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Understanding Cannabinoids: CBN vs CBD

While there are many cannabinoids that may enhance the therapeutic effects of hemp products, the most common renowned product is the phytochemicals in the Cannabis genus that contain the tetrahydrocannabinol or THC. This is the substance that is responsible for all of the psychoactive effects of cannabis. CBD has long been associated with the variety that offers up the best help benefits without offering up the high that the THC gives to users.

While the CBD may not be the feature that is in all of the hemp products, it’s a by-product of the THC. Hemp Genix, Wholesale CBD Oil in Awendaw, has 80% purity compared to competitors at 17%-40%.  The CBN doesn’t bind to the body’s cannabinoid receptors like the THC does. It’s long been known to give a stronger sedative effect when it’s used in combination with the THC.

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At Hemp Genix, all of our products are made with 100 percent USA, Zero THC and 80 percent purity Wholesale full-spectrum CBD oil in Awendaw. This is carefully derived from a variety of cultivars of hemp which contain an abundance of cannabinoids.

A lot of people are very familiar with CBD or Cannabidiol. This is found in highly concentrated amounts in a variety of products. However, there are lots of cannabinoids that are found in hemp. These have shown a variety of benefits in studies. All of our products offer you full-spectrum hemp oil. This also includes all of our cannabinoids that are found in the plant. We don’t want you to miss out on any of the benefits.

 

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This is the most abundant cannabinoid in the hemp oil. It makes up 90 percent of the content of cannabinoid. It’s non-psychoactive and the focus is on how it benefits the body via the hemp oil. It has minimal affinity for CB1 or CB2 receptors. The main focus on interaction is in the endocannabinoid system and it acts as an indirect antagonist toward the cannabinoid antagonists. This, in turn, may allow the CBD to temper the high that is caused through the THC. Wholesale CBD Oil in Awendaw from Hemp Genix are over 80 percent pure and CBD makes up the majority of the Oils weight. Industry averages and nearly all of the other products with cannabinoids and brands average in at 17 to 40 percent purity.

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What’s The Difference Between CBD And CBN?

Cannabis has a number of cannabinoids in which the most abundant are the levels of THC. There are 9 tetrahydrocannabinol as well as CBD and CBN. This is the active ingredient that makes you high. The THC is in the plant and the CBD is the precursor and the CBN is the metabolite of the THC. As the cannabis ages, the THC level breaks down into the CBN.

 

This also leads researchers to believe that the CBD might give some protection against ecstasy-derived neurotoxins or long-term depletion of the serotonergic receptions. While this is still speculation, it’s investigating further. The CBD is usually present in significant enough quantities in such products as hashish or cannabis resins. However,r it’s also in the herbal cannabis referred to as skunk in smaller amounts.

Overall, the CBN is a great cannabinoid that offers up a varied range of therapeutic applications that work together with the rest of the “team” in order to offer up the best possible results. Clearly, more clinical trials are required to see how else it can benefit patients.

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Ten Uses for CBD Oil

CBD oil is an oil that is known to have some powerful medicinal properties. It is harvested from cannabis, and it is particularly special because while it has medicinal properties, it does not have the psychoactive effect of THC.

CBD oil has a lot of uses, but here are ten particularly interesting ones.

1 - Improving recovery time for athletes

CBD can help to reduce pain and inflammation, promote healing of injuries, and improve the general post-exercise recovery time for athletes by preventing muscle soreness.

2 - Combating nicotine addiction.

Smokers who are addicted to nicotine could benefit from inhaling CBD. While CBD does not contain nicotine, it does help to reduce withdrawal symptoms, making it easier to cut down on the amount of nicotine that you take in. You will still, however, need to work to break the habit of smoking.

3 - Clearer skin

CBD can help to reduce skin inflammation and reduce the appearance of oily acne spots. It reduces the synthesis of lipids that cause the spots, thereby reducing the problem of clogged pores and giving you clearer looker, fresher and more vibrant skin, as well as an improved overall sense of wellbeing.

4 - Blood sugar regulation

While CBD won't help to combat Type 1 diabetes, it is thought that it could help to reduce the risk of Type 2 diabetes in adults. Certainly, it has been found to prevent mice from developing diabetes. It does this by preventing the production of IL-12. This cytokine is known to play a roll in several common auto-immune diseases, so researchers are paying a lot of attention to the effects of CBD on the immune system.

5 - Managing the Symptoms of Fibromyalgia

Fibromyalgia is a chronic and very serious condition. There are some promising studies out there which show that using cannabis can help to reduce the symptoms of fibromyalgia far more than more conventional painkillers can. CBD is one of the cannabinoids that is used in the treatment of inflammation based medical conditions, and this gives hope to people who are living in areas where medical marijuana is still frowned upon.

6 - Anxiety and Stress Disorders

People who suffer from anxiety, panic attacks and post traumatic stress disorder can benefit from CBD. While the cannabinoid is best known for its anti-inflammataory effects, it does actually have an anti-anxiety effect too. It is an anti-psychotic, and it has a balancing effect on the mind that is hugely beneficial to those who are struggling with anxiety.

7 - Insomnia

One of the most difficult things for someone who is stressed out is getting a good night's sleep, and that's another thing that CBD can help you with. Instead of taking pharmaceuticals that will leave you feeling groggy the following morning, why not try taking something that will leave you feeling fresher and more energized when you wake up?

8 - Anti-aging

CBD contains powerful anti-oxidants. These can help to prevent neurodegenerative disorders, and leave you feeling fitter and more healthy in general. They won't "wind back wrinkles", but they will give you a youthful vigor in other ways, and if you're less stressed and feeling better rested too, then that's going to show in every aspect of your life.

9 - Help for epileptics

The FDA recently approved a request to run trials on CBD as a method of managing epilepsy. Now, these trials are still very early on in the process, and CBD has not been approved as an anti-convulsant. It would be irresponsible to suggest that people stop taking their traditional medication in favor of CBD. However, it's something worth considering.

10 - A pick me up

If you're generally healthy, but just feeling a little run down, sore, tired or stressed, then CBD could well be the answer. It can be enjoyed in food, as an edible, or as a vape.

CBD is not legal in every part of the world. It is considered a drug in some countries. Before you buy some, make sure that you know what you are getting, and whether you are acting within the law in your country. Take care to make sure that you're buying true CBD oil as well, not just hemp oil.

The First Family of Legal Marijuana

 

With medical marijuana legal in 23 states and Washington, D.C, there are now millions of card-carrying cannabis users working at companies across the U.S. But pot is still illegal under federal law, and many business owners still subscribe to the plant's Reefer Madness stigma and don't want to allow people to smoke on the job. For some of those owners, that can mean getting sued for failing to accommodate an employee who has a medical condition.

Regardless of how you feel about marijuana, there are certain rules employees and employers need to follow when it comes to drugs in the workplace. If you make a mistake, you could find yourself in court. Todd Wulffson, a partner at California-based employment and labor law firm Carothers DiSante & Freudenberger, is one of the many lawyers who have been busy defending employers in these types of cases. Wulffson says that to protect your business you need to update your employment policies and human resources programs, and train all managers.

First, you need to be familiar with the laws that have been passed in your state and consider a drug policy that doesn't prohibit employees from using cannabis on their own time. With 86 percent of Americans supporting medical marijuana, an overly restrictive policy may chase some of your workers to another employer. Marijuana, while still classified as a Schedule I drug without medical use, does have medical benefits, and a bipartisan bill to make medical marijuana legal on the federal level has been introduced in the Senate. 

Until then, you need to take steps to avoid becoming a target of an employee lawsuit (whether the employee would have a strong case or not). "There are four scenarios that play out in these types of lawsuits that I see over and over again," Wulffson says. See the details below to find out what moves your company should make in each case.

1. Innocent inquiry

The first scenario is when an employee or an applicant innocently asks the question "'I just wanted to know, would you accommodate my use of medical marijuana?'" "That's a loaded question because you have to accommodate the underlying disability of the medical condition," Wulffson says. "But you don't have to accommodate being stoned at work."

If the query is put to the human resources department, the HR person should tell the employee that the company will accommodate his condition. At the same time, the employee should explain his condition, the treatment, and exactly what kind of accommodation he needs so you can have a dialogue about it. Where most companies falter is when a manager doesn't know the company policy and speaks out of turn.

"If an employee asks a line manager, they could easily say, 'Hell no! We don't accommodate stoners! You can't be stoned at work!'" Then the employee says, "Gee, I got glaucoma and I was hoping you'd accommodate my condition." If the manager doesn't tell the employee to go talk to HR and fires them, Wulffson warns, the result may be a lawsuit.

2. An ill employee stoned at work

The second scenario, Wulffson says, is when an employee with a serious disease is under the influence at work and gets called on the carpet: "The employee will say, 'I am getting treated for cancer and I am going through chemo. The only thing that helps is medical marijuana and I had to smoke a bowl at lunch to keep from throwing up. I am really sorry, I'll do something light until it wears off.'" Wulffson says that although you may have sympathy for the employee's situation, the only way to protect yourself from litigation is to institute a zero-tolerance policy for the use of any drugs, including medical marijuana, while at work.

Keep in mind, however, that if you are in a state that mandates employers accommodate medical marijuana (i.e., Arizona, Delaware, or Minnesota) you cannot fire a medical marijuana card-holding employee for a positive marijuana test. While it is indeed advisable to have a drug policy prohibiting marijuana use during work hours, you don't need to know about what employees are doing on their own time.

3. The future smoker

Wulffson says he's currently representing three clients who are in this situation: The employee comes to you and says she's suffering from anxiety or glaucom and needs to deal with the symptoms. She tells you she's about to go outside, walk 50 feet away from the building, smoke, and come back. "They're telling you they're going to do it, but they are not stoned right now, so you don't have the right to fire them right now," he says. "But, invariably, the manager says, 'No, no, no, no. Go home, stay home, you're fired.'" 

Wulffson says you should not allow the employee to smoke while at work, but you can make allowances. Say something like this: "We will reasonably accommodate your condition, but we cannot allow you to be under the influence while on the clock--it's too risky for the company. You can go home for the rest of the day and come back tomorrow."

4. Social media smokers

Here, an employee goes on Facebook or Twitter and sees pictures of an applicant smoking a joint. The employee then emails the hiring manager to discourage him from hiring the person. When the candidate finds out you saw the photos, Wulffson says, "that's when they claim you didn't hire them because of either a perceived disability" and/or because you don't want to provide an accommodation for them

You might find this is frivolous, but there are lawyers out there looking to cash in. "There is a cottage industry of lawyers that do nothing but bring claims related to medical marijuana against employers," Wulffson says. "Google 'medical marijuana rights' and you'll find 50 lawyers who write well-written letters about how you didn't accommodate the employee and you're getting sued for hundreds of millions of dollars, but today they'll take $15,000 to go away."

The takeaway

Wulffson says these lawsuits are catching a lot of employers off guard because of the confusion over medical marijuana laws. "It may be legal in many states, but it's still a federal crime," he says. California and other states will not prosecute someone with a medical card who is carrying less than a certain amount, but that's not a blanket permission. "You can't go on federal property, you can't work for a federal employer," he says. "'Don't work for a federal contractor because you could be fired and maybe jailed."

When it comes to drug use at work--whether it is an employee with cancer smoking marijuana or one popping Xanax to deal with anxiety--Wulffson suggests you should adopt a simple, straightforward company policy that reads something like this: "We don't allow the use of, the possession, or being under the influence of any illegal drug in the workplace. 'Illegal drug' is defined as 'the abuse of over-the-counter medication, prescription medication, medical marijuana, and alcohol."

Additionally, Wulffson says, make sure you train all of your managers to answer questions. "If anything from any employee looks, sounds, or smells like they have a medical condition or medical marijuana issue, refer them to HR," he says. "The biggest issue I see is that companies don't get the word out and the line managers say and do things that get the company sued."


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