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    Cannabis (Employment and Labor)

 

  • Consultation regarding state-by-state employment and labor laws related to cannabis-related businesses.

 

  • Directed compliance efforts for cannabis-related businesses.

 

  • Performed typical employment and labor-related tasks, such as conducting exit interviews, investigations of employee complaints (such as civil rights violations, discrimination, sexual harassment, unsafe workplace, wrongful discharge and wrongful termination) and performance reviews, as well as responding to Equal Employment Opportunity Commission (EEOC) inquiries, United States (US) Department of Labor (DOL) investigations, unemployment claims andWorkmen’s Compensation claims.

 

  • Authored and implemented paper and online handbooks, playbooks and training materials.

 

  • Assisted human resources (HR) in developing metrics to monitor employee performance for each task required to perform the employee’s particular job functions.

 

  • Assisted with the investigation of and research for various HR-related software platform systems.

 

  • Assisted HR in the recruiting of various personnel for each specialized task, including conducting interviews when appropriate and relevant.

 

  • Recommended the linkage of the quality assurance/quality control (QA/QC) process to applicable employee performance reviews.

 

  • Drafted and implemented benefits and compensation programs to incentivize performance improvements.

 

  • Ensured that all facilities within the enterprise were maintained in compliance with the relevant statutes, such as the Occupational Safety and Health Act (OSHA), and guidelines issued by the Department of Labor (DOL) and the Occupational Safety and Health Administration (OSHA).

 

  • Consultation for management regarding employment and traditional labor issues.

 

  • Familiarity with California administrative agency requirements, such as those from the Department of Fair Employment and Housing (DFEH), Department of Industrial Relations (DIR), Division of Labor Standards Enforcement (DLSE), Labor and Workforce Development Agency (LWDA).

 

  • Familiarity with Oregon administrative agency requirements, such as those from the Bureau of Labor and Industries (BOLI).

 

  • Consultation regarding state-by-state workplace drug testing laws for cannabis-related businesses.

 

  • Analyzed existing zero-tolerance workplace drug policies for compliance with the applicable local laws, regulations, rules and statutes.

 

  • Developed and implemented corporate policies, protocols and procedures regarding whether an employer has a duty to provide reasonable accommodation for employees using medical cannabis (such as employees micro-dosing cannabis at work, while on the workplace premises), despite having an existing zero-tolerance workplace drug policy.

 

  • Use of third-party administrators (TPAs) to provide all types of tests (such as oral fluid and urine) of employees for various controlled substances – such as alcohol, opioids, in various situations that may be necessary to ensure a drug-free workplace, such as blanket wall-to-wall, follow-up, periodic, pre-employment, pre-promotion, post-accident, probationary, random, reasonable suspicion, return-to-duty, voluntary.

 

  • Use of TPAs to provide

 

  • Assisted employees in obtaining the appropriate licenses.

 

  • Participated in employee disciplinary proceedings.

 

    Last updated 200817_1133

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