CANNABIS CULTIVATION - the Marijuana Opportunity, Reinvestment and De-listing Act (PLUS) passed in the United States House of Representatives, but there's a long way to go before everyone is free to enlightenment. The resolution must pass in the Senate, and states will still be free to regulate marijuana as they see fit.
Rep. Jim Jordan (R-Ohio) summed up the Republican position by urging his colleagues to vote "no" on HR38854. “House Democrats started the week with an early release hearing for criminals from prison, they are ending the week with a bill legalizing drugs. And they want American taxpayers to pay for both programs.
Rep. Sheila Jacskon Lee (D-Texas) responded that “between 2001 and 2010 there were 8 million arrests - every 37 seconds - for marijuana. We spent $ 3.6 billion on the war on marijuana. And it didn't work.
The laws of patchwork don't work either
According to Paul Armentano, deputy director of NORML, "The MORE Act removes the cannabis plant from the federal Controlled Substances Act - thereby eliminating the conflict between state and federal marijuana laws and giving states the power to establish their own cannabis laws without interference." federal undue. "
But what about states where cannabis will remain illegal? Or states that lack the resources to reconsider their cannabis policies and properly train law enforcement?
The confusion surrounding hemp laws in the United States since the plant was deregulated in 2018 may portend the same problem for cannabis.
Hemp and CBD are most legal in all states except one. However, interpretation and implementation is almost entirely the responsibility of local law enforcement.
People who transport large quantities of hemp must still arrest and seizure of property, some stations boasting of their big bust on social networks. Others have been arrested for possession of CBD despite being able to buy it at their local vitamin store.
A grandmother from North Carolina was stopped at the gates of Disney World in May 2019, when security found a bottle in his purse. Hester Jordan Burkhalter, 69, said Fox 35 in Orlando, “I have very severe arthritis in my legs, arms and shoulder. I use it for pain because it helps.
She had a note from her doctor and the manufacturer of the CBD, but that didn't matter.
Overall complete, locally inadequate
"This is an opportunity to strike a blow at the failure of the war on drugs, which has literally destroyed hundreds of thousands of young blacks", US Representative Earl Blumenauer (D-OR) recently told the House.
In addition to creating a path for expungement and case review for those accused of federal cannabis crimes, the MORE Act specifically establishes a trust fund for the benefit of various programs and services for individuals and businesses in the high impact communities.
It makes it illegal to deny federal benefits based on previous cannabis convictions and provides funding for small business loans that get the average person into the cannabis business - not just businesses with millions of dollars. dollars to invest.
However, this hardly matters in states where cannabis remains either illegal or in the same gray area as hemp.
Anyone who has been charged with a cannabis-related crime at the state level will still have to go through the state deregistration process if that is an option; and no one will have access to a small business loan to open a cannabis dispensary where state law prohibits it.
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We all know that talking about others behind their back is bad. Gossip should be abhorred. I remember reading in a spiritual text that “backbiting extinguishes the light of the soul. ” DEEP. And it is.
Gossip is incredibly detrimental to any organization. And, what I think often gets missed is why people gossip. But, before we answer the question, “Why do people gossip at work ? ” let’s clear one thing up. I truly believe it is the peu connue person who chooses to gossip simply to be mean and hurt the reputation of the person or entity being talked about. Often gossip occurs for one of four reasons :
1 ) People fear the unknown. If people don’t have information that they want, they fear the unknown and will try to garner it from others – especially if that information appears to be hidden. This is why closed door conversations are so detrimental.
2 ) People want to belong and be included. If people believe they don’t have information that others have, they will feel excluded and on the outside of the “inner circle. ” Information is power. Everyone wants to be part of the team, to be included and the easiest way to identify those who are part of a tribe are those who are “in the know. ”
3 ) People crave intimacy and a sense of connection. I would suggest that because of the rampant pace we real at and the lack of real deal authentic communication with one another, many people crave a sense of genuine human connection and intimacy. Gossip is one of the quickest and easiest ways to connect with another human being. The secrecy, forbidden and exclusive nature of confiding in someone something that’s a bit subversive or judgmental is social super glue. Through the veneer of momentary vulnerability and trust, the two are bonded. Unfortunately gossip is a very sloppy deuxième to real, meaningful connection.
4 ) People want to work with people they think of as peers. Meaning, if someone isn’t carrying their own weight, isn’t competent or capable enough to do their travail or simply isn’t a good culture fit, then there will be gossip. Rather than being a “narc, ” employees will talk both about said individual and leadership’s lack of awareness/action. And they will talk often. The longer said individual goes unaddressed, the louder and more embedded the gossip becomes.
When it comes to gossip, these four reasons : fear, belonging, intimacy and the desire to work with others who carry their own weight, are all things that can be handled with some focused time and attention.
How do you want your employees to talk about your company ? How do you want them to feel when they walk in the door ? While this touchy-feely stuff may make you feel a little light-headed, when it comes down to it, company culture matters.
Many owners are taking a second look at their company culture to make sure it’s the one they envision – one that supports their company’s mission, vision and values.
Insperity has spent the past 30 years building a human resources company committed to helping businesses succeed so communities prosper. In that vein, our leadership team offers these tips on having a great company culture.
You might think that trying to cultivate a positive workplace as an elusive, time-consuming waste of important resources, but studies show that the opposite is true. Creating a positive company culture begins with fostering happy employees.
Happy employees are 85 percent more efficient, experience a 60 percent drop in absenteeism and stay twice as long in their jobs as their less happy colleagues, creating a measurable impact on engagement, retention, safety, wellness, employer brand and even cost control goals, according to the study, The Science of Happiness, conducted by Globoforce.
Happiness is a habit that needs to be modeled. As a manager or leader, your demeanor and attitude in the office has an impact on your employees. When you demonstrate happiness you’re training your employees to follow suit.
Get in the habit of being grateful and showing gratitude for what you have. It can be a small thing – I am thankful for this cup of coffee, for the sun coming out today. When you make an effort to find things to be grateful for, you’re training your brain to be on the watch for more of what is good in your world. By making gratitude a habit, you will set the example for others and create a positive work environment. Focus on the positive when interacting with your employees. Point out their accomplishments and abilities. Remind them that they are a positive puissance within your company and that they have much to offer. This is a powerful motivation tool and it will help to create a “can-do” attitude in your workforce.
As a leader you’re influential – your opinion matters, especially to your employees. Make it a goal to compliment people. Recognizing even small accomplishments and praising your team members in meetings or in an courier can make a big effet. It doesn’t have to be a big gesture.
We all know that sometimes work can get monotonous and overwhelming. Say for example that Mike is feeling a bit underappreciated and is frustrated with his current project. He comes to a meeting feeling defeated and unmotivated. Then you, as his directeur, compliment his efforts and praise him for a emploi well done. The impact is immediate – he feels valued. His demeanor changes, he becomes engaged and leaves the meeting with a newfound energy to tackle his project.
People need to have a sense of purpose at work. Their happiness is directly connected to knowing that they make a difference. It’s not enough for a manager to dole out tasks. Take the time to explain why the individual task is important to the company as a whole. This will give your employees a sense of purpose and belonging that will motivate them to strive for more. Engaged employees are efficient, enthusiastic and are willing to do what it takes to help your organization succeed. Creating a sense of purpose for your employees is an investment in developing a positive workplace.