Why it’s Critical For Cannabis Business Owners to Advocate for Policy Reform

by Rachelle Lynn Gordon, NCIA Editorial Contributor

Cannabis legalization reform has been in the works for years and will certainly continue for years to come due to the plant’s Schedule I status. In addition to the activists and organizations who have paved the way for marijuana legalization for decades, such as NORML, Marijuana Policy Project, and Students for Sensible Drug Policy (SSDP), cannabis business owners are now at the forefront of what will most certainly be a multi-billion dollar industry within a short matter of time. But why is it important for these cultivators, dispensary owners, and investors to be directly involved with legalization advocacy?

“Advocacy is critical at this stage, where there is still so much progress to be made at the state and federal levels,” says David Murét, Co-founder & COO of Viridian Staffing. “While I believe that national legalization is now a foregone conclusion, the form in which it takes and who it will end up benefiting is still an open question.”  

At this point in time, 30 states and the District of Columbia have legalized medical and/or adult-use cannabis, each one with their own set of rules and regulations. As more and more states begin to come online and design their own programs, lawmakers will look to states where cannabis is already legal in order to learn from both successes and mistakes. At the federal level however, things are far more complicated.

While marijuana remains an illegal drug in the eyes of the federal government, certain protections are in place for businesses that are operating in compliance with their own states’ regulations. Several members of Congress representing these states have been pushing for even further protections and/or straight legalization, in spite of current Attorney General Jeff Sessions’ staunch anti-cannabis stance. In January, Sessions rescinded the Cole Memo, which had previously stated that federal funds shall not be directed towards enforcing federal cannabis policy within states that have passed for those operating in compliance with the items stated in the memo. However, this doesn’t mean that state prosecutors have to go after compliant businesses

Fortunately, the move was a moot point. A rider bill in the federal budget proposal, which is essentially a must-pass in order to prevent a government shutdown, maintained the protections that the Rohrabacher-Farr amendment (now Rohrabacher-Blumenauer amendment), which prevents the DOJ from going after state-legal medical cannabis. A bipartisan group of 62 members of Congress sent a letter to House appropriations leaders calling for action.

“We respectfully request that you include language barring the Department of Justice from prosecuting those who comply with their state’s medical marijuana laws,” the lawmakers, led by Reps. Dana Rohrabacher (R-CA) and Earl Blumenauer (D-OR), wrote. “We believe such a policy is not only consistent with the wishes of a bipartisan majority of the members of the House, but also with the wishes of the American people.” These protections are now included through September 30th.

David Sutton, President & COO of NanoSphere Health Sciences, agrees that time is of the essence in order to create new legislation that will positively impact the industry in years to come.

“Cannabis business owners and professionals have to participate in advocacy,” he argues. “No matter how many states adopt some form of cannabis legalization, the industry still needs change at the federal level. Without a federal shift in cannabis policy, operators in the industry will remain hampered and handcuffed from growth.”

Many canna-business owners are not only involved with pro-legalization policy efforts with the industry’s future in mind, but also the end consumers. High-profile cases of medical marijuana patients becoming ill due to flower containing mold and instances of widespread pathogen prescences from certain cultivators have increased efforts to prevent these products from getting to market.

“We have a responsibility to ensure this business grows in the right way,” explains Brett Johnson, Founder & CEO of Spectrum-Gro. “We have to be the adults in the room. I am always advocating for the end users – we need to guarantee safe and consistent products that are free from harsh chemicals and other pathogens. If the current leaders in this industry do not advocate for the future, there could be negative results across the board – from cultivation to the consumer.”

There are many ways business owners and professionals within the cannabis space to get involved with advocacy. NCIA Lobby Days brings hundreds of industry professionals and thought leaders to Washington, D.C. in order to tell their stories to lawmakers and push for cannabis reform. In addition, working with local organizations within their own states and jurisdictions is a wonderful way for entrepreneurs to spread awareness and potentially help build legislation in their communities.

“If we want to see how big the industry could be and how many lives can be changed for the better, you cannot simply rely on just hope, everyone needs to act,” adds Sutton. “Change comes from the masses and the masses need each and every owner and professional to participate in industry advocacy.”


Rachelle Lynn Gordon is a Minneapolis-based writer and reporter and graduate of Hamline University. She has contributed to publications such as Cannabis Now Magazine and High Times.

 

Guest Post: Best Practices for Interviewing Candidates in the Cannabis Industry

by Kara Bradford, Viridian Staffing

As our industry continues to grow and develop, it is important that we make sure that our human resource practices are in line with that of other established industries. This includes the recruiting and hiring of employees…the most critical part of this process being the interview. Here are a few things to keep in mind when interviewing potential candidates for your cannabusiness:

1.  Set the tone and boundaries of the interview from the beginning

bigstock_diverse_business_group_meeting_2427241If you set expectations from the beginning of the interview that you will only be discussing the individual’s work experience and how this qualifies them for the role, you set a tone that will hopefully avoid any disclosure of information that could put the organization at risk. What makes interviewing candidates in this industry more difficult than others is that many have a very personal relationship with the plant and launch into telling you the story about this relationship if you don’t initially set the tone. Why this could end up being difficult for employers is that the information a candidate may want to volunteer could potentially put you at risk. Hiring decisions should be based on an individual’s qualifications for the job and culture fit for the organization.

For example, if an individual begins to address a health condition as a reason for their interest in the industry, this could put you in a challenging position. If for some reason an interviewing candidate discloses a health condition during the interview process, divert the topic immediately and move on to something else. You will also want to keep this information to yourself so other interviewers are not biased to make a hiring decision based on this information. Again, hiring decisions should be based entirely on a person’s ability to do the job and their culture fit for the organization. Ask questions that allow them to shine, while still getting to the heart of the matter regarding their experience, skills, and temperament to assess whether or not they would be a good match for your organization.

The EEOC (Equal Employment Opportunity Commission) is the division of the U.S. government that enforces violations of discrimination. They ensure that job applicants and employees are not being discriminated against on the basis of race, color, religion, sex, national origin, age, disability, or genetic information. Be mindful of the kinds of questions you ask so you don’t expose your company to accusations of unlawful discrimination.

 2.  Train your interviewers

Interviewing is not something that comes naturally to everyone. In order to make sure you are interviewing potential candidates appropriately, train your interviewers! If you are less than confident that you’re observing best practices, an experienced HR or staffing professional should be able to bring you and your fellow hiring managers up to speed.

 3.  Be careful when requiring ‘tests’

Many of you might want to administer ‘tests’ to employees as a way to determine their qualifications. While this may seem like an easy way to weed through the good and bad candidates, you must be cautious using this approach. Make sure your tests are relevant to the job in question to help shield your company from charges of discrimination. In addition, not all companies offering testing services are created equal. Make sure you do your research and ask questions around the potential liability of using their testing services.

 4. Provide a great candidate experience

Kara Bradford, Chief Talent Officer, Viridian Staffing
Kara Bradford, Chief Talent Officer, Viridian Staffing

The cannabis industry is still a very small community. If you don’t provide a positive, professional candidate experience during the interview process, not only might you miss out on that candidate but you may miss out on other great candidates due to negative word of mouth, blogs, or social media. If you are less experienced in this area, I suggest engaging the advice of a seasoned HR or staffing professional to help in development of your organization’s candidate experience.

*Please note that while she is an HR Professional, Kara Bradford is not an attorney. Any recommendations in this article are not to be construed as legal advice. For legal advice, you should consult your attorney.

Kara Bradford, MBA, is Co-Founder and Chief Talent Officer of Viridian Staffing. She has been an HR professional, specializing in Talent Acquisition, Workforce Planning, Employer Branding, Compliance, and Organizational Design for over 14 years. Her career has spanned multiple Fortune 100 companies in a wide variety of industries. Kara has an MBA in Human Resources & Organizational Behavior and is PRC, CIR, and CSSR Certified. She also sits on the Board of a Global Recruiting organization. Kara has spoken and is slated to speak at several National conferences this year in both the Cannabis and HR industries. 


 Are you a member of NCIA interested in contributing to our blog? We’d love to hear from you.

Please reach out to NCIA development officer Bethany Moore at bethany@thecannabisindustry.org

Guest Post: Managing Your Talent – Your Greatest Asset!

By Carole Richter, CRichter ~ HR Consulting

You’ve hired your team! Now, how do you manage that talent?Crichter6

Most small business owners have demonstrated they are savvy enough to have launched an organization under the most demanding circumstances in business today. But I believe all small business owners go through a rude awakening when they realize the demands of being responsible for every aspect of that business – marketing, legal, accounting, IT, operations, and human resources. If HR isn’t one of your strongest skill sets, I hope to share insights that will build your HR competencies!

Your people are your greatest asset. Are you wondering how to maximize their value to you and your organization, and vice versa? Here are what I consider to be the top five steps to take to drive results and ensure success.

SET GOALS

What are your organization’s goals for the next year? Do you want to increase revenue by 20%? Increase production by 10%? Once you have one to five goals for the organization, set team goals that directly support the organization’s goals and individual goals that support the team goals. Then, everyone is aligned with your vision.

COMMUNICATE

You have to tell the teams and the individuals what those goals are so 1) they have purpose, and 2) you can hold them accountable. Remember, communication is the exchange of information. So collaborate with your teams and utilize their input and ideas. Make time to communicate with all the individuals that work for you – regularly and frequently.

REWARD YOUR PEOPLE

Golden StarCompetitive compensation and benefits are important, but most of us place more value on other forms of recognition. Have you witnessed the expression on an employee’s face when thanked for a stellar idea? Have you seen the flush of pride when an employee is publicly recognized for a job well done? The gesture costs nothing but your time and effort. There are many zero-to-low cost means of rewarding employees that one can consider.

DON’T AVOID CONFRONTATION

As a new manager, I found this to be the most difficult task to learn – to address poor behavior or performance immediately. Always discipline in private, present the issue for discussion, consider the employee’s side, and work together towards a solution. If the behavior or performance can’t be improved, then you need to get better talent. Often, the business suffers solely because we are avoiding confrontation.

BE A LEADER

Communicate your vision and compel employees to follow you by being collaborative, decisive, and respectful!

Carole Richter, CRichter ~ HR Consulting

Managing your talent can be one of the most difficult and rewarding aspects of being a business owner. The task is difficult because you are always dealing with variations on a theme! The people and the factors involved in each developmental opportunity are rarely the same. But, when your employee succeeds, you succeed.  

Carole Richter, owner of CRichter ~ HR Consulting, has been a member of NCIA since May 2014. Carole consults with owners of small-to-medium-sized businesses to support, complement, or develop their skill set in talent management. She offers extensive experience in recruiting, training and facilitation, employee relations, negotiation and conflict resolution, talent management, leadership development, and succession planning. 


For more on navigating the complex issues of human resources, register today for NCIA’s upcoming Educational Series event, Recruit, Retain, and Develop Your Talent, taking place on March 2 at the History Colorado Center in Denver!

Recruit, Retain and Develop Your Talent — This panel of experts will help you build your human resources competencies! They will present the latest trends in talent acquisition and management. You will learn how to select the best person for the position and your organization, discover how to set and align your teams towards organizational goals, and drive and engage your best performers while managing others, up or out! Acquire the knowledge and tools you need to ensure your employees and your organization are successful.

Featuring NCIA members: Kara Bradford, Chief Talent Officer, Viridian Staffing, Carole Richter, Principal, CRichter ~ HR Consulting, LLC, and Maureen McNamara, Cannabis Trainers.

This site uses cookies. By using this site or closing this notice, you agree to the use of cookies and our privacy policy.