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Employers should: Establish fair and transparent testing policies. Comply with relevant workplace health and safety legislation. Can employers enforce a zero-tolerance cannabis policy? Yesespecially in safety-sensitive industries (mining, transport, healthcare). Future Legal & Industry Trends 24.
Germanys cannabis industry anxiously awaits Sundays election results to see whether progressive policies endure or face rollback under new leadership. Still, Switzerland must comply with international agreements like the Schengen Agreement governing cross-border trade/movement policies with EU countries. over drug control obligations.
What rights do Connecticut employers have if they have a drug-free workplace policy? In the case of a job applicant, an employer can rescind an offer or a conditional job offer if an applicant tests positive for recreational marijuana so long as the employer makes the policy available to the applicant at the time of offer.
These changes reflect the states efforts to regulate hemp products more strictly while maintaining consumer safety standards. From tighter hemp regulations to the push for recreational cannabis legalization, these evolving laws reflect the growing complexity of cannabis policy in the state.
We applaud Sephora for leading the way in regulating the industry and hope that the company’s initiative will further pressure the FDA to fulfill its responsibility to ensure the safety of our nation’s cosmetics (among other things) by adopting its own regulations for the sale and marketing of these products.
As we’ve discussed on the blog previously , the legislation would allow financial institutions to serve state-legal marijuana businesses without fear of federal repercussions. Supporters of the Act have stressed the public-safety concerns that have resulted from the lucrative cannabis industry conducting business on a cash-only basis.
It argues that laws prohibiting medical marijuana patients from purchasing a gun, even if they have never been convicted of a crime, are unconstitutional and bad policy. How is this a sensible policy? This is a guest post by Kate Harveston, a frequent contributor to the Kight on Cannabis legal blog. September 14, 2019.
As you already know if you follow our blog, the Food and Drug Administration (“FDA”) has taken the position that CBD-infused foods and dietary supplements cannot be lawfully sold or marketed in the United States. This was music to my ears! certificate of analysis. FDA Warning Statement. No Medical or Health Claims.
The claimant, a licensed occupational therapist, tested positive for marijuana after submitting to a random drug test under the employer’s drug and alcohol testing policy. The Board found, and the court agreed, that the claimant was entitled to benefits because the employer did not prove the claimant violated any company policy.
Every year, employers find themselves revisiting their marijuana and drug testing policies to account for newly enacted laws at the state and local level. At that time, many employers will be prohibited from taking certain actions in the absence of clear policies addressing marijuana use or evidence of impairment. Now is no different.
Specifically, the FSA is giving the CBD industry until March 31, 2021 to submit valid novel food authorization applications to ensure these products meet specific safety standards. Following the March 31, 2021 deadline, only products for which a valid application has been submitted will be allowed to remain on the market.
That said, if your marijuana use affects your job performance or violates company policies, you could still face disciplinary action or termination. For example, if you operate heavy machinery or perform safety-sensitive tasks, your employer might have a zero-tolerance policy for marijuana use, even if it’s for medical purposes.
Prior to opening her own firm, she was appointed as Senior Policy Advisor at the Bureau of Medical Cannabis Regulation, where she developed regulations and negotiated with stakeholders regarding the implementation of the Medical Cannabis Regulation and Safety Act (MCRSA). Authored By: An-Chi Tsou.
Wider marijuana use will require employers to take action to ensure safe work environments for their employees, especially in safety sensitive settings. Drug policies must be updated and must address discrimination concerns. See our recent blog concerning a related Arizona court decision. Illinois Governor J.B.
“Although the association of cannabis use with automobile accidents has been well-studied, the impact of cannabis on workplace safety and injuries is less clear”, states the study’s abstract. National Institute of Health.
Again, the primary concern expressed was that current law forces state-legal businesses to operate on a cash basis, which poses a safety risk, complicates enforcement efforts, and could damage local economies.
This morning, Senate Majority Leader Mitch McConnell proposed report language that would require the FDA to, within 4 months, issue a formal enforcement policy on the sale of hemp CBD products. By: Jessica Wasserman, Esq. As well, some local governments have been unwilling to fully allow CBD while waiting on FDA.
“My message to people who choose to consume cannabis is simple: buy from legal sellers whose regulated product is subject to national requirements that are in place to protect you,” said Mike Farnworth, Minister of Public Safety and Solicitor General. “In Learn More: National Collaborating Centre for Environmental Health blog post: [link].
As discussed in this earlier blog post , the SAFE Banking Act aims to prohibit federal regulators from punishing banks and other financial institutions that provide banking services to state-legal marijuana businesses, marijuana-related businesses, and their owners and employees.
The National Football League (NFL) preseason is upon us, and though the players may have changed, the league’s strict cannabis policies have not. According to a report from NBC Sports , “the NFL is prepared to make major concessions regarding the substance-abuse policy, especially as it relates to marijuana.”
Then, a blog post circulated online, notifying the industry that Spain’s food and safety authority, AECOSAN, had updated its legislation to prohibit the sale and distribution of products containing CBD being sold as food supplements. Irrespective of where the directive came from, policy on CBD has changed.
As we previously blogged, the Illinois Cannabis Regulation and Tax Act will legalize recreational cannabis for Illinois adults starting January 1, 2020. Further, the Act noted that employers have the right to discipline or terminate an employee who violates the employer’s workplace drug policy.
This “policy of enforcement discretion” towards CBD products is believed to clarify rules so banks will provide banking services to CBD companies. The spending reports mandates the FDA to clear a path for the lawful marketing of these products within 120 days. Overall, both of these effort by U.S.
While the likelihood of passage is slim in the short-term, this is an important mile-marker and thoughtful comments will be critical as the industry takes steps to influence public policy. Blog: Cannabis Legal Highlights. CBD: Section 505 of the Senators’ proposal permits CBD as a dietary supplement. Andrew Kline. Tommy Tobin.
In Part 1 of this two-part series we discussed the Washington State Liquor and Cannabis Board’s (“LCB”) proposed rules stemming from SB 5318, which passed last year and forced the LCB to transition from an enforcement-first policy to a compliance-first policy when handling violations. Category II. Category III.
Marijuana Use In Safety Sensitive Job Duties In Oklahoma. Safety Sensitive jobs and work duties were detailed. Employers were given the legal right to take MMJ use into account when their employees would be engaged in Safety Sensitive work. What Are Safety Sensitive Jobs In Oklahoma MMJ Law? Let’s investigate.
On the legal side, doTERRA takes a conservative approach: doTERRA advises its distributors to “remain cautious” against products that may not follow the Federal Food, Drug, and Cosmetics Act (the “FD&C Act”) that may put health and safety at risk.
What alerted me to this CDR article and the message it carried was the developing similarity between the integration of funds into mainstream banking that have their derivation in the cannabis industry, and the policy position of both the U.S. This is a public safety hazard. federal and the UK’s national banking systems.
As we’ve discussed on the blog previously , the SAFE Banking Act would allow financial institutions to serve state-legal marijuana businesses without fear of federal repercussions. Things are looking better and better for expanded cannabis banking prospects. A bill that helps to instill those qualities into the sector is very much needed.”.
We’ve been writing a lot on this blog about the regulation and sale of cannabidiol (“CBD”) products at the state and federal levels. The European Food Safety Authority (“ EFSA ”), the European equivalent of the U.S.
The law also does not cover employees in “safety-sensitive” positions, such as police, security, guards, construction workers, operators of heavy machinery, healthcare workers, caretakers, or gas and power company employees. An employer might also choose to list the positions that are designated as safety sensitive. applicants.
We’ve written extensively on this blog about industrial hemp-derived CBD products, including CBD comestibles , CBD pet products , CBD in alcohol , and CBD topicals. Our main priority was safety, effectiveness. The FDA also determined that these products were “misbranded drugs” under section 502(f)(1) of the FD&C Act, 21 U.S.C.
It is the first standalone cannabis policy reform bill to ever reach a House floor vote. Allowing lawful cannabis companies to access commercial banking services and end their reliance on cash will greatly improve public safety, increase transparency, and promote regulatory compliance.” In a vote Tuesday, the U.S. Today, the U.S.
Do you know bad policies can foster social injustices? Promote Consumer Safety. In short, the fight against marijuana use poses a significant threat to consumer safety. appeared first on Medical Marijuana Blog. Moreover, Mary Jane users will have to pay taxes for every tincture they use. Mitigate Violence.
These professions often involve high levels of responsibility and public safety. In many jurisdictions, police officers, EMTs, and firefighters are subject to strict drug policies due to the nature of their work. This is due to the potential risks it can pose to public safety and their professional obligations.
Similar to ketamine, psilocybin has shown great promise in clinical trials for helping to effectively treat depression and PTSD (and we’ve written about psilocybin several times on this blog, including here and here ).
The FDA has expressed an interest in collecting comments, data and information on the following topics: Health and safety risks : Based on what is known about the safety of products containing cannabis and cannabis-derived compounds, are there particular safety concerns that FDA should consider regarding its regulatory oversight and monitoring of these (..)
The LCB also adopted an interim policy that lets TPI’s infuse their businesses with cash upon submitting an application to add funds. That policy is a step in the right direction, but does not go nearly far enough. That never happened. The commission of non-marijuana crimes. Restructuring Penalties.
New York Employment Laws and Medical Cannabis Cards New York’s employment laws offer a safety net for MMJ cardholders. Employers can still enforce drug-free workplace policies and take action if your MMJ use impacts your job performance or safety. Understanding your rights and your employer’s policies is crucial.
Because these “homemade” CBD-infused alcoholic drinks are devoid of TTB and FDA market approval, it is understandable that they be banned from local restaurants and bars as they pose a potential threat to health and safety. And to be honest, we don’t know of any that have been approved.
Here’s their blog post of 8 October. Beyond Pesticides , October 8, 2019) As medicinal and recreational marijuana continue to be legalized in a growing number of states, concerns about the safety of the burgeoning industry—how the substance is grown, harvested, processed, distributed, sold, and used—have emerged.
The legislative initiative stated that its purpose and intent were, among other things, to “[a]llow public and private employers to enact and enforce workplace policies pertaining to marijuana.”. Blog: GT L&E Blog. Current cannabis regulations are consistent with the California Supreme Court’s holding in Ross v.
Well-organized policies and procedures are a MUST. Manufacturers engaged in extraction or making edibles would need to develop standard P&Ps (policies and procedures) covering all aspects of their operations, including: instructions and ingredients for each psilocybin product. safety and emergency procedures.
New York and New Jersey are also considering changes to their cannabis policies. “Like it or not, we’re going to be incurring public safety and public health expenses because it’s legal in Massachusetts…And I think it is time for us to put together our own regulatory and taxing framework.”
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