7 replies

  1. What is meant by “probation before judgement”? Is that,( in regards to a dwi case) the same as DWI probation, and if you do not comply with the conditions of the probation, there are penalties?

    I was told a “guilty plea or judgement” is not the same as a conviction, and if you are able to complete the DWI probation, the administrative, and full effect of a “DWI-1st” do not come in to play.

    I do not know if probation is that easy. Can you explain? thank you

    Mr. McGuire

  2. Probation before judgment is an option for resolving certain Maryland criminal charges. The PBJ law allows a judge to postpone entering a formal “guilty” judgment, if the defendant meets certain conditions of probation. Because the judgment is never formally entered, for some purposes, a PBJ is not considered a conviction. Anyone considering a PBJ should first consult their attorney regarding the consequences, to see if PBJ is the right choice.

  3. I need to talk to some one about my case

  4. RANDOM DRUG TESTING

    This statement comes from people who are or have been operating from the the “Ground Zero” level. Employees cleaning buildings / streets, shoveling snow, and doing all other labor related duties throughout the city. Many of us have spent our entire adult life working for the District of Columbia, supporting the changes hat have been made to make this a better place to work, live, and visit. It seems, for unknown reasons, steps have been taking to to create havoc within the work place. Over the pass couple of years random drug testing was implemented throughout several agencies to ensure that work production, safety, and overall performance are maintained at the highest standards. We are in total agreement with 99% of the initiative. The 1% that’s puzzled the majority is the random testing for marijuana use and the “IMMEDIATE TERMINATION” if THC is detected during testing. We have met with large groups to to talk and debate this issue and came to an agreement that this is a grey area that need further thought. While all agree that the use of drugs such as Meth, Cocaine, Heroin, and PCP should result in harsh disciplinary actions but marijuana should be moved into another category such as heightened “Reasonable Suspicion”.

    There are several reasons moving marijuana over to the heightened “reasonable suspicion” side of things makes sense. The presence of THC in the blood is detectable days, even possibly weeks, after a person uses marijuana. It is difficult to determine with any reasonable accuracy whether a person smoked a joint an hour ago versus two weeks ago. If a person is evidently high at work, such as behaving stoned, appearing to lack motor skills, etc., the employer has every right to take all disciplinary measures necessary to prevent a further occurrence of this behavior, including terminating the person’s employment. Random testing of marijuana use simply has minimal if any positive benefit for employers. Conversely, businesses have for decades felt the impact of hundreds of thousands of unnecessary arrests for marijuana use or possession, taking workers away from their jobs and putting them in jail instead of putting their sweat toward the economy. Finally, medical marijuana use has been legalized Washington, DC, and this has created a great deal of confusion among courts, enforcement agencies, employers, employees and their attorneys about whether this kind of lawful use of drugs, if detected by a random test but otherwise unsupported by actual facts indicating the employee was affected by the drug’s presence, should even be punishable by an otherwise neutral workplace drug policy. Also, we have noticed an uptick in alcohol use by our co-workers and in a lot of instances have cause a dramatic change in behavior not only in the work place but in there personal lives.

    Please consider this change in policy in order to a leveled playing field for the labor side of the family.

    Thank you in advance

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