FRINK Linked Data Fragments server

Matches in SemOpenAlex for { <https://semopenalex.org/work/W2304875717> ?p ?o ?g. }

• W2304875717 startingPage "154" @default.
• W2304875717 abstract "INTRODUCTIONMarijuana, or cannabis sativa, has been around longer than the human resource discipline. Marijuana has been used for thousands of years (Ludlum & Ford, 2011). Many people use marijuana for different reasons. Some use it for the medicinal qualities it is believed to have, while others use it simply because they enjoy it. Marijuana creates feelings of euphoria a nd relaxation, which is why many people use it for recreational reasons. It is also regarded as a pain reliever and serves medicinal purposes for patients with various types of injuries or disabilities (Ludlum & Ford, 2011). Whatever the reason fo r marijuana use, one certainty remains: the growing tolerance and recognition of marijuana use is creating unprecedented changes to the laws in the United States as we know them.Many states had enacted the legal use of marijuana for medicinal purposes years ago, starting with California in 1996 (Ludlow & Ford, 2011). But it was not until recently that marijuana became for recreational use in Washington, Colorado and Rhode Island. Under federal law, however, possession, cultivation and use of marijuana remain illegal under the Controlled Substances Act (CSA) for any reason, whether medicinal or recreational (2010). Marijuana is classified as a Schedule 1 drug under the CSA, which prohibits its possession, dispensing and distribution. Schedule 1 drugs are the most carefully controlled by the government and include other drugs such as heroin (Sergeev, 2011). Despite marijuana remaining illegal under federal law, many states are adopting their own laws with regard to marijuana use and possession.LEGISLATION AND EFFECTSWith the increasing number of people using marijuana and the growing trend of states legalizing it for medicinal use, we can only anticipate the same trend with regard to decriminalization for recreational use, even if only in the states that current ly have legal regulations for medicinal marijuana. According to the National Survey on Drug Abuse and Health's most recent statistics, In 2012, an estimated 23.9 million Americans aged 12 or older were current (past month) illicit drug users, meaning they had used an illicit drug during the month prior to the survey interview. This estimate represents 9.2 percent of the population aged 12 or older. (See Figure 1) (Substance Abuse and Mental Health Services Administration, NSDUH, 2013).It is imperative that employers understand that there may ap pear to be potential infringements upon an employee's right to use marijuana where it is legal for medicinal use or for recreational use, but more importantly, employees need to be reminded or made aware of their employer's rights and the employee's obligations to the employer (Hartman, 2013). Employers need to familiarize themselves with the marijuana laws and regulations in their states and any other states where they may have additional businesses. It is imperative for employers to do so in order to be able to present a legally sound defense for their policies and decisions, if necessary.The Human Resource policy areas that this legislation primarily affects are equal opportunity and employment practices, benefits and compensation management, and management development and training. What does this new marijuana legislation mean for employers? Since marijuana use and possession are still illegal through the federal government, employers still have the right to ban employees from marijuana use and can continue to enforce their zero-tolerance policies (Mauerer, 2012).First, it is important to understand the definitions of decriminalized and legalized, as these two words are often used interchangeably. According to the Office of National Drug Control Policy (2011), marijuana legalization refers to laws or policies that make the possession and use of marijuana legal under state law. Marijuana decriminalization refers to laws or policies adopted in a number of state and local jurisdictions which reduce the penalties for possession and use of small amounts of marijuana from criminal sanctions to fines or civil penalties. …" @default.
• W2304875717 created "2016-06-24" @default.
• W2304875717 creator A5032257008 @default.
• W2304875717 creator A5056951976 @default.
• W2304875717 creator A5064443836 @default.
• W2304875717 date "2013-07-01" @default.
• W2304875717 modified "2023-09-23" @default.
• W2304875717 title "How Marijuana Legislation Can Affect Human Resource Policies in the Private Sector" @default.
• W2304875717 hasPublicationYear "2013" @default.
• W2304875717 type Work @default.
• W2304875717 sameAs 2304875717 @default.
• W2304875717 citedByCount "0" @default.
• W2304875717 crossrefType "journal-article" @default.
• W2304875717 hasAuthorship W2304875717A5032257008 @default.
• W2304875717 hasAuthorship W2304875717A5056951976 @default.
• W2304875717 hasAuthorship W2304875717A5064443836 @default.
• W2304875717 hasConcept C110269972 @default.
• W2304875717 hasConcept C118552586 @default.
• W2304875717 hasConcept C138885662 @default.
• W2304875717 hasConcept C144133560 @default.
• W2304875717 hasConcept C17744445 @default.
• W2304875717 hasConcept C199539241 @default.
• W2304875717 hasConcept C2777006572 @default.
• W2304875717 hasConcept C2777056318 @default.
• W2304875717 hasConcept C2777351106 @default.
• W2304875717 hasConcept C2778137410 @default.
• W2304875717 hasConcept C2780193096 @default.
• W2304875717 hasConcept C38829236 @default.
• W2304875717 hasConcept C41895202 @default.
• W2304875717 hasConcept C71924100 @default.
• W2304875717 hasConceptScore W2304875717C110269972 @default.
• W2304875717 hasConceptScore W2304875717C118552586 @default.
• W2304875717 hasConceptScore W2304875717C138885662 @default.
• W2304875717 hasConceptScore W2304875717C144133560 @default.
• W2304875717 hasConceptScore W2304875717C17744445 @default.
• W2304875717 hasConceptScore W2304875717C199539241 @default.
• W2304875717 hasConceptScore W2304875717C2777006572 @default.
• W2304875717 hasConceptScore W2304875717C2777056318 @default.
• W2304875717 hasConceptScore W2304875717C2777351106 @default.
• W2304875717 hasConceptScore W2304875717C2778137410 @default.
• W2304875717 hasConceptScore W2304875717C2780193096 @default.
• W2304875717 hasConceptScore W2304875717C38829236 @default.
• W2304875717 hasConceptScore W2304875717C41895202 @default.
• W2304875717 hasConceptScore W2304875717C71924100 @default.
• W2304875717 hasIssue "2" @default.
• W2304875717 hasLocation W23048757171 @default.
• W2304875717 hasOpenAccess W2304875717 @default.
• W2304875717 hasPrimaryLocation W23048757171 @default.
• W2304875717 hasRelatedWork W1879817609 @default.
• W2304875717 hasRelatedWork W2121220783 @default.
• W2304875717 hasRelatedWork W2148143679 @default.
• W2304875717 hasRelatedWork W2219048936 @default.
• W2304875717 hasRelatedWork W2329726848 @default.
• W2304875717 hasRelatedWork W2552364132 @default.
• W2304875717 hasRelatedWork W2567299694 @default.
• W2304875717 hasRelatedWork W2606020401 @default.
• W2304875717 hasRelatedWork W2809595999 @default.
• W2304875717 hasRelatedWork W2886943899 @default.
• W2304875717 hasRelatedWork W2888736056 @default.
• W2304875717 hasRelatedWork W2906853248 @default.
• W2304875717 hasRelatedWork W2967649932 @default.
• W2304875717 hasRelatedWork W3006212239 @default.
• W2304875717 hasRelatedWork W3030858624 @default.
• W2304875717 hasRelatedWork W3122045449 @default.
• W2304875717 hasRelatedWork W3124452176 @default.
• W2304875717 hasRelatedWork W3126039114 @default.
• W2304875717 hasRelatedWork W3157796488 @default.
• W2304875717 hasRelatedWork W2559679964 @default.
• W2304875717 hasVolume "11" @default.
• W2304875717 isParatext "false" @default.
• W2304875717 isRetracted "false" @default.
• W2304875717 magId "2304875717" @default.
• W2304875717 workType "article" @default.