Copyright 2006 Francesca Black
In 1619 Jamestown Colony, Virginia enacted laws ordering farmers to grow hemp. Similar laws were enacted in Massachusetts in 1631, Connecticut in 1632 and the Chesapeake Colonies in the mid-1700’s.
Even though the U.S. government encouraged American farmers to grow hemp for WWII and had even accepted it as payment of taxes in Colonial America, it is now prohibited to grow hemp in the United States.
Cannabis hemp was legal tender in most of the Americas from 1631 until the early 1800’s. you could even pay your taxes with cannabis hemp. In the mid-to-late 1800’s the 2nd & 3rd most commonly used medications were concentrated cannabis extracts and resins (a.k.a. hashish). At one time American companies Eli Lily, Squibb and Park Davis produced cannabis extract medicines but clearly that is no longer the case..
Today the THC levels in industrial hemp are so low that no one could ever get high from smoking it. Moreover, hemp contains a relatively high percentage of another cannabinoid, CBD, that actually blocks the marijuana high. Hemp, it turns out, is not only not marijuana; it could be called ‘antimarijuana.’ Although opponents of hemp production claim that hemp fields will be used to hide marijuana fields, this is unlikely because cross-pollination between hemp and marijuana plants would significantly reduce the potency of the marijuana plant.
On March 12, 1998, Canada legalized hemp production and set a limit of 0.3% THC content that may be present in the plants and requires that all seeds be certified for THC content.
In 1942 the US government strongly encouraged hemp cultivation to help with the war effort, going so far as to produce a film entitled “Hemp For Victory”. Hemp was grown commercially (with increasing government interference) in the United States until the 1950s. While congress expressly expected the continued production of industrial hemp, the Federal Bureau of Narcotics lumped industrial hemp with marijuana, as its successor the United States Drug Enforcement Administration (DEA), does to this day. Even though the US government encouraged American farmers to grow hemp for WWII and had even accepted it as payment of taxes in Colonial America, it is now prohibited to grow hemp in the United States. While industrial hemp and marijuana may look somewhat alike to the untrained eye, an easily trained eye can easily distinguish the difference.
The European Union subsidizes its farmers to grow industrial hemp. Hemp seed is not psychoactive and cannot be used as a drug. Hemp Seed does not contain THC. From 1842 through the 1880s, extremely strong marijuana (then known as cannabis extractums), hashish extracts, tinctures, and elixirs were routinely the second and third most-used medicines in America for humans (from birth through old age). These extracts were also used in veterinary medicine until the 1920s.
The illogical and unrealistic reasons for not growing hemp should be set aside now, as this crop will be a wonderful economic boon. In 1935 116 million pounds (58,000 tons) of hemp seed was used to make paints and varnishes yet it has been effectively prohibited in the United States since the 1950s.
Hemp was doomed by the Marijuana Tax Act of 1937, which placed an extremely high tax and made it effectively impossible to grow industrial hemp. While congress expressly expected the continued production of industrial hemp, the Federal Bureau of Narcotics lumped industrial hemp with marijuana, as its successor the United States Drug Enforcement Administration (DEA), does to this day. While industrial hemp and marijuana may look somewhat alike to the untrained eye, an easily trained eye can easily distinguish the difference.
No marijuana grower would hide marijuana plants in a hemp field. Marijuana is grown widely spaced to maximize flowers and leaves; hemp is grown tightly-spaced to maximize stalk and is usually harvested before it goes to seed. It is also the first place where law enforcement officials would look. No one would want to smoke industrial hemp. Industrial hemp has a THC content of between 0.05 and 1%. Marijuana has a THC content of 3% to 20%. To receive a standard psychoactive dose would require a person to power-smoke 10-12 hemp cigarettes over a very short period of time. The large volume, high temperature of vapor, gas and smoke would be difficult for a person to withstand, much less enjoy.
The US State Department must certify each year that a foreign nation is cooperating in the war on drugs. The European Union subsidizes its farmers to grow industrial hemp. Those nations are not on this list, because the US State Department distinguishes the difference between hemp and marijuana. Over 30 industrialized democracies do distinguish hemp from marijuana. International treaties regarding marijuana make an exception for hemp, and trade alliances such as NAFTA allow for the importation of hemp. In fact NAFTA allow for the importation of hemp. All members of the Group of Seven Industrialized Nations permit hemp cultivation except one-the United States.
There are great opportunities in New York; people with the best mindset and skills can even make their life successful in this city. The rivalry in this city is tight, but individuals take it positively and make all the effort to do a lot more. However, the Big Apple is also a place exactly where legal battles are fought everyday. One of these lawsuits include employment matters. In situations such as this, it is definitely important to employ an employment attorney with a good reputation./p>
It is normal for large companies to acquire their own lawyers. These lawyers will stand for them in the court every time employment-related problems arise. Workers, alternatively, should remember that the law obliges them to defend themselves within the court. New York employment attorneys are necessary. You’ll need their services once your employer violates your rights. Appropriate legal actions should be exerted immediately whenever a work-related problem occurs as there is a tendency you won’t win the case if you delay your moves.
Almost all people hire employment attorneys only if they need to file a lawsuit. This practice is actually wrong. People must bear in mind that filing for a lawsuit requires too much effort, finances and time. It is best to avoid a large-scale legal battle by settling disputes first, which is done by court settlement with your employer. You will be helped by a NYC employment lawyer throughout the process. This is to make sure that the result of the negotiation will be advantageous on your part.
If litigation is unavoidable on your part and your boss, then be sure to seek assistance from an employment attorney at once. It is a fact that employment laws are complex and they change all the time. If you make one wrong step, then your odds in winning your case will drop. This is because there are loopholes and also traps in legal matters. Hence, make it sure that your lawyer is focusing on employment and civil litigation law, for you to have the problem solved efficiently. Trustworthy and veteran NYC employment attorney is the right choice when it comes to offering clients a much better result of their case.
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It is normal for large companies to secure their very own lawyers. These lawyers will stand for them in the court each time employment-related issues happen. Workers, alternatively, should keep in mind that the law requires them to defend themselves within the court. Employers could possibly violate your rights. If this happens, then be sure to acquire expert advice from a New York employment lawyers. Appropriate legal actions should be exerted in no time when a work-related issue happens as there is a tendency you won’t win the case if you delay your moves.
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If legal action is unavoidable, then be sure to seek professional help from an employment attorney. Employment laws are really complicated, and amendments are frequently done. If you make one false move, then your chances in winning your case will drop. This is really because there are loopholes and also traps in legal issues. Due to this, you will need the help of employment and civil litigation lawyers. Trustworthy and veteran employment lawyer NYC is the right option when it comes to giving clients a better result of their case.
With regards to legal guidance, the extensive legal understanding of NYC employment attorneys is exactly what small businesses and non-profit organizations are after. The help of these brilliant experts offers businessmen the confidence that they’re abiding to all the rules of employment established by the New York City government. Safety standards and other employer responsibilities must be met, without taking consideration of the companys size. Furthermore, to ensure there are no violations of the employment laws, companies can also get the services of employment attorneys to make a draft about the company policies.
Just like everybody, you may be confused as to where you must begin. Fortunately, employment attorneys NYC are just a call away if you want to consult about legal issues. By telling them your situation and the entire truth, they will know the most effective ways concerning how to address your problem. Lastly, the employment attorneyis professional enough in setting up best methods to aid solve your legal concerns efficiently and successfully.
The new Federal law passed through healthcare reform legislation is projected to affect over 200,000 restaurants throughout the United States.
The Food Labeling Law is outlined at: http://www.fda.gov/Food/GuidanceComplianceRegulatoryInformation/GuidanceDocuments/FoodLabelingNutrition/ucm223408.htm. The highlights are as follows:
Was signed into law March 23, 2010 and requires nutrition labeling of standard menu items for chain restaurants, retail food establishments and corporate caterers with 20 or more locations, food delivery establishments, convenience stores, movie theaters, bakeries, cafeterias, airlines and trains as well as chain vending machines, food carts, lunch wagons and cookie shops.
Three major requirements are: calorie count must appear on menus and menu boards (includes desserts, beverages, takeout, and website menus); a statement must appear on the menu that puts the calorie information in the context of a total daily caloric intake; and additional nutritional information must be available upon request.
All standard menu items (including meat, poultry and alcoholic beverages) will be required to display the calories count in a type size that matches the name or price of the menu item (whichever is larger) and with the same color or contrasting background as the menu item.
Compliance is required by March 2011.
This new law presents some major challenges that restaurant owners and food services are finding daunting. These include:
Obtaining proper nutritional analysis from suppliers
Regulating specific portion control
Finding aesthetic solutions for displaying nutritional information
Updating these as suppliers change portion sizes and recipes
Restaurant owners are in a flurry trying to figure out how to display the mandated information within the confines of existing menu boards. Printed signage does not allow the flexibility for changes and updates.
But if restaurants take a digital approach to requirements of the law the last two challenges in the above list are easily solves. Now is the time for restaurants to change to digital menu boards. Why?
1.Easy to design and maintain an attractive menu board that meets the requirements of the law and stays true to restaurant brands.
2.When linked to databases, digital menu boards are dynamically updated as nutritional content changes are made and as a bonus, promotions can be scheduled to automatically start and stop at specified times.
3.Hardware and software for digital menu boards is becoming more cost effective and energy efficient.
4.Eateries using digital boards portray a sleek, updated appearance that customers are coming to expect.
Digital menu boards allow restaurants to have the flexibility to create, design and redesign until they find something that works with their particular establishment. This experimentation is missing with printed signage. Also, consider that errors of last minute changes can be fixed in a matter of seconds in one store or over a network of hundreds of stores.
Printed signage does not offer that kind of flexibility. Static menus require a complete remake of the menu board for one small error or change, not to mentions the fees involved in redesign, shipping and the wait for new menus to arrive.
Restaurant owners and franchises are rightfully concerned with the potential consequences of not meeting the requirements of the law by failing to reflect nutritional values correctly or in a timely manner. But digital menu boards free food service providers from fear since information changes are reflected immediately.
It is without question a necessity for restaurants to switch to the use of digital menu boards to meet upcoming regulation deadlines.
Where is the most reliable source for digital menu boards that will change the food service world?
With over 30 years of technology experience, Noventri provides the food service industry with digital menu boards that are at the lowest prices, the easiest to deploy andare the greenest option avai
It’s probably unfair to say that it’s a hallmark of a well-run company that it has established processes for documenting all of the processes which are key to its business. That would be easy to assert, but very hard to do. But if that principle did apply, then it would also apply to the creation and documentation of intra-group loan relationships. This includes cash-pooling arrangements, which typically amount to loans made by the various participating companies to the cash pool leader.
From a legal perspective, this is not rocket science. The key terms will include:
drawdown and utilisation of advances conditions precedent to drawdown term (repayment date) and the borrower’s ability to repay early (prepayment) interest rates, interest periods and compounding security and subordination events of default triggering early repayment, and default interest
As with any intra-group arrangements, a critical litmus test is whether directors can properly approve the terms of the loan relationship as being in the interests of each individual company of which they are a director.
From a lender’s perspective, this ‘corporate benefit’ issue is particularly relevant for loans by a subsidiary to a parent company or a sister company. It may less of an issue in the case of a loan by parent to its subsidiary, since the parent has a clear financial interest in the success of its investment. However, for upwards or sideways loans within a group structure, factors such as the borrower’s ability to repay the loan will obviously be important. It should go without saying that it’s not enough for the making of the loan to make sense from a group-wide perspective. The loan must also be justifiable from the perspective of each legal entity participating in the arrangements.
In one extreme but typical example, a group finance company made a loan of over a billion dollars to a special purpose vehicle (SPV) which used the loan proceeds to acquire listed securities in the market. The SPV was a sister company of the finance company – in other words, they were both subsidiaries of the same holding company. The loan was expressed to be repayable on demand. As was expected, the value of the securities fell almost immediately, leaving the SPV with negative net assets. It would be hard to justify those arrangements as being for the corporate benefit of the lender, in the absence of additional arrangement such as a parent company guarantee to support the borrower’s obligations.
From the borrower’s perspective, a parent company guarantee in favour of the lender doesn’t help. If the guarantee were to be called on – and the parent procured repayment of the loan amount to the lender – the balance sheet position of the borrower would not be improved. It would simply owe the same amount to the parent rather than the original lender. From the borrower’s perspective, it would therefore need some additional comfort, such as a subordination agreement with the parent or some other commitment of financial support.
Please see the following link for examples of short-form intercompany loan agreements.
http://www.groupreorganisation.com/?p=115