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Restorium2

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Everything posted by Restorium2

  1. Spot on for most doctors. We are blessed with some doctors who have helping patients as their number one priority. They will be open to cannabis being in their arsenal as treatment for many health conditions that other drugs are 'incentivized' (pushed) for.
  2. Exactly what it does though, in my experience. Sounds like a textbook case of using cannabis oil to it's fullest potential along with conventional treatment.
  3. Happy 420. Dispo has a 420 discount party with food trucks and raffles in Bay City Mi.
  4. I can get a solid 750 PAR in a 4 x 6 with 3. Meter verified. You can stretch it easily to 4 x 8.
  5. As far as bang for your buck; You can buy 10 of these cheaper lights with what you pay for one Fluence. 10! BANG
  6. You could cover with a PAR footprint like your Fluence with 2 of these. I daisy chain 3 for a 4 x 8. PAR drops off around the edges(I have a meter). I think 4 would be too much over a 4 x 8. I also have 3 over a 4 x 6 and that's about perfect. No dimmer needed because of the veg and bloom switches. Every light will drop off PAR on the edges. No way around that. Seems like the LED lights are better for the plants than HPS. They seem healthier. That DIY video I posted is for a light very similar to your Fluence. $420 in parts.
  7. Many Employers Drop Zero Tolerance Drug Tests Posted by CN Staff on April 12, 2019 at 14:33:36 PT By Margot Roosevelt Source: Los Angeles Times California -- When Rye Electric was founded in Orange County five years ago, it screened all prospective workers for drugs. If a test showed traces of cannabis, the applicant was nixed. But the fast-growing construction company, which has a millennial-heavy workforce, has since adapted to the times. “We still do the tests,” Chief Executive Chris Golden said, “but we choose to look the other way on marijuana.” Some 20 of the company’s 150 workers were hired despite flunking a pre-employment screening for cannabis. “We let them know they can’t do it on the job and we trust them not to,” Golden said. “What are we going to say — you can’t do something that’s legal?” Marijuana use remains illegal under federal law. But California was the first state to defy federal prohibition, legalizing medical cannabis in 1996. A 2016 ballot initiative opened the way to recreational pot. With a growing economy and a low unemployment rate of 4.2%, many California companies face a shortage of qualified workers. Legal marijuana is making hiring even harder for those who take a strict stance on screening for drugs. So, increasingly, they’re not testing — or ignoring some of the results. “You watch what’s going on in society. You look at recruiting, and you say, ‘We’ve got to adjust,’” said Marc Cannon, a spokesman for AutoNation, the largest U.S. car retailer. The company, with 26,000 employees nationwide and 55 California outlets, stopped screening for cannabis three years ago. “A lot of great candidates were failing the test,” Cannon added. “There are people who drink and are great workers, but they don’t do it on the job. Marijuana is just like alcohol.” New Jersey-based Quest Diagnostics, compiling data on 10 million tests a year, reports an increase in workers testing positive for pot, especially in states where recreational use is legal. In 2010, 1.6% of Quest’s urinalysis tests in California showed traces of tetrahydrocannabinol, or THC, marijuana’s main active compound. By last year, the figure had risen to 2.5%. Some industries, including retail and warehousing, see higher rates. “Our data suggests recreational use of marijuana is spilling into the workforce,” said Barry Sample, senior director for science and technology. Quest’s numbers may vastly understate usage. “People using marijuana are less likely to apply to work for employers who have drug testing,” Sample cautions. Today, nine other states and the District of Columbia permit recreational marijuana for adults. Thirty-three allow medical cannabis. Some jurisdictions have adopted employment-specific laws. Thirteen states prohibit workplace discrimination against medi-pot patients. And last week, the New York City Council moved to bar most businesses, nonprofits and city agencies, with some exceptions, from screening applicants for cannabis. But California’s Proposition 64, which legalized recreational marijuana, explicitly allowed public and private employers to enforce “policies prohibiting the use of marijuana by employees and prospective employees.” And in a medical marijuana case, a 2008 state Supreme Court decision held that an employer may refuse to hire an applicant who tests positive for cannabis, even if it is legally prescribed for a disability. Executives whose workers operate heavy machinery may feel they have little choice but to insist on marijuana screening. Last month, in the City of Commerce, Paola Bravo, president and chief executive of S. Bravo Systems, was hiring workers for her 150-employee factory, which makes containment tanks for gas stations. She was ready to offer jobs to five candidates who had aced their interviews, toured the bustling plant and tried on respirators. But all five — in a single day — failed a drug test for marijuana and thus were not hired. “We have machines that cut steel and could cut a limb off,” Bravo said. “So anyone with a trace of drugs is disqualified. If something happened, I would be held liable.” A week after the five tested positive, six other candidates “ghosted.” “They like the pay, but you tell them to take a drug test and they just disappear,” Bravo said. “Where are we going to find people when everyone comes in with crap in their system?” In a widely publicized incident last year, Elon Musk, chief executive of Tesla and SpaceX, inhaled marijuana on a live YouTube webcast. “I mean, it’s legal, right?” Musk said, accepting a lit blunt from comedian Joe Rogan in a Los Angeles studio. But he added, “I’m not a regular smoker of weed.” Late last year, NASA announced it would review safety at SpaceX and Boeing. Companies with federal contracts, such as those in aerospace, are required to test under federal law. But officials told the Washington Post the review was prompted by Musk’s behavior. Tesla conducts pre-employment drug tests for safety-sensitive positions, but its tests do not include marijuana in places where it’s legal. Even when they don’t pre-screen applicants, virtually all businesses require what employee handbooks call “a drug- and alcohol-free workplace” — workers aren’t allowed to drink alcohol or take drugs on the job. If someone is suspected of being drunk or high, companies reserve the right to send them out for a test. But cannabis represents a conundrum. In the case of alcohol, blood tests measure impairment levels. But THC can show up in urine and in saliva — which is where it is most reliably measured — when the user is no longer high. “Marijuana can remain in the system and show up in a drug test for up to 45 days following use in regular users,” the California Chamber of Commerce wrote members this year. “There is no method to determine if an individual is impaired at the time the drug is found in that individual’s system or if it was consumed at an earlier time and the individual is no longer impaired.” The chamber, which has fought legislation that would accommodate medical marijuana users, urged zero tolerance as “the only policy that ensures workers are not impaired on the job.” In some industries, safety-sensitive workers — such as pilots, rail, bus and truck drivers, and workers in nuclear power plants — must be tested under U.S. Department of Transportation rules. But overall, workplace drug screening is on the wane. Spurred by the Reagan-era drug war, it peaked in the late 1990s, when surveys showed some 80% of companies nationwide had adopted the practice, up from about 20% a decade earlier. By the mid-2000s, the number was down to about half. Public support for legalizing marijuana, meanwhile, grew to 66% last year, up from 12% in 1969, according to Gallup’s annual polls. Even before California legalized recreational pot, “a lot of employers were shying away from draconian drug testing,” said San Diego attorney Ryan Nell. His seminars on the topic attracted more than 500 human resources professionals at a series of January conferences. Nell recently advised two Los Angeles advertising agencies that they didn’t need to pre-screen for cannabis. “A lot of people are failing tests,” he said. “Employers need to ask: Do we really care? Unless there are safety concerns — like someone driving a car — a lot of times they don’t care.” Goodwill Industries of Southern California trains workers for some 200 businesses. Small and midsize companies are “testing less and less,” said Joel Morgan, a director of workforce development for the nonprofit. “It’s a ‘don’t ask, don’t tell’ kind of a thing,” he said. “You can’t have people show up high. But just because someone uses pot recreationally doesn’t mean it will impact their work.” Larger Goodwill clients are generally more restrictive, he added, but one big employer — Goodwill itself — has pivoted. In February, after decades of drug testing, the organization stopped the screening for retail jobs at its 85 stores that employ more than 1,000 part-timers, a third of its workforce. Other major retailers also test selectively. In 2014, Target, with 350,000 workers nationwide, scaled back from testing all applicants for drugs to just testing for “safety-sensitive” jobs such as security guards and warehouse machinery operators. Kroger, parent company of Ralphs, Food4Less and FoodsCo, has 26,500 California workers and screens just a fifth of its job candidates, including managers and pharmacy workers. “Our biggest challenge is the competition that currently exists for workers,” spokesman John Votava said. Other companies continue ordering up a standard five-panel test, which covers cocaine, methamphetamines, opioids and PCP as well as THC. But, like Rye Electric, they ignore the marijuana results. Casco Contractors, an Irvine construction firm with some 60 employees, changed its policy in 2016. Last year, it hired two project managers whose tests showed cannabis use. “It used to be no-go if applicants tested positive for marijuana,” said CEO Cheryl Osborn. “But now it is legal in California. It has been de-stigmatized. It is a glass-of-wine kind of thing.” The two project managers have performed well. But like other employers, Casco reserves the right to test on the job. “You have to have a good reason for suspecting someone is under the influence,” Osborn said. “If there’s an accident, a drug test is mandatory.” Rye Electric’s Golden said his company has had no accidents since changing his marijuana policy, and it hasn’t influenced his employees’ work. But federal rules affect the jobs he bids on. “We stay away from public works and school projects,” he said. “A lot mandate no drug issues. And I couldn’t guarantee all our workers are abstaining.” That doesn’t mean he’s happy with the compromises. “We don’t condone marijuana usage,” Golden said. “If I had my way, it would still be illegal. We’re struggling with it, like every business in California. It’s a mess.” Margot Roosevelt covers California economic, labor and workplace issues for the Los Angeles Times. A former environmental reporter for The Times, she previously wrote for TIME Magazine as a foreign and national correspondent, for the Washington Post on the Congressional beat, and for the Orange County Register focusing on business and the Southern California economy. Source: Los Angeles Times (CA)
  8. Marijuana Testing of Job Applicants Is Barred Posted by CN Staff on April 12, 2019 at 06:55:41 PT By Michael Gold Source: New York Times New York -- Most employers in New York City would no longer be able to force job applicants to take drug tests for marijuana use, under a bill overwhelmingly approved this week by the City Council. If the drug-screening law is enacted, it would put New York in relatively uncharted territory. Several drug policy and employment experts said that they did not know of similar laws on the books, even in states that have legalized marijuana. In Maine, where voters approved legal recreational marijuana use, the law prevents employers from discriminating against people who have used cannabis, but it does not specifically regulate drug testing. The Council’s bill would affect public and private employers in New York City, including companies with headquarters elsewhere, according to Jumaane D. Williams, the city’s public advocate and the bill’s sponsor. He said it was unclear exactly how many employers in the city screen employees for drugs and might be affected. “I’m proud that the city has taken action where the federal and the state government have stalled,” Mr. Williams said on Thursday. The legislation, which passed on Tuesday by a 40-to-4 vote, was the latest in a series of progressive steps that city officials have taken to ease cannabis restrictions as state lawmakers’ efforts to legalize marijuana have stalled. In addition to Mr. Williams’s bill, the city also passed a bill that would stop the city from requiring marijuana testing for people on probation. Both bills are currently awaiting Mayor Bill de Blasio’s signature. The mayor’s administration fully supports the employment bill, a spokeswoman for the mayor, Olivia Lapeyrolerie, said on Thursday. The employment screening bill would take effect one year after it is signed into law. Not every employee would be exempt from drug testing if the bill becomes law. If workers appeared to be under the influence of marijuana at work, employers would still be permitted to drug test. The bill also carves out exemptions for certain safety-sensitive industries, including law enforcement and construction, as well as jobs that require supervising children or medical patients. The bill also would not stop federal and state employees or contractors, who are not under the city’s jurisdiction, from being tested. Nor would it end the drug-test requirements imposed by the federal government on transportation workers like truck drivers and pilots. Dionna King, a policy manager at the Drug Policy Alliance, acknowledged that the range of exceptions could weaken the impact of the bill. Still, she said the bill was an important step toward ending the stigma attached to marijuana use. “Through this legislation, there will still be a good number of folks who will no longer have to submit to testing just to get employment,” Ms. King said. Pre-employment drug testing started to become increasingly common in the 1980s. Former President Ronald Reagan issued an executive order in 1986 that called for “drug-free workplaces” in the federal government, and mandated drug testing at federal agencies. In 1988, the Drug-Free Workplace Act extended the policy to federal contractors and recipients of federal grants. From there, it ultimately spread to the private sector, pushed by advocates of strong antidrug policy, according to Mark A.R. Kleiman, a professor at public policy at New York University. By 2011, more than half of United States employers conducted drug screenings on all of their job candidates, according to a survey from the Society for Human Resource Management, a trade organization. Only 29 percent of employers did not conduct drug tests at all. “It has become so normalized now,” Ms. King said. “People expect it as part of the hiring process.” Employers defended the testing as a way to root out prospective workers whose drug use could have led to impaired judgment, lower productivity and higher absentee rates, according to Melissa J. Osipoff, a lawyer at the employment law firm Fisher Phillips. But opponents to pre-employment drug screening believe that the practice is overly invasive and creates an unnecessary barrier to employment. Mr. Kleiman and Ms. King said there was little evidence that passing a drug test would be a predictor of an employee’s job performance. In recent years, as attitudes toward marijuana have shifted, some employers began to reconsider their views on marijuana testing, Ms. Osipoff said. Even in states that have legalized some form of marijuana, employers have felt pressed to reconsider drug-testing policies in order to hire competitively, Ms. Osipoff said. “In states where it’s legal, they’ll tell you, ‘We can’t get good candidates if we test for marijuana,’” she said. But Kathryn S. Wylde, 64, president of the Partnership for New York City, which represents business leaders, called the bill an overreach by the City Council. “This is another instance where City Council is interfering in the relationship between employees and employers,” she said. Ms. Wylde, 64, said the bill would increase costs for global employers in particular, forcing them to modify existing policies to comply with the city’s law. In New York, Gov. Andrew M. Cuomo said that he would push to legalize recreational marijuana this year. Though he had initially hoped to include the measure as part of the state budget, lawmakers were unable to reach a deal. Mr. Williams said that while the state continued to negotiate legalization, it was important for the city to continue to enact what he viewed as sensible marijuana policy. “If we want to be a progressive city, we have to really put these things into action,” he said. Quest Diagnostics, one of the nation’s largest medical testing companies, released data on Thursday that said that marijuana use had risen among United States workers in 2018. An analysis of more than 10 million drug-test results showed that 2.3 percent of the American work force tested positive for marijuana use in 2018, up from 2 percent a year earlier. Quest also said that the percentage of American workers who tested positive for illicit drugs was at its highest point since 2004. The country’s growing acceptance of marijuana usage was likely to force employers to take a harder look at their drug-testing policies, Ms. Osipoff said. She expected that New York City’s bill would push employers across the country to consider broad changes. “When New York City passes a law, that just gets employers talking,” she said. One of the Council members who opposed the bill, Steven Mateo, a Republican of Queens, said he felt the city should not interfere with the private sector’s hiring discretion. “I believe private businesses should have the power to determine their own hiring practices,” said Mr. Mateo, the City Council’s minority leader. A version of this article appears in print on April 12, 2019, on Page A24 of the New York edition with the headline: City Council Votes to Ban Employers’ Marijuana Testing of Applicants. Source: New York Times (NY)
  9. The ones around me that opted made it clear they hate marijuana. In fact, they got on TV and wallerd around in their public hate like a pig in excrement! They made their crappy beds and must lay in them. No excuses for that. The road to fixing this is prone with potholes called excuses.
  10. It kind of makes me sick to my stomach when someone provides excuses for people who hate others based on their choices. Choices that don't hurt anyone. Choices that should be given automatically. Choices that really are none of their business. I don't believe ANY local communities opted out because they are waiting for rules. None. Every single one has done it because it makes them better to not sell pot in their community. They think that their community will reward them for putting the boots to the pot heads. Maybe they are right? Show them at the ballot box. If they get voted back in then they will continue to do this type of hater thing in your community.
  11. Colorado let them decide for themselves. Probably the best way to go. Express your ideas at meetings and ultimately vote out the cannabis haters if they can't learn. I have found that a smart township supervisor will be on your side, however, how many are smart? If they opt out they are ignorant. Vote in someone intelligent for a leader.
  12. It went away when he got rid of Sessions who once said that good people don't smoke marijuana.
  13. The smuggling is a very dirty business. Smuggling it in gas tanks, drive shafts and even corpses. Often desperate dirty people on their last legs carrying their future to the new world in a bundle on their backs.
  14. Makes perfect sense to me. Hash always grossed me out when I really thought about it. Just like those funky looking truffles people make! Rolling that shiet in little balls.... YUCK!
  15. The experts say, treat her right and she will come back just like she used to be..... Did anyone else catch it from her?
  16. Hydrofarm. I checked it against an expensive one and it has the same readings.
  17. Right. They are very basic and there are DIY videos. Same with the Fluent style light that I linked the DIY video. You can make a $1500 Fluent for $420.
  18. My point was; The plants beg to differ. Another study that doesn't match real life. 2000 PAR is too much. 850 is the sweet spot. And that is only right in mid bloom. All the rest of the time it's less than 850.
  19. Just as a reference; You never even get 1000 PAR from a 1000 HPS. So we all have learned on something less than even the cheap LEDs.
  20. From what I'm seeing it's more like 1000 to 1500. The thing is the footprint is heavy in the middle. So if you only have one light you might want 2000 in the center to get 1000 by the edges. I daisy chain them together to get a more even PAR footprint. The cones of PAR overlap. Like I said before, the meter is priceless setting up multiple lights, or comparing lights. What is perfect is an even footprint. That build I linked gives a more even footprint for one light. Some use multiple cobs or quantum boards. None of those come close to the economy of the cheap lights. A Mercedes is a nice car that is better than a Chevy but when you are on a budget you buy the Chevy.
  21. They say it is but I can't see why. I'm looking for PAR and the cheaper one has it. The 'build' one cost about 3 times as much with maybe 10% more PAR. Do we even need more? The math ($ per PAR) is better on the Yehsence. Until I see some sort of shortcomings of the cheap ones I'm following my PAR meter and the math.
  22. About $420. Veg and bloom both. Covers about 4 x 4.
  23. I think I'm going to build one of these eventually;
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