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**Apollo 11**

In the cannabis lexicon, Apollo 11 is a celebrated sativa-dominant hybrid strain that draws inspiration from the iconic lunar mission of the same name. This strain is renowned for its ability to launch users into a state of heightened awareness and creativity, akin to the pioneering spirit of the astronauts who first set foot on the moon. The lineage of Apollo 11 can be traced to its parent strains, Genius and Cinderella 99, both of which contribute to its unique profile of citrusy and earthy flavors. Over the years, Apollo 11 has become synonymous with exploration and innovation within the cannabis community, offering a cerebral high that encourages productivity and focus. As the cannabis landscape shifts and grows, Apollo 11 continues to be a go-to choice for those seeking an invigorating experience that mirrors the adventurous essence of its namesake mission. [Source: Leafly, Wikileaf]

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Apollo 11 (Wikipedia)

Apollo 11 (July 16–24, 1969) was the fifth manned flight in the United States Apollo program and the first spaceflight to land humans on the Moon. Commander Neil Armstrong and Lunar Module Pilot Edwin "Buzz" Aldrin landed the Lunar Module Eagle on July 20 at 20:17 UTC, and Armstrong became the first person to step onto the surface about six hours later, at 02:56 UTC on July 21. Aldrin joined him 19 minutes afterward, and together they spent about two and a half hours exploring the site they had named Tranquility Base upon landing. They collected 47.5 pounds (21.5 kg) of lunar material before re-entering the Lunar Module. In total, they were on the Moon's surface for 21 hours, 36 minutes before returning to the Command Module Columbia, which remained in lunar orbit, piloted by Michael Collins.

Apollo 11
Buzz Aldrin on the Moon in a photograph taken by Neil Armstrong, who can be seen in the visor reflection along with Earth, the Lunar Module Eagle, and the U.S. flag
Mission typeCrewed lunar landing (G)
OperatorNASA
COSPAR ID
SATCAT no.
  • CSM: 4039
  • LM: 4041
Mission duration8 days, 3 hours, 18 minutes, 35 seconds
Spacecraft properties
Spacecraft
Manufacturer
Launch mass109,646 lb (49,735 kg)
Landing mass10,873 lb (4,932 kg)
Crew
Crew size3
Members
Callsign
Start of mission
Launch dateJuly 16, 1969, 13:32:00 (1969-07-16UTC13:32Z) UTC (9:32 am EDT)
RocketSaturn V SA-506
Launch siteKennedy, LC‑39A
End of mission
Recovered byUSS Hornet
Landing dateJuly 24, 1969, 16:50:35 (1969-07-24UTC16:50:36Z) UTC
Landing site
Orbital parameters
Reference systemSelenocentric
Periselene altitude100.9 km (54.5 nmi; 62.7 mi)
Aposelene altitude122.4 km (66.1 nmi; 76.1 mi)
Inclination1.25°
Period2 hours
EpochJuly 19, 1969, 21:44 UTC
Lunar orbiter
Spacecraft componentApollo command and service module
Orbital insertionJuly 19, 1969, 17:21:50 UTC
Orbital departureJuly 22, 1969, 04:55:42 UTC
Orbits30
Lunar lander
Spacecraft componentApollo Lunar Module
Landing dateJuly 20, 1969, 20:17:40 UTC
Return launchJuly 21, 1969, 17:54:00 UTC
Landing site
Sample mass47.51 lb (21.55 kg)
Surface EVAs1
EVA duration2 hours, 31 minutes, 40 seconds
Docking with Lunar module
Docking dateJuly 16, 1969, 16:56:03 UTC
Undocking dateJuly 20, 1969, 17:44:00 UTC
Time docked96 hours, 47 minutes, 57 seconds
Docking with Lunar module ascent stage
Docking dateJuly 21, 1969, 21:35:00 UTC
Undocking dateJuly 21, 1969, 23:41:31 UTC
Time docked2 hours, 6 minutes, 31 seconds
Circular insignia: eagle with wings outstretched holds olive branch on Moon with Earth in background, in blue and gold border.
Mission insignia
This official Apollo 11 crew portrait shows astronauts Neil Armstrong, Michael Collins, and Buzz Aldrin in their white NASA spacesuits, posed against softly lit backdrop of the Moon. Armstrong (left) and Aldrin (right) are seated, while Collins stands behind them at center. Each suit displays the astronaut’s name tag, the NASA insignia, and the American flag on the sleeve, with colored connectors visible on the chest.
Left to right: Armstrong, Collins, and Aldrin

Apollo 11 was launched by a Saturn V rocket from Kennedy Space Center in Florida, on July 16 at 13:32 UTC (9:32 am EDT, local time). The Apollo spacecraft consisted of three parts: the command module (CM), which housed the three astronauts and was the only part to return to Earth; the service module (SM) providing propulsion, electrical power, oxygen, and water to the command module; and the Lunar Module (LM), which had two stages—a descent stage with a large engine and fuel tanks for landing on the Moon, and a lighter ascent stage containing a cabin for two astronauts and a small engine to return them to lunar orbit.

After being sent to the Moon by the Saturn V's third stage, the astronauts separated the spacecraft and traveled for three days until they entered lunar orbit. Armstrong and Aldrin then moved into Eagle and landed in the Mare Tranquillitatis on July 20. The astronauts used Eagle's ascent stage to lift off from the lunar surface and rejoin Collins in the command module. They jettisoned Eagle before performing the maneuvers that propelled Columbia out of the last of its 30 lunar orbits onto a trajectory back to Earth. They returned to Earth and splashed down in the Pacific Ocean on July 24 at 16:35:35 UTC, after more than eight days in space.

Armstrong's first step onto the lunar surface was broadcast on live television to a worldwide audience. He described it as "one small step for [a] man, one giant leap for mankind." Apollo 11 provided a U.S. victory in the Space Race against the Soviet Union, and fulfilled the national goal set in 1961 by President John F. Kennedy: "before this decade is out, of landing a man on the Moon and returning him safely to the Earth".


Apollo 11, A11, Moon Landing Strain, Lunar OG, Space Bud
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Leaders at many cannabis organizations are taking a fresh look at their strategies for preventing and addressing sexual harassment in the wake of the #MeToo movement.

As you revisit your policies, don’t forget to also fine-tune your complaint procedures and without a robust process that employees can trust in the retail cannabis dispensary, an #1excludeGlossary policy has little value.

Cannabis dispensaries face the same risks and costs related to sexual harassment and misconduct as any other business, but they often do not have the deep pockets of large companies nor a bevy of lawyers to protect themselves. Just one lawsuit can take your dispensary’s profits, create a hostile work environment, damage your company’s reputation, destroy employees’ confidence in management, and hurt your ability to retain employees.

 

1. Make Clear Who Can Bring Complaints

Assess And Address Your Response CultureComplaint procedures should not be limited to employees who have experienced harassment. Cannabis industry workers who witness inappropriate conduct should be able to file grievances as well. Be clear that workers can report harassing conduct that is not unlawful.

One stray comment that degrades another’s gender may not constitute illegal activity, but that doesn’t mean such remarks should be tolerated in the retail cannabis dispensary. As with your anti-harassment policy, your complaint procedure should focus on defining behaviors that are unacceptable and therefore prohibited at your company.

Both your anti-harassment training and your complaint procedure must apply to racial, ethnic, religious, and other forms of harassing conduct beyond just that of a sexual nature. Also, make it known how your policies apply to discrimination, retaliation, and failure to accommodate.

 

2. Have Multiple Points of Contact

If you want your complaint procedure to be effective, don’t require employees in the retail cannabis dispensary to report their concerns only to their supervisor.

After all, a manager may be the person engaging in the conduct the worker is complaining about. At a minimum, give employees the opportunity to consult with supervisors or someone in Human Resources (HR).

And contemplate further broadening the pool of potential points of contact to include other managers and leaders. Consider offering anonymous reporting services from an independent third party, similar to the hotlines public companies provide for whistle-blowers.

If you use an external vehicle, think about who the complaints should be routed to internally. It’s a good idea to have reports sent to multiple employees since the grievances could get buried if there is just a single point of contact.

3. Detail What Constitutes Prohibited Conduct

Flesh out what you mean by unacceptable harassment in the retail cannabis dispensary, there are three (3) key points you should make here:

  1. The conduct giving rise to the complaint can occur not only in the workplace but also at company-sponsored business and social events.
  2. Indeed, make clear that the same rules apply to events entirely unrelated to the workplace, such as an employee pursuing a romantic relationship with a #6excludeGlossary by calling him or her at home.
  3. The behavior at issue need not be exhibited by an employee. Workers can raise concerns about harassing behavior from customers, vendors, and suppliers.

Harassment via social media, e-mail, and text messages are all within the scope of prohibited conduct. Yes, even a post on an employee’s private Facebook page can be cause for corrective action if it is about co-workers, business partners, or customers, or if those parties can see it.

 

4. Provide Robust Protection Against Retaliation

The main reason employees typically refrain from reporting harassment is fear of retaliation in a retail cannabis dispensary. The complaint procedure should set the foundation for a culture that does not tolerate reprisal of any kind.

Here are three (3) pieces of advice for how to achieve that:

  1. Do not limit the protection to the person who makes the formal grievance. It should also apply to witnesses, others involved in the investigation, and those associated with the complainant, such as a spouse.
  2. Do more than simply prohibit retaliatory adverse employment actions, such as a discharge. You should also bar any material changes to the terms and conditions of employment made in response to a complaint; examples include a change in assignments, ostracism by other employees, and bad-mouthing an employee in the professional community.
  3. Make sure you spell out, in training and in investigations, that even if a complaint lacks legal merit, it is not OK to engage in retaliation. The courts are flooded with cases where employees’ harassment complaints were initially dismissed but the judges later ruled that the ensuing retaliation claims had sufficient merit to proceed to trial.

 

5. Take Strong Corrective Action

Communicate that prompt and proportionate corrective action will be taken if your company concludes that an employee in a cannabis retail dispensary or any affiliated client or customer has engaged in inappropriate conduct, whether or not the behavior meets the legal definition of harassment.

For this statement to have teeth, the corrective action must include discipline up to and including termination of employment or another relationship. The reference to “another relationship” is important because the wrongdoer may not be the company’s employee.

Some employers go further and state that the complainant will be told the nature of any corrective action taken against the harasser. Think twice before committing this to policy, though. Certainly, there will be instances when you will want to disclose this information, but you might not want to lock yourself into doing so.

Circumstances vary. But your tolerance for harassment should not.

Let us know what you think.

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