GCA Labs Official’s Post

Here's some great news! 88% of adults in America believe cannabis should be legal for #medical or #recreational use, and 6 in 10 support both! 🌟 As we see the positive economic effects of legalization, the rise in public backing shows the overwhelming shift happening, towards a more #cannabis friendly society. The path to #adultuse cannabis nationwide looks clearer than ever. Momentum for legalization is growing and the opportunities for our industry are too! 🌿 #420CPA #cannabis #legalization

If reclassification occurs, it may impact employers in many ways, including under Americans with Disabilities Act with respect to the duty to accommodate medical marijuana users with disabilities. If marijuana moves down to Schedule III, an employee who uses it does not engage in the illegal use of drugs because possessing it with a valid prescription is legal under the Controlled Substances Act. It follows then that while the ADA would not preclude an employer from drug testing for marijuana or prevent employers from continuing to forbid the use of marijuana at work as per state law, it would require an employer to accommodate an individual’s use of medical marijuana outside of work if doing so would enable the individual to perform the essential functions of the job without creating undue hardship for the employer. (via The Employer Handbook Blog)

🔬 Revolutionizing Road Safety: A Faster, More Effective THC Breathalyzer in the Works 🔬 Road safety is a concern for all, and with the increasing legalization of cannabis, effective impairment monitoring is more crucial than ever. A team led by Emanuele Alves, Ph.D., at Virginia Commonwealth University is developing a groundbreaking breathalyzer for THC detection. 🛣️ 📌 Why It Matters: Current THC breathalyzers require lab testing, taking hours to yield results. Alves aims to create a device that offers results within minutes and can differentiate between THC and CBD, reducing false positives. 🕒 📌 Impact on Road Safety: "When a device like this is public, drivers know that they can be caught using marijuana, and this could act as a deterrent," says Alves. This is akin to the effect alcohol breathalyzers have had on deterring drunk driving. 🚗 📌 Legal Implications: The device could have a significant impact on legal proceedings, as its results would be admissible in court. This could streamline the prosecution of offenders. ⚖️ 📌 Technological Innovation: The team is working on a colorimetric-based device where the reaction between THC and a specific dye occurs, leading to the formation of intense color directly proportional to the THC concentration. 🎨 📌 Future Outlook: The team hopes to have a prototype by 2025, funded by the Justice Department’s Research and Development in Forensic Sciences for Criminal Justice Purposes program. 📆 As states continue to decriminalize and legalize marijuana, innovations like this are imperative for ensuring road safety for all. #ForensicMag #RoadSafety #THCBreathalyzer #ForensicScience #Innovation #PublicSafety #LegalTech

On International Women's Day, we organized a creative pottery workshop for our female colleagues at APCER. It was a fun way to celebrate women who shape society for the better. It's also scientific and therapeutic! #iwd2024 #womensday #womensmonth #genderequality #womenempowerment #inclusion #inspiringwomen #diversityandinclusion #celebratingwomen #womenleadership #pharma #pharmaceuticals #pharmacovigilance #medicalinformation #regulatoryaffairs #medicalwriting #qualityassurance

Marijuana Can Help Increase Orgasm Frequency And Satisfaction For Women, Study Finds As at least four U.S. states weigh whether to add female orgasmic disorder (FOD) as a qualifying condition for medical marijuana, a newly published journal article by one of the organizers of that effort further reinforces the potential benefits offered by cannabis, including increased orgasm frequency, improved satisfaction and greater ease achieving orgasm. Published this month in The Journal of Sexual Medicine, the report is the product of a 2022 observational study by authors Suzanne Mulvehill, a clinical sexologist, and Jordan Tishler, a doctor at the Association of Cannabinoid Specialists and the company inhaleMD. While decades of sexuality research support the use of marijuana for sexual difficulties, the authors said, theirs is “the first study to look at FOD specifically, demonstrating significant benefit.” #cannabisnews #marijuanamoment #herbsofeden #herbsofedencbd #legalizeit https://lnkd.in/gRb3dHZ2

South Dakota’s Gov. Kristi Noem (R) signed a bill into law that would roll back employment protections medical marijuana patients slightly, allowing employers to take action against people who test positive for THC if they work in a safety-sensitive position. (via FOX 9 | KMSP-TV) At Buzzkill Labs, our mission is to support employers in upholding workplace safety and compliance under diverse legal and regulatory conditions. With our proprietary testing platform, ToxiTrace™, we provide comprehensive solutions to navigate through the complex THC terrain. Discover how we can empower your business to thrive within legal boundaries while ensuring a secure workplace environment. #THCinsights #legalcompliance #workplacesafety #marijuanatesting #ToxiTrace

With the Drug Enforcement Administration reportedly ready to ease restrictions on #marijuana, the ADA landscape changes for employers. Here's what you need to know.   Last week, The Associated Press reported that the DEA would move to reclassify marijuana (cannabis)from Schedule I, where it's currently listed with heroin and LSD, to Schedule III, with less dangerous doctor-prescribed drugs like (Tylenol with codeine) and testosterone. The AP notes that this shift comes "as marijuana has become increasingly decriminalized and accepted, particularly by younger people," noting a Gallup poll last fall that found "70% of adults support legalization, the highest level yet recorded by the polling firm and more than double the roughly 30% who backed it in 2000." If reclassification occurs, it may impact employers in many ways, including under the Americans with Disabilities Act and the duty to accommodate medical marijuana users with disabilities. Historically, federal courts have determined that the ADA does not protect individuals with disabilities with valid medical marijuana prescriptions who lose their jobs for testing positive because the ADA does not protect individuals engaging in "the illegal use of drugs" within the meaning of the statute. The "illegal use of drugs" means "the use of drugs, the possession or distribution of which is unlawful under the Controlled Substances Act," such as anything listed on Schedules I and II. But what if the feds move marijuana from Schedule I to Schedule III? Schedule III drugs, substances, or chemicals are drugs with a moderate to low potential for physical and psychological dependence.  As the EEOC has recognized, the possession or sale of Schedule III drugs with a valid prescription is legal. Therefore, if marijuana moves down to Schedule III, an employee who uses it does not engage in the illegal use of drugs because possessing it with a valid prescription is legal under the Controlled Substances Act. It follows then that while the ADA would not preclude an employer from drug testing for marijuana or prevent employers from continuing to forbid the use of marijuana at work as per state law, it would require an employer to accommodate an individual's use of medical marijuana outside of work if doing so would enable the individual to perform the essential functions of the job without creating undue hardship for the employer. Likewise, an employer may violate the ADA if, for example, it rescinds a job offer to an individual with a disability because the employer learns that they use doctor-prescribed medical marijuana consistent with state law. According to the AP, once OMB signs off, the DEA will take public comment on the reclassification. After the public comment period and a review by an administrative judge, the agency would eventually publish the final rule. #TheEmployerHandbook #employmentlaw #humanresources