Medical Marijuana Case Study

According to the United Nations, “158.8 million people around the world use marijuana—more than 3.8% of the planet’s population” (Marijuana). Marijuana has become a crucial topic throughout the world in recent years. Marijuana has been legalized medically throughout many countries, such as Australia, Chile, Spain, and Uruguay. Within the United States of America, twenty-eight states have legalized marijuana for medicinal use, the most recent legalization passed was in the state of Florida. Therefore, one can assert that medical marijuana is a controversial topic locally and globally. Medical marijuana portrays many advantages and disadvantages within society. Medical marijuana portrays many benefits to victims of Post Traumatic Stress Disorder,

Medical marijuana has been one of the most controversial topics in politics for years regardings its legalization and any possible benefits. Marijuana is commonly referred to as the “gateway drug” and has been thought to be what causes the downfall of our youth in today’s society. This has caused Marijuana to earn a bad reputation due to the immense surrounding propaganda and bias opinions. Cannabis is the scientific name of the plant which is absolutely natural and free of chemicals, but the psychoactive components in the plant has been proven to be of medical use. If medical marijuana is prescribed correctly it has the potential to help thousands of patients due to the variety of benefits it can medically provide. Medical Marijuana should

With medicinal purposes proven for marijuana to assist those in need, it has been legal in the state of Hawaii since the year 2000, under Act 228, Session Law of Hawaii 2000. Many medical physicians and doctors such as Sanjay Gupta, an advocate for medical marijuana use, support the idea “ I am more convinced than ever that it is irresponsible to not provide the best care we can, care that may involve marijuana” (CNNpara10). The people who need this medicine have to remember to use the marijuana for the right purposes rather than the wrong

Some prescribed medications turn up on drug tests, drugs that would otherwise be illegal (such as opiates) which are legitimately prescribed for certain conditions. If an applicant is turned down because of a positive drug test, and the applicant's medication was legally prescribed for a disability, the company could be liable unless the drug is medical marijuana (ADA). California’s Supreme Court has also held that an employer may refuse to hire an applicant who tests positive for marijuana, even if the drug is legally prescribed for a disability but marijuana is legal in California (Compassionate Use Act of 1996). In this case Mr. Smith was already a 20 year veteran at his job. Does this apply to Mr. Smith? My opinion would be no because he was already employed when the drug test was administered and he has a legal doctors note and prescription. So therefore he should not have been terminated in my opinion but there is no firm law that states that it is lawful to terminate an employer for marijuana law that has legal

No matter what it’s called: reefer, hemp, cannabis, or weed, the medicinal properties of the leafy green herb have been recognized for centuries and the medicament was readily available in pharmacies as early as 1840 and continued to be for nearly another one hundred more. Then came “Reefer Madness”, a propaganda movie critical of the effects of marijuana and the plant, despite its known benefits, became prohibited. Fast forward to 1996 and the Compassionate Care Act of California gave the first hope to patients in need of new treatment alternatives. Though some states have legalized the use of marijuana for both medicinal and recreational use, it remains illegal federally. Legalization of medical marijuana will offer a safer, more cost-effective approach to disease management for people suffering from debilitating conditions, as well as generate state and federal

Strange Clouds: Is the Legalization of Medical Marijuana and CBD Oil Blurring Employers’ Drug Policies? How Should Your Company Respond?

The legalization of marijuana in other states has increased access to and acceptability of this drug for both medicinal and recreational purposes. In the absence of well-designed research and FDA approval, this creates unique challenges for both practitioners and regulators alike. Doctors are being pressured to recommend medical marijuana based off of the requests of the users. The regulations that have been put on marijuana are extremely loose fitting and hard to control

-Illnesses covered include: cancer, anorexia, AIDs, chronic pain, spasticity, glaucoma, arthritis, migraine, and other illnesses that marijuana may relieve, which are up to the physician’s discretion.

The topic of legalizing marijuana has been on the fore front of controversial issues ever since marijuana, cannabis, was brought into the United States from Mexico in the early 1920s. Twenty-four states and the District of Columbia have legalized medical marijuana use in the past two decades, however, only four of those states, Alaska, Colorado, Oregon, and Washington, have passed the law legalizing recreational marijuana use. Some states have already enacted laws that allowed for the possession of marijuana to such individuals that received a written prescription from their doctors. Federal law, however, has continued to prohibit doctors from writing patients a marijuana prescription, meaning

When employees leave under the Family Medical Leave Act and use medical marijuana method to treat his or her treatment, the employer faces greater chances of conflict between workplace and state policy. For example, the employer who randomly drug tests, and upon an employee’s return from FMLA leave for treatment of medical illness such as cancer, employee tests show positive for marijuana. In that case, the employer, who is unaware of the specific treatments the employee took for her symptoms, terminates the employee for violation of the company drug policy. Although the employee took lawful FMLA leave and treated her symptoms lawfully under state law, her positive drug test directly conflicted with a lawful drug-free workplace policy. According

The issue of medical marijuana has become very controversial at work places. This follows the move by several states to legalize marijuana for medical reasons. As a result, many employers are caught in the quagmire of what they need to do with employees who use drugs such as medical marijuana while at work. A study conducted in 2007 by the Americans for Safe Access revealed that there were about three hundred thousand Americans using marijuana for medical purposes (Schubert 218).

In our society, especially in recent times, the topic of interest for many is the highly stigmatized drug marijuana. Marijuana is currently under national debate on whether it should be legalized on a federal level. A myriad of news and media outlets report that marijuana is legal in multiple states for numerous reasons, but the federal government still fails to legalize it as of now. To provide insight, marijuana also referred to as cannabis, is derived from the leaves and flowers of the hemp plant and can be used in many ways—smoking, edibles (food or drink), vaporizing, tinctures, ingestible oils, topical lotions or balms, and dabbing (delivers a higher THC in the form of hash oil, wax, or shatter). THC and CBD are called cannabinoids, which are the major chemicals in marijuana that assist the user for medical purposes or recreationally. As stated by Americans for Safe Access (ASA), “The federal government claims that marijuana is not medicine and in Gonzales v. Raich (2005) the United States Supreme Court held that the federal government has the constitutional authority to prohibit marijuana for all purposes… States have recognized marijuana’s medical value” (Americans for Safe Access). Furthermore, marijuana is used recreationally and medicinally in some states and the District of Columbia under state specific laws. Although the use of cannabis is legal in certain states, in the federal government’s eyes, marijuana use,

The American Society of Addiction Medicine’s (ASAM) public policy statement on “Medical Marijuana,” clearly rejects smoking as a means of drug delivery. ASAM further recommends that “all cannabis, cannabis-based products and cannabis delivery devices should be subject to the same standards applicable to all other prescription medication and medical devices, and should not be distributed or otherwise provided to patients …” without FDA approval. ASAM also “discourages state interference in the federal medication approval process.” (“Who’s With

Marijuana usage is a topic that has been discussed for some time now but the recent medical and recreational legalization of this drug has brought about a new area of unchartered territory. The business industry will have to revise many of their employment and safety requirements. After viewing some current policies many businesses are likely to be forced to established new protocols for intra and inner state practices. There are many types of complications as to why the marijuana usage laws should stay at the federal level and not within the state.

One major way the legalization and regulation of marijuana can benefit society is for medical use or prescription by a doctor. Critics of this may be quick to assert this is an excuse to entertain personal interest and satisfaction one would achieve from the drug. However, there are