What is the difference between cannabis, CBD, and Delta-8? Why is it important to realize their differences? And what is hemp?

    Hemp is a plant that can be grown and used as a tool for various products. Hemp can be utilized in common products like food, animal feed, rope, paper, clothing, insulation, paint, and other products. Hemp can be smoked legally in Florida if the product contains less than 0.3% THC. To be explained more in the following paragraphs, when users smoke hemp with a high THC content, referred to as cannabis, they are able to experience the popularized "high" associated with hemp. If a hemp product has <0.3% THC and a majority of CBD content, it will not give users a high, but instead will potentially aid certain physical or mental unwellness.

    In Florida, cannabis, cannabidiol (CBD), and delta-8 are legal at different capacities. This is because they are vastly different in their effects. While cannabis is legal for medical use for specific cases, CBD is sold in shops. Additionally, delta-8 is an increasingly popular part of THC that is not part of regulations in Congress’ address on marijuana in 2018.

Employers are slowly easing back into a new normal. As they reopen their businesses and bring back staff laid off or furloughed during the early stages of the COVID-19 pandemic, employers must make decisions about handling a large reentry of staff members. These decisions instill a sense of stability for employees, ensuring that safety and stability are at the forefront of company policies.
Employee recall can be complicated as some companies may need to recall employees at different times while others companies may be able to recall all furloughed and/or laid off employees. Much of employee recall depends on a company’s work demands and social distancing rules set in place. In any case, employers must evaluate these processes and how they are to be most efficiently handled.
Part of the recalling process is employers deciding whether the employer will have employee’s drug tested or not. When evaluating this issue, employers must consider their obligations under their agreements and policies in place.

The managers and supervisors in any workplace, particularly those belonging to the DOT industry, have to deal with numerous issues every day to maintain a productive and safe workplace. Most would agree that reasonable suspicion drug testing and screening is one of the most challenging responsibilities they face.

YOUTUBE WEBINAR ON: DRUG TESTING, PHYSICALS AND COMPLIANCE  DURING COVID-19 LEARN FROM THE EXPERTS. 

Speakers :

Margaret Spence, CEO of C. Douglas & Asociates, Inc.

Patrick Armstrong, VP of O.M. Management, Inc.

Johanna Penafiel, National Account Manager, O.M. Management, Inc.

Maxine Topper,  Executive VP, Physicians Health Center.

Business owners and companies strive to promote a safe working environment for all employees, where better health is encouraged. Therefore, most of the organizations consider the usage of alcohol and drugs on the job as a counterproductive and unsafe practice and aim to maintain a drug free workplace.

“The FMCSA Clearinghouse is a centralized database that employers will use to report drug and alcohol program violations and to check that current or prospective employees are not prohibited from performing safety-sensitive functions, such as operating a commercial motor vehicle (CMV), due to an unresolved drug and alcohol program violation—that is, a violation for which the driver has not completed the return-to-duty (RTD) process. This query must be conducted as part of a pre-employment driver investigation, and at least annually for current employees.” – FMCSA Clearinghouse.

DOT regulations mandates the use of the Clearinghouse to go into effect January 6th, 2020. Employers, independent drivers/owner-operators, and Medical Review Officers will be required to report all positive DOT tests for drugs and/or alcohol, including refusals to comply with drug and alcohol testing. Employers and drivers will need to fill out authorization forms and