Feds Announce New Standard THC Dose for Cannabis Research – Ganjapreneur

The National Institute on Drug Abuse (NIDA) announced on Friday it was setting the new standard THC dose for cannabis research at five milligrams, Marijuana Moment reports. The requirement took effect immediately.

“Inconsistency in the measurement and reporting of THC exposure has been a major limitation in studies of cannabis use, making it difficult to compare findings among studies. A standardized measure of THC in cannabis products is necessary to advance research by providing greater comparability across studies of both its adverse effects and potential medical uses.” — NIDA Notice of Information excerpt

NIDA said the five-milligram standard unit was selected following extensive stakeholder input, expert consultation, and a request for information from the general public.

In its notice, NIDA recognized that “the same quantity of THC may have different effects” depending on a number of variables, including the method of administration, other ingredients in the product, an individual’s genetic make-up and tolerance levels, and more. Additionally, the notice clarified that the newly standardized THC unit does not limit the quantity of THC permissible in cannabis research, only the way in which investigators must record and report their work.

While cannabis remains a Schedule 1 substance under federal law, research efforts are difficult but not completely blocked: a 20-year study by the University of Minnesota recently revealed that long-term cannabis use has little to no effects on cognitive abilities, while another recent study found cannabis use to be associated with increased rates of exercise and physical activity.

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Delta 8 THC Gummies Reviews (Scam or Legit) – Does Delta 8 Gummies Really Work? – L.A. Weekly

*Brand Partner Content by KISS PR Brand Story*

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Marijuana Megamerger Would Create a U.S. Cannabis Giant – Barron’s

Trulieve Cannabis plans to acquire Harvest Health & Recreation in a $2.1 billion all-stock deal.


Trulieve Cannabis said it plans to acquire Harvest Health & Recreation in a $2.1 billion all-stock deal. The U.S. cannabis deal would give Florida’s dominant player a notable southwestern U.S. footprint.

Trulieve (ticker: TCNNF) and Harvest Health (HRVSF) combined would be one of the largest cannabis companies in the world, in terms of sales. Combining analyst estimates for both companies puts the estimated 2021 revenue at $1.24 billion, only slightly below consensus estimates for Curaleaf (CURLF) at $1.26 billion. Trulieve would also be the most profitable, notes CEO Kim Rivers, pointing to consensus estimates for combined 2021 adjusted earnings before interest, taxes, depreciation, and amortization, or Ebitda, of $461 million.

Trulieve is a recent Barron’s stock pick, while Harvest Health was highlighted as one of a handful of mid-tier U.S. cannabis firms that could prove to be attractive acquisition targets. While investors chased better-known Canadian cannabis stocks, Barron’s noted U.S. operators have established profitable operations in a more attractive market.

The deal implies a roughly 34% premium to Harvest Health’s closing price from Friday, according to Eight Capital analyst Graeme Kreindler. For every Harvest Health share an investor owns, they would receive 0.117 shares of Trulieve.

Kreindler notes that the combined entity would be the leading operator in Florida and Arizona, with significant footprints in Pennsylvania and Maryland. Combined, the companies have operations in 11 states. Harvest will hold a special meeting during the third quarter to approve the dal.

Stifel GMP analyst Andrew Partheniou called it the largest transaction in U.S. cannabis history in a note on Monday. He notes that Trulieve has historically traded at a discount to peers since its major focus has been Florida. After the merger, investors should re-evaluate that discount, according to Partheniou.

Trulieve stock was down 2.3% to $40 Monday morning, while Harvest Health shares were up 17% to $4.18.

Harvest Health also reported first-quarter results on Monday. The company’s sales of $88.8 million were in line with consensus expectations, while adjusted Ebitda of $23.7 million crushed expectations for $14.8 million, according to Partheniou. The company also raised its 2021 revenue target by 5% to “at least $400 million.”

Write to Connor Smith at connor.smith@barrons.com

CBD Expo Returns, With a Side of Psychedelic Science – Westword


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After a year off during the COVID-19 pandemic, the 2021 CBD Expo tour returned to Colorado over the weekend at the Gaylord Rockies Resort and Convention Center in Aurora.

An annual conference for the hemp-derived CBD industry, the CBD Expo partnered with the Psychedelic Science Conference held just down the hall, with researchers and experts discussing hemp, CBD, psychedelics and the future of the shroom boom.

The event’s turnout reached about half the capacity compared to the pre-COVID average, but event organizer Celeste Miranda says both conventions drew in an engaged crowd.

“This year we combined it with our first psychedelics conference, so this was the place to do, it if any,” Miranda says, pointing to when Denver became the first city in the U.S. to decriminalize psilocybin mushrooms. „There’s a ton of interest there, and that’s been going great.”

For Miranda, however, the expo still centers on CBD. The CEO of Mace Media Group, a CBD trade publication network and industry event organizer, was introduced to the benefits of CBD after being diagnosed with multiple sclerosis a decade ago. After waking up with the inability to feel anything from her waist down, an eighteen-hour trip to the emergency room and three lesions on her brain and spine, Miranda began using muscle relaxers, but those left her frequently feeling unable to function. She tried CBD per a friend’s recommendation, and the spasms virtually went away.

“This is all very personal to myself and my team. We do it for a reason. I know it’s not a miracle cure for anything, but I want to disseminate the education for it to help people that it can like it helped me, and that’s why we’ve been doing this for so long,” explains Miranda, whose nearing her twentieth CBD expo in the country.

CBD beauty and wellness products scattered on display form HempHera Kosmetikos.

CBD beauty and wellness products scattered on display form HempHera Kosmetikos.

Hilal Bahcetepe

Infused into products ranging from food, to cosmetics, to pet food, CBD is now capable of filling conference halls with interesting vendors. The CBD Expo was sponsored by CBD cosmetic brand HempHera Kosmetikos, which created a Parthenon-esque exhibit of CBD beauty and wellness products scattered around foliage; it was the first thing attendees noticed before mandatory temperature checks upon entry.

Visitors could check out CBD-infused novelties, like sodas and lubricants, as well as CBD products with a faith-based background. Halal-certified gummies, made in accordance with Islamic rites, were on display from Las-Vegas based HalalCBD, while Grand Junction local Dan Yoder with Amish Reserve showed up with loaded bags of hemp flower, pre-rolled hemp joints, CBD and CBG capsules, and hemp-infused edibles. (Delta-8 THC products, a growing gray market of hemp-derived products that become intoxication after a chemical alteration, were prohibited from the event, but Yoder said the company plans to launch a hemp flower line sprayed with Delta-8 THC concentrate.)

Halal-certified CBD gummies are made in accordance with Islamic rites, according to based HalalCBD.

Halal-certified CBD gummies are made in accordance with Islamic rites, according to based HalalCBD.

Hilal Bahcetepe

Panels at the conference discussed topics such as medical research, CBD extraction technology, proper personal dosage and industry trends. At the Psychedelic Science Conference, keynote speakers tackled the long, prohibition-centered history of psychedelics, evolving spore cultivation practices and future decriminalization efforts as psychedelics emerge as a potential treatment for mental health conditions like post-traumatic stress disorder and depression.

The CBD Expo still has stops in Orlando and Los Angeles on the schedule in 2021, and will continue operating in 2022 — but plans to return to Denver next year aren’t solidified yet, although Miranda hopes to be back.

“We’re glad to be back in Denver,” she says. “The mountain region, it’s always been very good to us, and we’ll continue to return here to Denver with the CBD Expo as much as we can.”

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A Pharmacist Weighs in on How To Know If Your CBD is Safe – Green Entrepreneur

An anecdote to the misinformation being fed to CBD customers.

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The CBD industry is powerfully disrupting pharmaceuticals. Instead of turning to traditional over-the-counter medications, people are discovering the healing properties of CBD through pain creams, capsules, tinctures, and edibles. CBD products are easily incorporated into users’ everyday life and can offer a wide variety of benefits. Today, CBD is used to treat many conditions, including anxiety, depression, stress, PTSD, epilepsy, and sleep disorders. 

However, despite its popularity, CBD is still relatively new on the market, and the FDA does not require any formal testing, nor do they approve any CBD products. (except Epidiolex) Many customers are being exposed to misinformation about CBD and a marketplace flooded with unreliable products with no quality assurance or accountability. 

As a compounding pharmacy, we studied the chemistry, therapeutic evidence, and testing to formulate CBD products with the right combination of cannabinoids that work best for different body chemistries. But it’s a continuous improvement process. Because we manufacture all kinds of pharmaceutical products for patients, we decided to apply that knowledge and experience to CBD products.

Our priority was educating consumers on how to ensure that what they’re buying is safe. That means doing your homework and understanding the brand’s supply chain. First, make sure you source high-quality ingredients from the hemp itself to any additives. We suggest choosing organically grown hemp from a reputable farm. You know that your starting materials are safe. 

Manufacturing processes also play a role in creating safe and effective products. Ask yourself: How and where are these products being made. Manufacturing processes are at the root of safety, hygiene, and efficacy. We’re fortunate to be processing our products in a federally-regulated pharmacy using specialized equipment. 

Related: 4 Smart Ways CBD Brands Can Gain Consumer Trust

The potency question

A lot of customers ask me how to gauge a product’s potency and effectiveness. Being such a nascent and unregulated industry pays to take the time to do a little extra research. For example, if you’re working with topicals, you’ll want to ensure particles are nanosized for faster absorption. Our pain creams are our most labor-intensive product for this reason. We start with the same base as our prescription-strength products and then hand-mix them in small batches to maintain the integrity of the ingredients and ensure more rapid absorption.

CBD users should understand what bioavailability means, whether it’s tinctures or edibles, or topicals. You want to ensure that enough of the product is getting into your system to get the full effects most efficiently. 

Customers are always shocked that CBD products are not required to be tested. If there were one piece of advice I could give the public, it would be to choose brands and products that go the extra mile to have their products tested. Depending on where the hemp is sourced, toxins like pesticides and heavy metals can make their way into the products. That’s why I support third-party testing on CBD products and why I invest in it for my customers. I also believe that companies should offer complete transparency in their COAs (certificates of analysis) so customers can see exactly what’s in the product and how they scored in testing. 

In the absence of federal oversight, CBD users must become informed consumers. Anyone can manufacture and sell CBD products, making it dangerous for both consumers and patients. Until the industry is more widely regulated, I encourage customers to do the extra homework and learn about a brand’s hemp sourcing, manufacturing processes, and testing to ensure that they’re getting safe and effective products. 

CBD Playbook: What one company is doing while awaiting future hemp and CBD guidance – Nutritional Outlook

Sales in the U.S. hemp marketplace are growing, and new legislation suggests the possibility of a future with increasing legalization and guidance. Just a few months ago, HR 841, the “Hemp and Hemp-Derived CBD Consumer Protection and Market Stabilization Act of 2021,” was introduced to U.S. Congress. If passed, the act would make hemp and ingredients derived from hemp lawful dietary ingredients that can be used in dietary supplements. HR 841 already had bipartisan support from 23 cosponsors at the time of this writing, including representatives from hemp-producing states such as Oregon, California, and Kentucky. Shortly after HR 841’s introduction, Congress passed the SAFE Banking Act to legitimize hemp-related businesses by providing regulatory clarity to banking service providers.

Though these new pieces of legislation may bode well for a future hemp cannabinoid ingredients market, much uncertainty still remains, and FDA’s stance on hemp cannabinoid ingredient safety is limited. Currently, the agency upholds the safety of hemp seeds, hemp seed oil, and hemp seed protein because they contain negligible amounts of cannabinoids tetrahydrocannabinol (THC) and cannabidiol (CBD). In 2018, companies received favorable “no questions asked” responses to Generally Recognized as Safe (GRAS) petitions for these ingredients, but products standardized for significant levels of CBD, which are generating most consumer interest, have not received formal approval from FDA. Until that happens, some companies are still selling these products on the dietary supplement market.

Various players in the hemp ingredients market are hoping to gain continuing leverage in the market by making calculated estimations as to what the legalization path will be and how they can best prepare for it.

Hemp Extracts vs. CBD

Because CBD is already marketed as a drug (Epidiolex for child seizures), U.S. law stipulates that the ingredient cannot be sold as otherwise. For this reason, some dietary supplement companies in the U.S. are marketing full-spectrum and broad-spectrum hemp extracts. These extracts contain CBD as well as numerous other constituents found in hemp naturally. They are not, like the drug, pure isolated CBD. It’s important to note this distinction so as not to confuse hemp extracts with pure CBD. Unfortunately, media and consumers often confuse the terminology.

Unless FDA grants an exemption for CBD, the isolated compound in theory cannot be sold as a standalone product due to its preexisting drug status. Still, there is a clear need for FDA to clarify the differences through proper guidance on how to conduct business with CBD versus full- and broad-spectrum extracts. “A full-spectrum hemp extract is not a drug,” says John Endres, chief scientific officer at AIBMR Life Sciences (Seattle). “That’s like saying willow bark is the same thing as aspirin because it has the compound that aspirin is made of, salicylic acid. And that’s kind of a ridiculous argument.”

Hedging Bets

With the health products industry squarely focused on the sale of hemp extracts, some companies are working to increase the safety standings of their products voluntarily. Klersun (Portland, OR), a B2B hemp extract supplier, completed GRAS self-determination status for its broad-spectrum hemp extracts in partnership with the hemp retail products company Manitoba Harvest (Winnipeg, Canada) and fragrance maker Robertet (Paris). GRAS self-determination requires no official filing with FDA. Obtaining GRAS status can assure the market of the safety of ingredients intended for use in foods and beverages, but it has also historically been used as an alternative route into dietary supplements. The other route into dietary supplements is via a New Dietary Ingredient Notification (NDIN), which requires information submitted to FDA on an ingredient’s reasonable expectation of safety.

Later this year, Klersun expects to complete the work required for an NDIN relating to its broad-spectrum hemp extracts. With it, Klersun is making another significant financial investment atop its existing GRAS status.

Reed Doyle, the company’s director of sales and business development, believes that having an NDIN will increase his company’s likelihood to meet future safety expectations of FDA and major retailers, whatever they may ultimately be. To further its approach, Klersun’s focus for the retail market is with broad-spectrum hemp extracts. Unlike full-spectrum hemp extracts, which are allowed to have no more than 0.03% THC, broad-spectrum extracts are specially formulated to contain even lower levels of THC.

Submissions Pending

Even with Klersun’s plans to complete an NDIN later this year, there’s no telling if the company will formally submit its NDIN before FDA first clarifies the law and guidance. Numerous players in the industry have speculated that submitting NDINs at this stage could result in automatic FDA rejections due to the current ambiguity of regulations.

It’s a wait-and-see situation with hemp extracts, CBD, and NDINs. In the meantime, industry can only wait and do their due diligence of confirming the safety of their ingredients on their own accord.

New Laws And The 2021 Cannabis Effect On Employers – Mondaq News Alerts

United States: New Laws And The 2021 Cannabis Effect On Employers

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In the first four months of 2021, numerous states, including
Virginia, New Mexico, New York and New Jersey passed laws
dismantling restrictions on recreational and medical cannabis.
Employers in these states are raising questions about whether the
new laws affect their policies and views toward cannabis use.

Recent Laws

The following briefly summarizes the new bills in each

  • Virginia passed a law taking effect in July 2021 that
    eliminates criminal penalties for simple possession of marijuana
    and provides a process to expunge convictions automatically for
    certain marijuana-related crimes. The bill also creates a Virginia
    Cannabis Control Authority, which will regulate the cultivation,
    manufacture and sale of retail marijuana.
  • New Mexico passed a law taking effect in June 2021 that
    legalizes recreational marijuana use and sales. Under the law,
    people over 21 will be allowed to have up to 2 ounces of marijuana,
    and individuals could have six plants at home, or up to 12 per
    household. The law also creates a Cannabis Control Division of the
    New Mexico Regulation & Licensing Department to regulate and
    license marijuana distribution.
  • New York passed a law effective March 21, 2021, that
    legalized the use of marijuana for adults 21 and older, and set
    forth a framework for the sale of marijuana to begin in 2022. The
    law created two state agencies to regulate the state’s
    marijuana programs: the Cannabis Control Board and the Office of
    Cannabis Management.
  • New Jersey passed a law that took effect on Feb. 22,
    2021, that legalized the sale, use and possession of recreational
    marijuana for individuals 21 and older. The law also created the
    Cannabis Regulatory Commission, which, in addition to regulating
    the cultivation, production, manufacture, transportation and
    delivery of marijuana, will prescribe a certification necessary for
    employers to drug test and identify impairment in employees.

Effect on Employers

As state legislatures expand the rights of individuals, those
rights will inevitably cause tension with some employers'
desire to maintain a drug-free workplace. Questions employers
frequently ask include: Can we continue testing applicants and
employees for marijuana? Are employees allowed to be impaired at
work? Must we allow employees to possess marijuana at work? Can I
terminate an employee who uses cannabis off duty?

States offer different approaches to some of these

  • Virginia’s new recreational cannabis law is silent
    regarding its effect on the employer-employee relationship.
    Accordingly, until the commonwealth issues additional regulatory
    guidance, the law does not change generally accepted principles
    about how employers can control their workplaces. For example, the
    law does not prohibit employers from testing applicants for
    marijuana, and employers can continue prohibiting possession and
    impairment in the workplace. No precedent expressly states whether
    an employer must accommodate an individual’s use of medical
    marijuana in Virginia.
  • A second law Virginia enacted in 2021, however,
    prohibits employers from discriminating against employees who use
    cannabis oil, so long as employees have valid written certification
    issued by a practitioner to treat symptoms of certain conditions.
    However, employers can still prohibit impairment caused by cannabis
    oil and can prohibit possession during work hours. The law also
    does not require employers to do anything that would result in the
    violation of federal law, lose a federal contract, lose federal
    funding, or require U.S. Cybersecurity and Infrastructure Security
    Agency defense industrial base sector employers to hire someone who
    tests positive for tetrahydrocannabinol (THC). As previously reported, Virginia also prohibits
    employers from requiring job applicants to disclose information
    concerning any arrest, criminal charge or conviction for simple
    possession of marijuana.
  • New Mexico’s law allows employers (in the absence of an
    agreement to the contrary) to implement a written zero-tolerance
    drug policy that prohibits employees from testing positive for THC.
    Importantly, however, the law does not restrict rights afforded to
    medical marijuana users under state law. As a result, with limited
    exceptions, an employer is still prohibited from taking an adverse
    action against an applicant or employee on the basis of the
    individual having a prescription for and/or using medical
  • New York’s law protects employees' marijuana use that
    occurs outside of working hours, off the employer’s premises,
    and without use of the employer’s equipment or other property
    under the same law protecting employees' legal recreational activities outside work. Notably,
    the law does not prevent an employer from taking action where: (a)
    the employer’s actions were required by state or federal law;
    (b) the employee is impaired by the use of marijuana while working,
    which requires the employee to have „specific, articulable
    symptoms” that impair the employee’s performance or
    interfere with the employer’s obligation to provide a safe and
    healthy workplace; or (c) the employer’s actions would violate
    a federal law or would result in the loss of federal contract or
  • New Jersey’s law includes expansive protections for all
    employees who use medical marijuana. Employers may not take adverse
    action against an employee who uses marijuana, or because of the
    presence of marijuana in the employee’s system. Further, the
    statute prescribes the circumstances under which an employer may
    drug test an employee, but requires, among other things, that the
    test include „a physical evaluation in order to determine an
    employee’s state of impairment” performed by a Cannabis
    Regulatory Commission-certified individual.
  • None of the new laws require employers to allow employees to be
    impaired at work or possess or consume cannabis in the workplace or
    while on the job.

Interaction With Other Laws

In addition to the issues employers face controlling their
workplaces, employers must be aware of how new cannabis laws
interact with other state and federal laws.

  • Reasonable Accommodations: In some
    circumstances and in some jurisdictions, an employer must grant an
    employee’s request for a reasonable accommodation if the
    employee has a disability under state law. This is a
    state-dependent issue, and the states are split on the issue. For
    example, states that permit employers to terminate employees for
    using marijuana regardless of their disabilities include
    California, Colorado, Florida, Georgia, Mississippi, Montana, Ohio,
    Oregon and Washington. States that provide a private right of
    action for failing to accommodate use to treat a disability (or
    otherwise require accommodating medical marijuana use) include
    Arizona, Arkansas, Connecticut, Delaware, Maine, Massachusetts,
    Minnesota, Nevada, New Jersey, New Mexico, New York, Oklahoma,
    Pennsylvania, Rhode Island and West Virginia. State statutes and
    case law are subject to change, so employers should consult with
    counsel when confronted with any request for an accommodation to
    use cannabis.
  • Federal Drug-Free Workplace Laws: The
    Drug-Free Workplace Act (DFWA) requires certain federal contractors
    and federal grant recipients to maintain drug-free workplaces. This
    requires a workplace where employees are prohibited from
    manufacturing, distributing, possessing or using controlled
    substances. Courts have held that the DFWA does not prohibit
    federal contractors from employing someone who uses illegal drugs
    outside the workplace. Accordingly, federal contractors and
    grantees may be required to comply with state law and this federal
    law simultaneously.
  • Commercial Drivers: Employers governed by the
    U.S. Department of Transportation, including companies that employ
    individuals who drive under a commercial driver’s license, must
    take into account the DOT’s robust regulations regarding drug
    testing and possession. The DOT has made clear on multiple occasions that states'
    legalization of marijuana has not modified the DOT’s
    drug-related regulations. Accordingly, the DOT expects employers to
    continue following federal law with respect to DOT-regulated
  • Collective Bargaining Agreements: Employers
    subject to a collective bargaining agreement should remember that
    changing drug testing or drug use policies may be prohibited
    without negotiating with the bargaining unit.

Employers should routinely review their drug use and drug
testing policies to ensure they remain compliant with ever-changing
state and local laws.

The content of this article is intended to provide a general
guide to the subject matter. Specialist advice should be sought
about your specific circumstances.

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Talwar Thakore & Associates

Merger Control Comparative Guide for the jurisdiction of India, check out our comparative guides section to compare across multiple countries

The May TestTube Includes Everything From a CBD Serum to a Collagen Powder – NewBeauty Magazine

Davids Premium Natural Toothpaste in Herbal Citrus Peppermint ($10)

What it is:
If you think about it, toothpaste is one of our most-used products, so why are we still buying chemical-filled tubes? Davids Herbal Citrus Toothpaste not only tastes deliciously fresh, but is also formulated with naturally sourced ingredients—think herbal oil, mint and citrus—to clean the mouth and prevent harmful plaque.

How to use:
The American Dental Association recommends brushing your teeth twice a day for two minutes, or as directed by your dentist or doctor.

Editor feedback:
“A natural toothpaste that tastes good? Usually unheard of, but that’s what makes Davids my go-to. The ingredients are safe, the packaging is sustainable and this particular minty-citrus flavor is a favorite that gives me a refreshing wakeup call every morning.” –Tatiana Bido, Features Editor

Key ingredients:
The ingredients in this toothpaste might sound uninteresting, but their effectiveness is amazing. Included in the mix: vegetable glycerin for moistening the mouth, calcium carbonate for lightly exfoliating the teeth, hydrated silica to polish and protect, and birch-derived xylitol, an all-natural sweetener. 

Expert insight:
“Davids is focused on sustaining the environment through the packaging we use, sustaining the U.S. economy and American jobs by using the highest-possible content of American-made ingredients and packaging, and sustaining you and your health by using only naturally sourced ingredients. We take a more holistic approach to sustainability.” —Eric Buss, founder