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 Seabrook Island, 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.
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 Seabrook Island. 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.
Wholesale Cannabidiol CBD in Seabrook Island
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 Seabrook Island 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.
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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In 2010, Dr. Bruce Bedrick, a chiropractor from Philadelphia, sold his practice and moved to Arizona. It wasn't for the weather (he says he can't wait to move back east) and it wasn't to retire (he's still working).
He did it, like many others in his cohort, because of what's being called the "Green Rush"—a move out west to take part in one of the most exciting, risky, and (perhaps) profitable enterprises today: the medical marijuana trade.
Within a year, Bedrick set up shop in Scottsdale and launched Kind Clinics, a full-service marketing and consulting company that helps entrepreneurs open and manage dispensaries. For Bedrick, business is booming. He reports that he's already working with about 70 dispensaries, which, by his estimation, makes him the largest medical marijuana consulting company around today.
"Absolutely, people see it [as a gold rush]," Bedrick says. "But there's more to it than that. There's a bit of freedom here. There's finally an awareness for compassion. I work with oncologists, attorneys, and pharmacists. These people truly understand the benefit of the herb."
According to See Change Strategy, a think-tank that conducted an industry-wide analysis of the medical marijuana trade, the current national market for cannabis is $1.7 billion. By 2016, the market could surge to $8.9 billion. To give some perspective, that's more than the annual GDP of The Bahamas—by about a billion dollars.
"The numbers are potentially astronomical in this burgeoning new field," Bedrick says.
See Change would seem to agree. "The growing acceptance of medical marijuana is providing business operators and investors with unprecedented opportunities," the authors note. "See Change expects these markets to enjoy 99 percent growth in the next five years just in existing markets, with more than 20 potential new markets opening."
Still, there's one giant caveat to keep in mind: it's illegal. "However, investment and business development will continue to be dampened until the federal government definitively changes its position on the legality of medical marijuana," the report notes.
Although law enforcement has largely turned a blind eye to most dispensaries, the fact remains: the sale of marijuana, for any use, is considered illegal by the federal government. So if you're considering opening a medical marijuana dispensary, you'll be dealing with plenty of hurdles: regulatory, compliance, financials, as well as the quandaries any typical business owner faces, including marketing, logistics, and human capital. A few experts weigh in on how to mitigate those risks and create a sound and profitable enterprise.
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How to Open a Medical Marijuana Dispensary: A Bit of Background
About forty years ago, Congress officially placed marijuana in Schedule I of the Controlled Substances Act. Essentially, the government concluded that the drug had a high potential for abuse. In other words, this legislation "cemented marijuana's de facto prohibition," according to See Change.
In the mid-90's, many activists began to rally around the drug's purported medicinal benefits. The Medical Marijuana Project was founded in 1995 to "increase public support for non-punitive, non-coercive marijuana policies" and to gain influence in Congress. A number of studies, both public and private, were funded to test the veracity of marijuana's medicinal worth. One such study in 1999 found that "The active ingredients in marijuana appear to be useful for treating pain, nausea and the severe weight loss associated with AIDS," according to the The New York Times.
Slowly, states began to adopt legislation to make it easier for medical marijuana to be disseminated.
"Over the past 15 years, led by California, 15 states plus the District of Columbia have adopted laws permitting some form of marijuana consumption or distribution for medical use," notes the See Change Strategy study. "These laws have been adopted by public referendums as well as legislation."
In 2009, the Obama administration ordered federal prosecutors not to prioritize legal action against medical marijuana dispensaries that comply with state laws. This controversial decision has been critical to the growth of the medical marijuana industry.
"These conditions have combined to produce the first legal marijuana markets in modern times," the authors note. "This emerging market presents unique opportunities to entrepreneurs and investors as well as unique risks."
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How to Open a Medical Marijuana Dispensary: The Challenges of the Trade
"The largest challenge that medical cannabis faces is that it is still federally illegal in the eyes of the federal government," says Kris Lotikiar, a co-author of the Medical Marijuna Markets report. "You're going to be running a criminal enterprise."
Lotikar, whose background is in renewable energy and business strategy, explains that while there's been a drastic reduction in the prosecution and raids of dispensaries, the overarching fact is that the dispensary business poses a number of difficulties for an entrepreneur, especially in raising capital, finding investors, and setting up merchant accounts with banking institutions.
Of the 300 respondents to See Change's survey, 34 percent "cite regulatory compliance, not customer demand or securing supply, as the number one challenge," while "24 percent cite securing financing as the most pressing business challenge."
There's also difficulties in the human resources department. Namely, Lotikar says, "You reduce the number of employees who are willing to work for you."
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How to Open a Medical Marijuana Dispensary: Where You Can Open and What to Do
If you're planning on opening a dispensary, first check with state officials to navigate the local laws and ordinances that will govern your dispensary's actions. Because medical marijuana dispensary laws vary so much from state to state, and there's not always one department set up to govern the medical marijuana trade, Bedrick recommends that an entrepreneur should first check with the Department of Health Services as a good starting point.
Then, you'll need to go through a licensing process. Some states, like California, don't restrict the amount of dispensaries in a certain zone, unlike other states, like Delaware, that bid out dispensary licenses sparingly. Entrepreneurs should also check with local officials on how to incorporate the business. Some states require all dispensaries to be non-profits, while others can be registered as C-Corporations.
Considering there will be quite a high degree of competition, Bedrick says any dispensary entrepreneur must have a solid business plan, ties to the community, and a squeaky clean record.
Kris Krane, another co-author of the See Change report agrees.
"The right candidate is a business-minded entrepreneur who cares about the issue and cares about doing it right, and can handle a certain degree of risk," he says. "This is an industry that is very much in its infancy, where regulations are not clearly defined. There is the threat of federal involvement, and anybody getting involved has to be comfortable with a certain degree of risk, but recognizing that the long term rewards—both in financial and social cause—can be extremely high."
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How to Open a Medical Marijuana Dispensary: The Costs and Revenues You Can Expect
"You better be well-funded," says Bedrick. "This is not for the faint of heart."
Considering legal and consulting fees, an entrepreneur can expect to dole out between $30,000 to $100,000 just to make an application, according to Bedrick. Then, if you are granted a license, then you'll need to do a build-out, which will run you $100,000 to $300,000. After you've built the store, then you'll need the product. And if your state also allows a cultivation location, that will run you anywhere between $200,000 to $400,000.
Though it will vary widely, start-up costs average out to around a quarter of a million dollars, according to Bedrick. Kris Krane, author of the See Change report, said that some entrepreneurs paid as little as $40,000 while others paid as much as $500,000.
"For somebody wanting to start a dispensary or cultivation center, start-up costs are going to involve getting through the regulatory structure, which can be quite complicated and quite difficult," says Krane. "If someone is going to do this right, they're going to want to hire good lawyers, a good CPA, and a good consultant."
And how much can you make?
"It's a loaded question," says Bedrick. "It can be anywhere from failing to doing very well and making $100,000 a month in revenues."
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How to Open a Medical Marijuana Dispensary: The Ancillary Benefits of Opening a Dispensary
While dispensaries are the obvious business model for those looking to break into this industry, there are perhaps less obvious altenratives.
"Demand for marijuana has produced a number of business opportunities," See Change reports. "Other entrepreneurs are providing marijuana infused products including edibles, tinctures and salves. Development and sales of smoking and non-smoking paraphernalia for consumption are on the rise."
Bedrick would agree. He says that while some patients enjoy smoking the medicine, there is a considerable move and market share toward the edibles. What started out as a couple percentage points of the market share is now up to about 15 percent. Medicinal marijuana can even be made into sodas, bars, elixirs, and lozenges. "Some people just don't like smoking," he says. "This makes it easier to take."
And where there's a growing market, there's always a few creative types lurking behind the scenes.
Russell Perry, who owns Keane, a creative advertising agency in Tempe, is working on concepts to promote medical marijuana dispensaries.
"I think what's really kind of awesome for people in our industry is the opportunity that lies ahead," he says. "Unlike opening a CPA firm, where there's a preconceived notion of what that brand is supposed to look like, it seems like this is a wild-wild-west. We're on the ground floor trying to shape it. Who knows what's going to happen in 10 to 15 years."
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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."
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."