But where does this leave employers? And where does the National Safety Council stand on marijuana use for employees?

The NSC released their current position on marijuana use with their most recent announcement, “At this time, NSC believes there is no level of cannabis use that is safe or acceptable for employees who work in safety sensitive positions.”

The National Safety Council has been a workplace safety advocate for more than 100 years, helping provide guidance for employers.

When asked what had influenced their position against marijuana use, they referenced a recent National Institute on Drug Abuse report that compared employees who tested negative for marijuana against employees who tested positive for marijuana. The report’s results found that employees who tested positive for the drug are:

-55% more likely to have industrial accidents
-85% more likely to be injured
-75% more likely to have absenteeism

In an October 2019 press release, Lorraine M. Martin, president and CEO of NSC, said, “Research clearly shows that cannabis impacts a person’s psychomotor skills and cognitive ability. In order to protect our employees and those around them, we need to acknowledge the impairing effects of cannabis. We urge employers to implement policies stating no amount of cannabis consumption is acceptable for those who work in safety-sensitive positions.”

Both the NSC and the Occupational and Environmental Medical Group have urged Congress to take worker safety into account when considering marijuana legalization. But things are still in flux, which is why the NSC’s position is so profound. It may help provide employers with some clarity and direction in the constantly changing world of marijuana legalization.

The post National Safety Council’s Position on Marijuana in the Workplace appeared first on Blueline.

To see more detailed information on the difference between CBD and THC as well as current state legislation on CBD levels, check out our previous blog post that covers that here.

CBD or cannabidiol is one of around 400 compounds found in cannabis. And while CBD is a cannabinoid and shares some structural similarities with THC, it does not product a “high” like the THC portion of the plant does.

Because CBD does not create a high, it is perceived as less harmful. Many different products have emerged that contain CBD to help users benefit from its therapeutic and medical properties, such as:

-Oil (most popular)
-Beauty and health products
-Vapors
-Infused edibles (gummies, chocolates, etc.)

However, despite CBD being less harmful, it may still cause adverse reactions in some people. Reported side effects from human and/or animal studies have included:

-Fatigue/drowsiness
-Changes in appetite
-Decreased blood pressure
-Anxiety
-Possible endocrine disruption
-Altered immune function
-Dizziness
-Psychomotor slowing
-Diarrhea

Will CBD affect my drug test results?

Maybe. CBD itself would not show up positive on a drug test for marijuana or marijuana metabolite. However, in some states, CBD can contain up to 5% THC. If the CBD product contained THC at a sufficiently high concentration, there is a possibility that it could result in a positive urine drug test result.

It is also important to remember that the use of CBD or “medical marijuana” is still not considered an alternative medical explanation for a positive test result in federally-mandated drug tests. CBD is still classified as a Schedule I substance and remains illegal at the federal level.

As an employer it’s more important than ever to stay up-to-date in the always-changing landscape of marijuana, and most importantly, to make sure that your drug testing policies stay updated as well.

Please make sure that your company’s substance abuse policy is updated to clearly reflect your position on marijuana and the use of CBD products within your workplace.

The post CBD and Drug Testing appeared first on Blueline.

All of the information they shared has been sourced from and recognized by the medical and/or scientific communities and should merit some serious consideration. We’ve shared their research and information below for your benefit.

“Marijuana is harmless.”

-Marijuana use is associated with increased risks of: mental illness (Burns, 2013), heart disease (Montecucco, 2012), cancer (Marks, 2013), lung disease (Mehra, 2006) and stroke (Wolff, 2013); compared to tobacco, marijuana smoke contains three to five times more carcinogens (Tomar PhD & al., 2009).
-The structural brain change caused by marijuana use by adolescents and young adults – including only casual use – is permanent. IQ points are lost – and cannot be recovered with age (Meier M., 2012).
-Exposure to so-called “edibles” has led to a significant increase in the poisoning of young children. (Wang, 2014).
-The side effects from marijuana have led to far more emergency room visits than all other substances combined (SAMHSA, 2013).

“Marijuana is medicine.”

-The American Medical Association, American Psychiatric Association, American Society of Addiction Medicine, National Multiple Sclerosis Society, American Glaucoma Society, American Academy of Ophthalmology, American Cancer Society, National Eye Institute, National Institute for Neurological Disorders and Stroke and, the Federal Food and Drug Administration – these are only some of the prominent national health organizations that have rejected crude marijuana for medicinal use.
-State regulatory oversight of marijuana for medical use in Colorado has been highly touted as a model of success. Regardless, while the state’s website shows registrant demographics at 3% for cancer, and 1% for AIDS, those who “complain of pain” equal a whopping 94% (CDPHE, 2014). And these registrants are not the sick and elderly; rather, the average cardholder is a 41-year-old male – in the workforce. In California, the average user of marijuana for medicinal use is a 32-year-old male with a history of alcohol and substance abuse – and no history of life-threatening illnesses (O’Connell, 2007).

“The marijuana ‘high’ only lasts for a few hours.”

-Repeated studies have shown that after marijuana use, impairment lasts a minimum of 24 hours. One particular study included flight simulators – to test airline pilots at various intervals after they smoked “a joint.” While impairment was proven 24 hours after usage, none of the pilots reported any awareness of their own impairment (Yesavage, Leirer, Denari, & Hoillister, 1985). And this study was conducted prior to the significant THC increases seen in today’s marijuana products – where users often report ill effects for days afterward.

“Presence-in-system testing is unreliable because it does not measure impairment.”

–The amount of THC – the psychoactive component in marijuana – is going to vary across the wide variety of marijuana products now available as well as in the rate that it is metabolized by different individuals. While these variants currently make it difficult to produce a standardized method by which individual impairment can be determined with certainty, they should not be construed into some kind of base rate fallacy. The reality is that drug testing is meant to serve as one component of an employer’s comprehensive drug-free workplace policy – that includes education about the consequences of failing a drug test.
-While drug screening and confirmatory cut-off levels have been established that are meant to protect a safe and drug-free workplace from substances of abuse, studies clearly show that maintaining as little as 2-5 ng/mL of marijuana in one’s system may cause substantial impairment issues (Hartman & Huestis, Cannabis Effects on Driving Skills, 2012).
-Presence-in-system testing is the gold standard upheld in repeated court decisions – protecting an employer’s right to provide a safe and drug-free workplace program.

“Marijuana is not addictive.”

-It’s been generally recognized that marijuana is psychologically addictive. Today’s strains of THC are stronger – and now produce physiological dependence and withdrawal that requires substance abuse treatment (Copeland, 2009). According to the National Institute on Drug Abuse, marijuana accounted for 4.5 of the 7.1 million Americans dependent on or abusing illicit drugs in 2010 (SAMHSA, 2010).
-Statistically, one in six adolescent users will become dependent on marijuana – and one in 10 adult marijuana users will become dependent to the point of requiring treatment (Giedd, 2004).
-When chronic marijuana users attempt abrupt discontinuation, the signs of withdrawal syndrome – restlessness, irritability, mild agitation, hyperactivity, insomnia, nausea, cramping, decreased appetite, sweating and increased dreaming – are common (NHTSA, 2014).

“Marijuana can be regulated like alcohol.”

-One would be hard-pressed to find anyone who would hail alcohol regulation as a public health success. For every $1 of tax revenue received in the U.S. from alcohol sales, $10 more are spent on the social costs – amounting to an annual deficit of $185 billion/year (NIDA, 2000). Further, the physical properties, effects on the body, absorption rates, etc. are not in any way the same between marijuana and alcohol – and no standardized techniques for testing exist for marijuana. Claims that marijuana can be regulated like alcohol – based on assumptions of similarity – are extremely misguided.

“Marijuana is not a gateway drug.”

-A 25-year longitudinal study found the frequency of marijuana use to be significant with other illicit drugs of abuse and dependence – particularly with adolescent onset use (Fergusson, Horwood, & Boden, 2006).
-Two separate studies of twins compared whether or not early cannabis use showed subsequent abuse or dependence of other illicit drugs. The findings showed two to five times greater risk than that of a twin who did not use marijuana (Lynskey PhD & al., 2003) (Agrawal, Neale, Prescott, & Kendler, 2004).

“Marijuana is safer than cigarettes or alcohol.”

-With the extremely-high THC now found in new productions of edibles, waxes, and hash oil vaporizers, it may well take another generation before how truly harmful the effects of marijuana use can be determined. The permanent damage to brain function and long-term mental health detriments are not only indisputable but incomparable to cigarettes and alcohol across the board. Marijuana creates its own brand of problems. Blanket statements declaring marijuana as “safer” are ignoring the risks identified by scientific data. Addiction, psychosis, and cognitive function loss are never “safer” (Gitlow PhD, 2014).
-Repeated studies have shown that after marijuana use, impairment lasts a minimum of 24 hours. One particular study included flight simulators – to test airline pilots at various intervals after they smoked “a joint.” While impairment was proven 24 hours after usage, none of the pilots reported any awareness of their own impairment (Yesavage, Leirer, Denari, & Hoillister, 1985). And this study was conducted prior to the significant THC increases seen in today’s marijuana products – where users often report ill effects for days afterward.

“There are no long-term effects from marijuana use.”

-A study of 1000 candidates followed from birth to age 38 showed lasting cognitive decline among marijuana users – that did not change with adult abstinence (Meier M., 2012).
-Marijuana use causes a 17% increased risk for depression onset among all users; risk increases to 62% for heavy (or weekly) users (Lev-Ran, 2014).
-Military personnel who use cannabis 10 or more times by 18 years of age are two to three times more likely to be later diagnosed with schizophrenia than those who have not (Zammit, 2002).
-A 40% increased risk of psychotic symptoms/disorders occurs in those who use marijuana as compared to those who do not (Moore, 2007). This finding has been confirmed by over a dozen studies.

“It is safer to drive with marijuana in your system.”

-Studies consistently show that, on average, marijuana-impaired driving results in a two-fold increase in the risk of a crash (MuChen, 2012).
-Impaired cognitive function means lowered attention to surroundings and tasks, reduced speed of information processing, and slower response times –which can lead to weaving and other risky consequences (Hartman & Huestis, 2013). In Colorado, the number of drivers in fatal crashes who tested positive for marijuana nearly doubled from 2009 – 2011 (Couch, 2014).

The post Busting Common Marijuana Myths appeared first on Blueline.

Q: What is marijuana?
A: Marijuana is the product of the hemp plant, Cannabis sativa, containing the psychoactive chemical delta-9-tetrahydrocannabinol (THC) and other related compounds. Popular names or bslang for the drug include weed, pot, or cannabis.

Q: How do people use marijuana?
A: Marijuana is typically smoked using rolled paper cigarettes (joints), pipes, water pipes (bongs), and vaporizers. However, the drug is also mixed into edibles and drinks and extracted into oils and waxes.

Q: How does marijuana affect users?
A: Marijuana use impacts the human body both physically and mentally. The “high” from the drug can include distorted senses, impaired judgment, lack of balance and coordination, increased appetite, elevated heart rate, and sometimes anxiety and panic.

Q: How many people use marijuana?
A: Below is the most current data estimating marijuana use.
-The National Survey on Drug Use and Health (NSDUH) reports more than 26 million Americans aged 12 or older, or 9.6% of the total population, were current users of marijuana in 2017.
-The World Drug Report 2019 estimates that there were 188 million global cannabis users in 2017.
-Marijuana comprised the most common substance use disorder, impacting an estimated 4.1 million Americans in 2017, according to the NSDUH.

Q: Can an employer drug test for marijuana?
A: Yes. There are currently no restrictions (other than New York City which is expected to implement restrictions beginning in May 2020) limiting an employer’s ability to drug test for marijuana, although there may be limitations on permissible disciplinary action that an employer may take if an employee is using marijuana in accordance with that state’s marijuana
laws. In general, state medical and recreational use statutes impact only a very small number of employees in most workplaces. Today, more than 97.6% of all non-regulated drug tests include marijuana in their panel (according to Quest Diagnostics).

Q: What is the marijuana positivity rate for workplace drug tests?
A: The latest Quest Diagnostics Drug Testing Index ™ reported that marijuana continues to top the list of the most commonly detected illicit substances across all workforce categories (general U.S. workforce; federally mandated, safety-sensitive workforce; and the combined U.S.
workforce, which includes the prior two populations) and all specimen types (urine, oral fluid, and hair).

Q: How is marijuana classified under Federal law?
A: Under Federal law, marijuana remains classified as a Schedule I drug under the Controlled Substances Act (CSA) and is illegal for any purpose. Drugs classified under Schedule I are defined as dangerous with a potential for severe psychological or physical dependence and are considered to have a “high potential for abuse” with “no currently accepted medical value.”

Q: How is marijuana classified under state law?
A: Despite its status under Federal law, states continue to pass legislation regarding permissible uses of marijuana for both medical and recreational purposes. State marijuana laws are inconsistent and constantly changing. Among other things, these state laws can impact company drug testing policies and procedures, workplace drug testing program administration, and how drug test results are reviewed and handled. As of August 2019:
-33 states and Washington, D.C. have medical marijuana laws
-11 states and Washington, D.C. with medical marijuana have also passed recreational use laws
-14 other states have low THC/high cannabidiol (CBD) laws for medical purposes

Q: How can states continue to pass medical and recreational marijuana legislation if marijuana is illegal under Federal law?
A: Even though marijuana is illegal for any purpose under the CSA, the enforcement of the CSA is within the discretion of the federal government. During the Obama administration, federal agencies, including specifically the Department of Justice, de- prioritized marijuana enforcement in states with medical marijuana laws through policy guidance. Congress has also previously passed statutory budget amendments to limit federal agency enforcement initiatives that interfere with state medical marijuana laws.

Q: How do state laws influence marijuana use in the workplace?
A: The extent of employment protections are afforded to employees in states that have passed marijuana legislation varies widely from state to state. Currently, employees protections fall broadly into four general categories:
1. States with no employee protection.
2. States likely providing no employee protections
3. States with explicit employee protections
4. States with unclear employee protections

Q: If an employee tests positive for marijuana/marijuana metabolites on an employment-related drug test, does that mean the employee is ‘impaired?’
A: No, a positive workplace drug test alone does not equate to impairment. While employment policies often prohibit employees from using drugs or being impaired at the worksite or during work hours, there is currently no drug workforce test (excluding alcohol tests measuring blood alcohol concentration) that can inform an employer as to whether an employee is ‘impaired’ based on the concentration (level) of drugs/metabolites present in a donor specimen. Some state laws explicitly address what can and cannot be considered for determining whether an employee is ‘impaired’ by marijuana, but most do not. Proper guidance and training of employees and supervisors to recognize objective, observable behavior and other symptoms related to drug use are critical for making impairment and reasonable suspicion drug testing determinations.
-Note: Only a handful of states have defined impairment due to marijuana use as it relates to operating a motor vehicle and those levels in blood vary. Currently, there is no consensus on what the standard of impairment is for marijuana.

Q: What are some important considerations in a company policy for marijuana?
A: It is imperative that employers maintain clearly written, and consistently applied, workplace drug testing policies that comply with all applicable laws. Drafting and implementing a written workplace drug testing policy should be undertaken only after consultation with an attorney knowledgeable of the applicable laws.

Q: What are some common misperceptions about marijuana?
A: Common misconceptions about marijuana include that the substance is harmless, not addictive, and lacks long-term effects.

Q: Is all marijuana the same?
A: No. Marijuana has various strains and hybrids, with varying THC levels (i.e. potency). It is grown under varying conditions and is sold in nonstandard amounts at marijuana dispensaries. According to the National Institute on Drug Abuse (NIDA), today’s THC concentrations in marijuana average close to 15% compared to approximately 4% in the marijuana of the 1980s.

Q: Is medical marijuana safe?
A: While the Food and Drug Administration (FDA) has approved several synthetic THC and CBD drugs for use in chemo-induced nausea and epilepsy treatments. Marijuana remains illegal at the Federal level and the FDA has not approved it as a safe and effective drug.

Q: What is the standard dose of marijuana used medicinally?
A: There are no standard safety or efficacy requirements for medical marijuana because the “U.S. Food and Drug Administration has not approved a marketing application for marijuana for any indication.” In those states with medical marijuana statutes, physicians or other authorized providers may provide a “recommendation” of medical marijuana use, but may not legally “prescribe” marijuana. Synthetic THC (e.g., dronabinol capsule) can be prescribed and is dispensed based on recommended dosing guidelines and the physician’s judgment.

Q: Can someone taking cannabidiol (CBD) test positive on a drug test?
A: Maybe. In laboratory testing, CBD itself would not be confused with THC or its metabolites that laboratories typically test for in a workforce drug test. If the CBD product contains THC at a sufficiently high concentration, it is possible, depending on usage patterns, that the use of these products could cause a positive drug test result for marijuana and/or its metabolites. For example, in two states, CBD may contain up to 5% THC. It is important to remember that for federally-mandated drug tests, the use of CBD or “medical marijuana” would not be considered an alternative medical explanation for a positive drug test result.

Q: Can secondhand marijuana smoke render a positive drug test?
A: There are no published, peer-reviewed studies to date that indicate, even with today’s increased concentrations of THC in marijuana, that someone would test positive due to ‘passive’ or ‘incidental’ exposure at events such as parties or concerts.” The National Institute on Drug Abuse (NIDA) concurs, reporting that it unlikely that secondhand marijuana smoke could give someone a contact high after examining research that measured factors such as drug potency, hours of exposure, and room ventilation.

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