Presentation Transcript

1. I-502

   Legalization of Marijuana in the State of Washington
2. PREVENT! Coalition A Healthy Thriving Clark County Free of the Effects of Substance Abuse Sean.chavez@esd112.org
3. What is Marijuana? Cannabis Tetrahydrocannabinol “THC” Active Ingredient League of it’s own Depressant Stimulant Hallucinogen
4. Is it a Problem? Addiction 1 in 6 (NIDA) Grades 51% of youth who use MJ received mostly C’s, D’s and F’s (HYS 2010) Depression 43% of those who use MJ report symptoms of depression (HYS 2010) IQ 8 point drop in IQ – New Zealand Study
5. What is the law? 21 + Dec. 6, 2012 “Posses” but not “Obtain” 1 oz. useable marijuana 16 ounces, marijuana-infused products (solid) 72 ounces, marijuana infused products (liquid) No public use Over 40 grams= Felony Distributing to minors= Felony
6. Who is in Control? Department of Justice Controlled Substance Act- Schedule 1 Drug Washington State Liquor Control Board Dec. 1, 2013- Distribution Local Jurisdiction Zoning for future distribution sites Local Law Enforcement Agencies $$ Taxes “The 25%”
7. What does this mean for our Community? Access = Use Rates Behavior = New Social Norm Counter to the mission of:“A Healthy, Thriving Clark County Free of the Effects of Substance Abuse”
8. What does this mean for my business? Drug Free Workplace and Federal Funding Legal in WA does not mean Legal at work Review policy for specific terminology around Marijuana Notify employees about policy and company stance on workplace consumption
9. WA State is Unique Decriminalization vs. Legalization Colorado, Medical, Other Countries
10. More Info: Drug Free Workplace http://www.dol.gov/elaws/drugfree.htm Washington Assoc. for Substance Abuse and Violence prevention www.WASAVP.org NIDA- National Institute on Drug Abuse www.DrugAbuse.gov PREVENT! Coalition www.preventclarkcounty.org
11. FDA’s Controlled Substances Act (1) Schedule I. - (A) The drug or other substance has a high potential for abuse. (B) The drug or other substance has no currently accepted medical use in treatment in the United States. (C) There is a lack of accepted safety for use of the drug or other substance under medical supervision. “Hallucinogenic Substances”
12. Drug-Free Workplace Act of 1988Requirements for Organizations All organizations covered by the Drug-Free Workplace Act of 1988 are required to provide a drug-free workplace by taking the following steps: 1. Publish and give a policy statement to all covered employees informing them that the unlawful manufacture, distribution, dispensation, possession or use of a controlled substance is prohibited in the covered workplace and specifying the actions that will be taken against employees who violate the policy. 2. Establish a drug-free awareness program to make employees aware of a) the dangers of drug abuse in the workplace; b) the policy of maintaining a drug-free workplace; c) any available drug counseling, rehabilitation, and employee assistance programs; and d) the penalties that may be imposed upon employees for drug abuse violations.
13. 3. Notify employees that as a condition of employment on a Federal contract or grant, the employee must a) abide by the terms of the policy statement; and b) notify the employer, within five calendar days, if he or she is convicted of a criminal drug violation in the workplace. 4. Notify the contracting or granting agency within 10 days after receiving notice that a covered employee has been convicted of a criminal drug violation in the workplace.
14. 5. Impose a penalty on—or require satisfactory participation in a drug abuse assistance or rehabilitation program by—any employee who is convicted of a reportable workplace drug conviction. 6. Make an ongoing, good faith effort to maintain a drug-free workplace by meeting the requirements of the Act. Note: A contractor or grantee who fails to comply with these requirements is subject to certain penalties.
15. US Dept. of Labor:Drug-Free Workplace WORKPLACE ISSUES Employees who fall under Federal guidelines such as the Department of Transportation’s testing regulations are prohibited from using marijuana in any form. THC is stored in the body fat and is slowly released over time. Since it is retained in the fat, an employee can test positive many days after use. Many employers also have work rules requiring the employee to disclose if he or she is taking any sedating medications that could impact his or her ability to work safely. This rule would apply even in states that have approved the medicinal use of marijuana. The use of marijuana definitely would cause fitness-for-duty concerns.