• Skip to main content
  • Skip to footer
Eco Friendly CBD OIL

Eco Friendly CBD OIL

The Best Eco Friendly CBD Oil

  • Home
  • CBD Health
  • Cannabis News
  • Contact

Articles

A Q&A with Rob Sechrist, President of Pelorus Equity Group and Manager of the Pelorus Fund

July 1, 2021 by CBD OIL

The cannabis industry in the United States represents about a $50 billion asset class making it one of the largest new asset classes in the country. Commercial real estate lending is a key enabler for companies seeking to expand and scale. Pelorus Equity Group is one of the largest commercial lenders in cannabis with over $170 million deployed since its first cannabis transaction in 2016.

Since 1991, Pelorus principals have participated in more than $1 billion of real estate investment transactions using both debt and equity solutions. Pelorus offers a range of transactional solutions addressing the diverse needs of cannabis related business operators. While most cannabis private equity lenders focus on real estate acquisition and refinancing, Pelorus has leveraged its experience in more than 5,000 transactions of varying size and complexity to offer value-add loans, a rarity in the industry.

We spoke with Rob Sechrist, president of Pelorus Equity Group and manager of the Pelorus Fund. Rob joined Pelorus in 2010 after several years in the California real estate market. In 2018, Pelorus launched the Pelorus Fund where Rob is currently the manager. The Fund converted to an REIT in 2020.

Aaron Green: How did you get involved in the cannabis industry?

Rob Sechrist: Pelorus is a value-add bridge lender. We’ve been lending for a long time, originally in the non-cannabis space. We’ve done 5000 transactions for over a billion dollars – more than a lot of banks.

In 2014, our local congressman Dana Rohrabacher passed the Rohrabacher-Blumenauer Amendment that defunded the Department of Justice from prosecuting any cannabis related business in a medically licensed state. We were a supporter of that legislation and once that passed, we took a serious look at utilizing our expertise in being a value-add lender and applying it to the largest asset class of real estate that is newly coming about today. That cannabis related asset class is about $50 billion.

Rob Sechrist, president of Pelorus Equity Group and manager of the Pelorus Fund

We decided that we had the expertise to move into this space and to build these facilities out for our borrowers so that the cannabis use tenants would have a fully stabilized facility and make it operate. After the amendment passed in 2014, by 2016 we had originated our first transaction. Since that time, we’ve originated 51 transactions in the cannabis space for over $177 million so far. It wasn’t that big of a pivot when you’re just providing the value-add loan.

“Value-add” in the loan business means that a portion of the loan amount, let’s just say is a million dollars, maybe 250,000 of that, is a pre-approved budget to go back into the property. In cannabis property those are typically tenant improvements and/or equipment to fully stabilize that tenant. So, we’re the first fully dedicated lender in the nation exclusively to cannabis and we’ve done more transactions than anybody else in the nation.

Green: What are some challenges of cannabis lending compared to traditional lending?

Sechrist: The number one challenge in cannabis is that you must disclose to your investors that you’re originating the loans to cannabis use tenants. Many people have concerns that lending indirectly might be federally illegal. If you did not disclose that to your investors when you form that capital stack to fund these transactions, you’re going to run into issues. So, you would need to create a vehicle where you disclose to your investors that you’re intending to lend into cannabis and it’s still federally illegal. Doing one-off stand-alone transactions deal by deal is not sustainable if you’re going to be a large lender.

There are other challenges. Because cannabis is still federally illegal, it gives insurers and other third parties the ability to deny a claim, or certain lender protections. Some examples include errors and omissions insurance, title insurance, property insurance, etc. and all of them say in those policies that if you’re doing something federally illegal, then the policy is null and void. So, you must think your way through very carefully all the things that could potentially be an issue. You also have to disclose to those third parties and find a way to get them to acknowledge it to make sure you have the coverage if you ever have to make a claim. That’s a very difficult process.

Green: How has the investor profile in cannabis lending changed over time?

Sechrist: Our fund was structured to allow for institutional capital from the inception. We were able to do that because we are completely non-plant touching. Our fund only lends to the owners of commercial real estate. We do not lend to any cannabis licensed operator directly whatsoever. Our borrowers – the owners of the properties – would then have a lease agreement with the cannabis use tenant. Even if it’s an owner-operator, those are separate entities. That’s how we’ve distinguished ourselves.

Pelorus Equity Group, Inc. Logo

Regarding the investor profile, the first $100 million plus we raised was primarily from retail investors who were individuals writing checks up to a million dollars. Once we had three years of audited track record and our fund was $100 million, we then pivoted over to family offices and institutional investors and pension funds. We’re now working primarily with those types of investors.

The reason that we started with retail investors is that it’s very easy for me to explain our model to a single decision maker and answer their questions. Once I move into family offices or institutional investors, the opportunity goes to a credit committee where I’m relying on some other party to educate the investor about our investment. It’s enormously challenging at that point if it’s not me doing the talking. I know the answers, but I’m having to rely on somebody else to answer questions. We’ve tried to educate everybody we speak with and craft our documentation in such a way that even when it’s not myself answering the questions directly, people can understand how we thread the needle through some of the legal hurdles.

Green: How do you prioritize deal flow, and what are the qualities of a successful loan applicant?

Sechrist: We typically maintain a pipeline of around $150 million in transactions at any one time.

Applicants must have real estate. We’re not doing business loans or operator loans directly to tenants or business operations. So, that’s the starting point. We want a real estate piece of collateral where we feel more than comfortable with the loan-to-value and ratios and the loan to cost and other figures, that we feel that this transaction is going to be a success for our borrower and ultimately the tenant.

Next, we will only work with very experienced operators who have a proven track record where this is not their first transaction. Ideally, we are working someone who is looking to expand their operations and who is ready to either move from being a tenant of their previous facility and buying their next facility.

The next aspect that we’re looking for is the strength of the borrower’s guarantor. They must be able to qualify to support that transaction. Many of our transactions are millions or 10s of millions of dollars. You must have a sponsor that can support that size of a transaction.

Green: What sort of value-adds should a cannabis property owner look for in their lender?

Sechrist: Most people that are looking for loans are only familiar with getting loans for themselves on their owner-occupied house. Most loans have points, they have a rate and a term, loan-to-value and things like that.

“We wanted to make sure that when we underwrite the transaction, that every single piece of capital is necessary to get that facility all the way to where that tenant can start generating their first crops and make their lease payments.”When you move into construction loans or value-add lending, there are other elements that are more important than the pricing of the loan. The number one thing is to get that property fully stabilized and built as quickly as possible. Cannabis tenants are generating 10 to 15 times more revenue per month than non-cannabis tenants.

If you go to a bank and borrow money it may be a third of what it costs to borrow from us, but they process draws maybe once a month. So, if you’re having to advance the money for improvements of the property, and then the bank reimburses once a month, at a certain point you’re not going to be able to advance any more money until you get reimbursed. The project comes to a stop. So, in your mind, you might have saved an enormous amount on the pricing of the rate, but it’s costing you dearly in revenue and opportunity costs. We typically process 50 to 100 draws post-closing on transactions, and we get that facility built and the money reimbursed to all the contractors on a multiple-times-a-week basis. It’s happening in real flow all the time.

A typical problem for a tenant is that the tenant improvements are orders of magnitude higher than a non-cannabis tenant – anywhere from $150 to $250 per square foot. In addition, the equipment is often enormously expensive as well. It’s tough to put money into a buildout for a building that you may not own. Our vision at Pelorus was, let’s not force these tenants – the cannabis operators – to raise equity at the worst possible time when they’re not generating revenue through the facility. Let’s shift that capital balance for those tenant improvements and equipment from the from the tenant to the owner of the building, which is where it’s secured and adds value to that building anyway. Our vision was to shift that money from the balance sheet of the tenant over to the owner of the real estate so the tenant didn’t have to sell equity to come up with that money. Then the tenant is paying for the improvements in the lease rate and the borrower is paying for improvements in the note rate. And so we’ve shifted tenant improvements from being an equity component to now it’s just priced in the debt. This way you know what the terms are and you know what your total exposure is there.

We wanted to make sure that when we underwrite the transaction, that every single piece of capital is necessary to get that facility all the way to where that tenant can start generating their first crops and make their lease payments. Most of our peers in the space don’t look at it that way. They just do the acquisition or the refinance. They don’t do anything for the tenant improvements. They don’t do anything for the equipment. The tenant is left out there to either raise that equity or the borrower – the owner of the real estate – is having to come up with that additional capital on their own. We think you’re set up for failure in that circumstance. So, we blend all that into one capital stack. It’s important that the tenants can get all the way up to being able to cash flow and support that facility and be fully stabilized so they can refinance into a lower cost bank or credit union transaction.

Green: What federal policies and trends are you monitoring?

Sechrist: First, I think that it’s important to remind people that the Rohrabacher-Blumenauer Amendment has protected everybody from any prosecution. So, there’s no jeopardy out there that exists. The second thing I like to tell people is there are 695 banks on FinCEN’s website of cannabis Tier 1 depositors, and of those, we’re tracking numerous FDIC insured state banks and credit unions that are lending directly. We’ve been paid off by banks.

So, there’s this massive misconception that there’s no banking at all and that everything is happening by cash. The only cash buildup that happens is at the retail dispensary level because credit cards aren’t allowed for retail sales at the dispensaries. Out of the 2,000 transactions that we’ve either processed or reviewed, not one has ever not had banking set up. So, it is a big misnomer that there’s no depositor relations for Tier 1 banking, which is plant touching.

Tier 2/3 depositors are ancillary, which is what we are at Pelorus. There are 100 private lenders and dozens and dozens of state and federal credit unions or state banks and credit unions, not federal, that are FDIC insured and lending. Those banks are difficult to get loans from because they only want to do urban environments. They want to do fully stabilized companies and they want to use alternative views and the facility has to have seasoning for cash flow. It’s difficult to qualify for them. So, banking and lending exists out there, and most people are not aware of that.

Green: What are you most interested in learning about? This could be either in cannabis or in your personal life.

Sechrist: My two passions are snowboarding and racetrack driving. I just came back from the Mille Miglia race in Italy, and I do a lot of driving on the racetracks. I’m always looking to learn from those experiences.

In the cannabis sector, social equity programs are happening across the nation and cannabis licenses are being issued to operators. We would like to help participate in some system of educating these applicants that win the awards. Lending to an owner of a property who just won a license but has no experience is going to be problematic. Somebody needs to be thinking that out and making sure that these people that win have enough experience and education to set them up for success. Cannabis is one of the most complicated businesses ever, and they’ve got this license as their ticket, but they need to know how to make sure they’re going to be successful.

Green: Great Rob, that concludes the interview.

Sechrist: Thanks Aaron.

Filed Under: Cannabis News

HERBL Announces Retirement of Chief Operating Officer Art Smuck, Appoints Robert Turner as Incoming COO

July 1, 2021 by CBD OIL

<![CDATA[

SANTA BARBARA, Calif., June 30, 2021 – PRESS RELEASE – HERBL, California’s largest cannabis distributor and supply chain solutions company, announced the retirement of its chief operating officer (COO), Art Smuck, and the appointment of Robert (Bobby) Turner as the incoming COO. Turner joins HERBL with over three decades of management experience at Whole Foods Market and will oversee operations, transportation, purchasing and product security throughout the organization.

Smuck is a supply chain veteran whose 30-plus-year career spanned across leading consumer packaged goods (CPG) and logistics companies, including Nestle, ATC Logistics & Electronics, GENCO and FedEx Supply Chain. At HERBL, Smuck led the company’s operations, transportation, human resources, legal, compliance, loss prevention and information technology departments. Under his leadership, HERBL grew its client base to over 850 storefront and non-storefront retail licensees and became one of the most comprehensive supply chain operations in the modern cannabis industry. Smuck will remain in an advisory role with the company following his retirement.

Turner will assume the role of COO starting July 5, 2021. Prior to HERBL, Turner worked through every level of Whole Foods Market, from in-store management to vice president, where he grew the company’s retail footprint by nearly 170%, and most recently served as the regional president in the South. Turner will apply his expertise in business development, driving revenue and profit growth, team building and community engagement to HERBL’s expanding operations.

"On behalf of the entire HERBL team, I want to thank Art for his leadership over the past two years; his sweeping knowledge of the supply chain ecosystem has established best practices that the entire industry will benefit from for years to come," HERBL CEO Mike Beaudry said. "Bobby’s valuable experience in scaling national brands and his ability to create synergies across various internal teams will be a tremendous asset to the company as we enter our next stage of growth."

In June, HERBL announced its acquisition of Blackbird, a premier cannabis distributor and direct-to-consumer software solutions company based in Nevada. Through this transaction, HERBL becomes a leading multistate supply chain solution in the cannabis industry.

]]>

Filed Under: Cannabis News

Can Cannabis Get Even More Social?

July 1, 2021 by CBD OIL

Cannabis has always had it tough when it comes to marketing. Part of it is simple logistics. A DTC playbook, heavily contingent on growing a brand’s audience and pushing folks to purchase products through digital marketing, isn’t a possibility for them. Despite its mainstream acceptance, most large ad platforms like Facebook and Instagram won’t touch it because of its tenuous legality. Banner ads don’t convert and only end up on specific platforms like Pornhub or Weedmaps anyway.

PlugPlay, a California cannabis brand, stays relevant with creative posts like these on Instagram

And because the legal status changes on a state-by-state basis, it’s extremely difficult for a brand to span across multiple markets. Just think: why would someone living in Florida care about a cool cannabis brand in Detroit if they weren’t in that industry or have ties to that state? This also makes influencer marketing tough because people aren’t finding the coolest people in their respective states to follow. They’re just finding people they think are interesting.

That leaves budtenders – point of sale experts – that hold a huge position of educating and steering folks towards products. Most folks are newer to cannabis – or cannabis has grown up a ton since their past casual experience with it. Budtenders offer an informative, hyper-local solution with extremely limited reach to a narrow market.

But the future shows promise. A new wave of platform marketing has emerged with new formats and lots of room to cultivate and grow for cannabis brands. With a little understanding of what’s driving the success of social media newcomers and evolving mainstays, cannabis companies can potentially find new avenues for marketing and brand-building success.

Going Native

There’s currently a lot of opportunity through the larger cannabis retail and native ordering apps – ones like Weedmaps, Leafly and others that have widespread brand recognition within the cannabis community and a growing array of social media-like features. These are places that already segment according to markets, with a built-in, educated audience open to creative approaches to branding and marketing.

These types of apps are also becoming the norm more and more. Especially since the pandemic, dispensaries are doing most of their volume through online orders and pickup. As a result, making sure you show up, look great and convey your unique position on these platforms is incredibly important.

Listening and Learning

Whether it’s Clubhouse or other upcoming rivals on the horizon, audio platforms are great because they can serve as a means to have an honest, direct and enlightening conversation about cannabis. This is great news for budtenders who can help a brand expand their reach by facilitating these sorts of conversational consumer relationships. As the cannabis market matures rapidly, people will need a safe place to normalize consumption, talk about dosage or about how normal consumers (not just stereotypical potheads, but every day, “constructive members of society”), are able to use cannabis effectively in their day-to-day lives.

A lot of other visually-based platforms are about curation or presentation of an ideal life and less about learning or sharing – a place where audio platforms can shine.

Old is New

In some cases, it’s not about just using new platforms but finding better ways to utilize old ones. For example, legal or not, a lot of folks are about discretion when it comes to their cannabis. They want to get questions answered and learn about brands and products via peers and experts, but they don’t want their bosses or grandparents knowing that they’re hitting a pen between meetings or before brunch.

That’s why time-based content platforms – Snapchat, Instagram, WhatsApp and others – that offer individuals and brands some measure of safety, as well as controlled messaging, will help continue to normalize cannabis.

Another non-cannabis example worth emulating is Psilodelic, a psilocybin gummy brand that’s super low-dose and decently branded, using Instagram in a creative way. Purposefully making their accounts private and going without a public hub, the only way to buy the product is to follow and DM them. “Hacking” the platform in this way means they have to shut down and open up new accounts all the time, but they’ve done an amazing job offering a product that, similarly to cannabis, is sometimes inaccessible, and have done it in a way that’s simple and feels more elite. That’s creative entrepreneurship.

In the end, using these changing platforms means approaching them as tools to foster a better relationship with people. The brands that succeed will have dead-simple instructions and information that really helps to empower folks to look at cannabis in a different way. Then, as we finally reach legalization, these brands will find themselves better equipped to step into the mainstream, confident in the meaningful relationships they’ve already cultivated.

Filed Under: Cannabis News

Holland & Hart Launches Cannabis Practice With Arrival of Rachel Gillette

June 30, 2021 by CBD OIL

When Ben Telford showed up for work June 23 at the Greenleaf Compassionate Care Center in Portsmouth, R.I., he was shocked to learn that his employment was terminated.

In April, Greenleaf Portsmouth employees became the first cannabis dispensary workers in the state to unionize after a 21-1 vote to join the United Food and Commercial Workers Union (UFCW) Local 328. The organized Greenleaf team includes budtenders, keyholders, online team members and delivery associates.

Employed by Greenleaf since May 2020, Telford was a keyholder at the Portsmouth medical cannabis retail facility in Portsmouth, where his responsibilities included opening and closing the store, cash management and day-to-day operations, as well as performing other duties in the absence of management. He was also a member of Greenleaf’s union bargaining committee, a role he retains.

Courtesy of UFCW Local 328

Ben Telford, second from right, had his employment as a keyholder at the Greenleaf Compassionate Care Center in Portsmouth, R.I., terminated on June 23. 

“I was definitely shocked,” Telford said of his termination. “I’m a hard worker, both on the job, at the site, and then off the job as far as the effort to unionize and get our team together and get a contract negotiated.”

While his termination came as a surprise, Telford said he had thought about the possibility.

“I’ve been a very loud voice for myself and for others on the team that worked there,” he said. “But the reason I was given the day I was terminated … was that my services were no longer required. And when I asked for further explanation, I was told that there was none needed to be given at the time, so I gathered my belongings and left for the afternoon and said goodbye to everybody.”

Telford was informed of his termination by Greenleaf’s chief of staff and director of retail operations, but he said it’s his understanding that the decision came from Greenleaf CEO Seth Bock. Cannabis Business Times and Cannabis Dispensary reached out to Bock for comment but as of June 30 have not yet received a response.

According to a UFCW Local 328 press release, Telford’s termination is only the latest in a string of firings by Bock. “In the last six months, the Greenleaf CEO has fired the director of retail operations, the head of delivery, the human resources manager and the chief operating officer.”

In addition, Telford said the director of inventory at a Greenleaf cultivation facility was also terminated recently.

“It depends on the person, but, overall, it’s been very retaliatory,” Telford said. “The owner, Seth Bock, has been allowed to move as he pleases. And, overall, when people get the skills that require higher pay and have had a long tenure, he’s been known to just kind of clear house and get some fresh faces that are happy to be there, because getting in the cannabis industry is something that a lot of people want to do.”

The UFCW Local 328, which represents more than 11,000 workers in a range of industries throughout Rhode Island and southeastern Massachusetts, is now filing unfair labor practices charges with the National Labor Relations Board (NLRB) over what the Local 328 called the illegal retaliatory firing of a Greenleaf employee.

The Local 328 release also claims Bock has exhibited a history of retaliation against employees.

Jeffery Dieffenbach, former finance director and general counsel for Greenleaf, was fired in January 2020. In September, Dieffenbach filed a lawsuit against Greenleaf to remedy and seek relief for unlawful employment practices arising under the Age Discrimination in Employment Act of 1967, the Americans with Disabilities Act, and other U.S. labor laws.

Dieffenbach, a 71-year-old Newport resident at the time he filed the lawsuit, worked for Greenleaf for six years. When he was first hired by Greenleaf as a part-time independent contractor, he was paid $30 per hour for 10 hours a week. By October 2018, Dieffenbach was being paid $90,000 per year as the finance director and general counsel, according to the lawsuit.

In a subsequent interview with WJAR-TV, a local NBC affiliate, Dieffenbach said, “I was never reprimanded. I was never given any negative comments or reviews of my work.”

While Greenleaf’s workers unionized in a 21-1 ballot count on April 5, 2021, they had filed for their union election in early March, citing concerns about job security and lack of workplace protections.

More specifically, contributing factors leading workers to organize included Greenleaf’s elimination of an employee sales incentive program that included weekly and monthly cash bonuses offered to sales associates, budtenders and delivery employees, Telford said. In addition, the company also reduced worker benefits such as a discount program for employee patients who also purchased medical cannabis from the center, he said.

“That came during the time of them kind of clearing house at the top end and getting rid of a few employees,” he said. “But it followed the history of abusive behavior and discriminatory practices from management.”

Amidst Telford’s termination, Greenleaf attempted to reinstate a new employee incentive program last week but then had to rescind that effort because it was not part of a union-negotiated contract, UFCW Local 328 Director of Organizing Sam Marvin said.

Theoretically, if such an incentive program is not in a contract, then the CEO can take it away at any time, he said.

“I don’t know what Greenleaf’s intent was, if it was a tactic,” Marvin said. “But they are required, and they have to come to the table and negotiate good faith over it, and they have to provide additional details like how it’s going to impact the workforce, who’s going to be eligible, who is not—really, they need to explain their proposal and why they’re proposing it, and they have to give their workers the chance to respond.”

Local 328 currently represents workers from four cannabis businesses, also including the Ocean State Cultivation Center (OSCC) in Warwick, R.I.; the Curaleaf medical dispensary in Hanover, Mass.; and the Cresco Labs cultivation and processing facility in Fall River, Mass.

RELATED: Unionization Efforts Are Under Way in the Cannabis Space

After Greenleaf workers filed for their union election in March, the company hired Government Resources Consultants of America Inc., a counter-union organization based out of Illinois, according to an LM-20 Agreement and Activities Report filed with the U.S. Department of Labor.

The consultants’ objective? “To persuade employees to exercise or not to exercise, or persuade employees as to the manner of exercising, the right to organize and bargain collectively through representatives of their own choosing,” according to the report.

The out-of-state, union-prevention consultants held mandatory meetings and distributed flyers to employees at the Greenleaf dispensary, according to UFCW Local 328.

“Doing what we do, we encounter union-busters all the time,” Marvin said. “It doesn’t really matter what company or what industry you’re trying to organize. And they all say the same thing. They’re all going to try to use the same kind of tactics.”

Anti-union consultants often change their tactics based on what they think will work, but the underlying intention remains the same, Marvin said.

“They’ll talk about dues, they’ll talk about strikes, they’ll talk about, ‘Give us another chance,’” Marvin said. “They’ll talk about how long the process might take. So, they kind of throw everything against the wall and they hope that it sticks.”

The Greenleaf workers remained united with their nearly unanimous vote. Telford said his voice in favor of organizing remained active throughout the process.

After he was terminated last week, union representation reached out to Greenleaf’s lawyers for further explanation. They responded that his sales performance was subpar during the month of May, according to Telford.

“And I am not a sales associate,” he said. “Now we’re working with the National Labor Relations Board to file unfair labor practice charges and seek justice for wrongful termination.”

On Saturday, June 26, the UFCW Local 328 held a one-day strike near Greenleaf’s Portsmouth care center to protest Telford’s termination. The union employees at Greenleaf voted unanimously to authorize the strike.

“I don’t even have the words to describe the gratitude I feel and the appreciation I have for everyone, and the patients that came by while we were picketing [to] express their support too— that’s something I’ll never forget,” Telford said. “It was the most humbling experience I ever had.”

The unionized Greenleaf cannabis workers released the following joint statement in the Local 328 release:

“We want to first recognize our patients and thank them for the support we have received throughout this process of unionizing. We understand that this action may have disrupted some people’s ability to purchase their medicine, which is something we take very seriously. As workers, we strive to provide the highest quality services and products that we can, because we believe in cannabis and its medicinal benefits.

“Over these past few weeks, ownership at Greenleaf has continued to make decisions that impede us from providing that quality of work. After the wrongful termination of one of our best team members, we collectively decided that we had no choice but to take this action.

“We’re proud to work in this industry and will continue to stand together in solidarity as we progress towards our goal of negotiating a contract that helps in establishing a standard within our dispensary that supports our growth as professionals and helps bring the focus of our work back to the people that matter the most, our patients.

Filed Under: Cannabis News

Jane Technologies Releases Jane Roots Headless E-Commerce Solution

June 30, 2021 by CBD OIL

Three years after their product launch and over 15 years since the idea came about, Amy and Dave Nudelman have secured a patent for their tetrahydrocannabinol (THC) and cannabidiol (CBD) infused chewing gum, Joygum.

Amy is the owner of Joygum, and her husband, Dave, works as a consultant for her.

The product is currently sold in about 225 stores in Colorado and is available in two of the largest dispensary chains in the state: The Green Solution and LivWell, Amy says.

© Courtesy of Joygum

Joygum product packaging

Joygum comes in seven flavors, with three sugar-free options and varying CBD and THC ratios. 

Each flavor comes in a 10-piece package or ten servings. Lemon Mint, Watermelon Spearmint, Bubba Gum and Strawberry Kiwi (sugar-free) are infused with 10 mg of THC per serving. Blue Raspberry Lime is infused with 5 mg of THC and 5 mg of CBD per serving. Mango (sugar-free) is infused with 5 mg of THC per serving and Peppermint, also sugar-free, is infused with 10 mg of CBD and 1 mg of THC per serving. 

“The active ingredient is released within the first five minutes of chewing it and lasts about [two hours],” she says. “You can keep chewing it like a normal piece of gum. I’d say the flavor profile lasts about 15 minutes.”

How It Started

Dave has worked in confections, dietary supplements and chewing gum for nearly 25 years, Amy says. In 2006, she joined Dave on a business trip to Antwerp, Belgium, where she thought of creating cannabis-infused chewing gum.

“Every day [on the trip], I took the train somewhere, and this one day I went to Amsterdam, and I brought back some cannabis,” she says. “It was about 1 a.m., and my husband was working in the factory. He was grouchy, and I said, ‘Hey, let’s go smoke something.’”

“I was high at a gum factory,” she adds. “And I said, ‘We should make THC chewing gum.’”

In 2014, Dave split off from the company he was working for and began doing consulting work. Shortly after, the couple teamed up and began to crack down on formulating the product, she says.

“It probably took us about 350 tries and nearly three years to get [the product] running,” she says. “We were actually on the market, and we were still tweaking it–it was really tough to do, and we had a lot of obstacles.” 

When the couple first began to formulate, they lived in Baltimore, Md., where one of the biggest challenges they faced was limited access to resources. 

© Courtesy of Joygum

Joygum

“Formulating out there was a problem,” she says. “We didn’t have access to the concentrate we needed or the testing we needed on the East coast. It was just still so early.….You couldn’t get the product you needed, and the only way to do it was to have access.”

The lack of resources led the couple to temporarily head to Denver, where they could successfully create a product, but it wasn’t perfect. 

“We got the THC in the gum, and honestly, it didn’t work at first,” she says. “When we started, we did not use water-soluble. I think the first time we made it, we just put direct concentrate right into the gum, mixed it up and began cooking it.”

“We didn’t realize the science behind it, but chewing gum is a resin, and cannabis is a resin,” she adds. “When you combine the two, it gets bound up in the chewing gum. So, when we finally figured out what was going on, we figured out we needed to make it water-soluble, and that’s where our patent lies.”

The Patent

In March 2017, the couple filed for a patent and trademark on Joygum but ran into problems with their attorney. They then filed again in March 2018, after they officially moved to Colorado.

“We were finally living in Colorado and got hooked up with an excellent law firm that handles cannabis,” she says. “And again, that comes down to living in Denver where you can talk to people [in the cannabis industry] who use an accountant or an attorney. When you’re in a non-regulated state, it’s just [difficult].”

After nearly six years, the couple was granted a patent on March 31 covering “encapsulated cannabinoids and chewing gum.”

One of the biggest challenges in securing the patent was ensuring that the product is different, unique and doesn’t collide with any other products out there. 

“When I decided to patent the product, what I started doing was just researching,” she says. “The attorney did this too. They read what you want to do and start researching to see if it infringes upon any other patent that’s out there.” 

There are many other cannabis gum patents out there; however, Amy and Dave were one of the only people to formulate the product and get the THC to work correctly, she says.

“To make [the gum] water-soluble, you need to encapsulate it–you need almost to put it in a bubble, so it doesn’t bind,” Amy says. “And in doing that, we’re making it water-soluble. It’s actually a super broad patent–it covers it if it’s in the coding, if it’s in the gum, if we put a liquid center, etc.”

Before the couple secured the patent, they were skeptical of teaching others how to create the product and expanding it to additional states, Amy says. The patent provides extra protection, and under it, the owner must permit other parties to create and sell the product.

“Before, if we taught somebody else and went into another state and said, ‘Here, we want a licensing deal. You can make this for us, and we’re going to get X amount for each package you sell.’ What’s to stop them?” she says. “It happens all the time with licensing. It’s new and hard to control. So with the gum, I was just afraid to teach somebody how to do it and let it out without any protection on it.”

“One of the first things they ask you in this industry is ‘Who owns the IP?'”, she says. “So now, I own the IP for my product. It’s not somebody else’s. I’m not licensing it; it’s mine. And I would think in the long run, any cannabis product that has that kind of protection is definitely going to be more valuable in the future.”

Looking ahead, the couple wants to expand the product to other states, cities, and countries and hopes to secure a deal with another state by the end of this year, she says.

They are also launching a new product sometime in July called Joy-Bombs, a fruit chew product infused with THC.

“My goal is to build my brand at this point,” she says. “And eventually, you know, if I choose to sell the company, it’s definitely got more value with that kind of intellectual property attached to it.”

 

Filed Under: Cannabis News

Nugg Club Launches Affordable Cannabis Subscription Box Option

June 30, 2021 by CBD OIL

When Ben Telford showed up for work June 23 at the Greenleaf Compassionate Care Center in Portsmouth, R.I., he was shocked to learn that his employment was terminated.

In April, Greenleaf Portsmouth employees became the first cannabis dispensary workers in the state to unionize after a 21-1 vote to join the United Food and Commercial Workers Union (UFCW) Local 328. The organized Greenleaf team includes budtenders, keyholders, online team members and delivery associates.

Employed by Greenleaf since May 2020, Telford was a keyholder at the Portsmouth medical cannabis retail facility in Portsmouth, where his responsibilities included opening and closing the store, cash management and day-to-day operations, as well as performing other duties in the absence of management. He was also a member of Greenleaf’s union bargaining committee, a role he retains.

Courtesy of UFCW Local 328

Ben Telford, second from right, had his employment as a keyholder at the Greenleaf Compassionate Care Center in Portsmouth, R.I., terminated on June 23. 

“I was definitely shocked,” Telford said of his termination. “I’m a hard worker, both on the job, at the site, and then off the job as far as the effort to unionize and get our team together and get a contract negotiated.”

While his termination came as a surprise, Telford said he had thought about the possibility.

“I’ve been a very loud voice for myself and for others on the team that worked there,” he said. “But the reason I was given the day I was terminated … was that my services were no longer required. And when I asked for further explanation, I was told that there was none needed to be given at the time, so I gathered my belongings and left for the afternoon and said goodbye to everybody.”

Telford was informed of his termination by Greenleaf’s chief of staff and director of retail operations, but he said it’s his understanding that the decision came from Greenleaf CEO Seth Bock. Cannabis Business Times and Cannabis Dispensary reached out to Bock for comment but as of June 30 have not yet received a response.

According to a UFCW Local 328 press release, Telford’s termination is only the latest in a string of firings by Bock. “In the last six months, the Greenleaf CEO has fired the director of retail operations, the head of delivery, the human resources manager and the chief operating officer.”

In addition, Telford said the director of inventory at a Greenleaf cultivation facility was also terminated recently.

“It depends on the person, but, overall, it’s been very retaliatory,” Telford said. “The owner, Seth Bock, has been allowed to move as he pleases. And, overall, when people get the skills that require higher pay and have had a long tenure, he’s been known to just kind of clear house and get some fresh faces that are happy to be there, because getting in the cannabis industry is something that a lot of people want to do.”

The UFCW Local 328, which represents more than 11,000 workers in a range of industries throughout Rhode Island and southeastern Massachusetts, is now filing unfair labor practices charges with the National Labor Relations Board (NLRB) over what the Local 328 called the illegal retaliatory firing of a Greenleaf employee.

The Local 328 release also claims Bock has exhibited a history of retaliation against employees.

Jeffery Dieffenbach, former finance director and general counsel for Greenleaf, was fired in January 2020. In September, Dieffenbach filed a lawsuit against Greenleaf to remedy and seek relief for unlawful employment practices arising under the Age Discrimination in Employment Act of 1967, the Americans with Disabilities Act, and other U.S. labor laws.

Dieffenbach, a 71-year-old Newport resident at the time he filed the lawsuit, worked for Greenleaf for six years. When he was first hired by Greenleaf as a part-time independent contractor, he was paid $30 per hour for 10 hours a week. By October 2018, Dieffenbach was being paid $90,000 per year as the finance director and general counsel, according to the lawsuit.

In a subsequent interview with WJAR-TV, a local NBC affiliate, Dieffenbach said, “I was never reprimanded. I was never given any negative comments or reviews of my work.”

While Greenleaf’s workers unionized in a 21-1 ballot count on April 5, 2021, they had filed for their union election in early March, citing concerns about job security and lack of workplace protections.

More specifically, contributing factors leading workers to organize included Greenleaf’s elimination of an employee sales incentive program that included weekly and monthly cash bonuses offered to sales associates, budtenders and delivery employees, Telford said. In addition, the company also reduced worker benefits such as a discount program for employee patients who also purchased medical cannabis from the center, he said.

“That came during the time of them kind of clearing house at the top end and getting rid of a few employees,” he said. “But it followed the history of abusive behavior and discriminatory practices from management.”

Amidst Telford’s termination, Greenleaf attempted to reinstate a new employee incentive program last week but then had to rescind that effort because it was not part of a union-negotiated contract, UFCW Local 328 Director of Organizing Sam Marvin said.

Theoretically, if such an incentive program is not in a contract, then the CEO can take it away at any time, he said.

“I don’t know what Greenleaf’s intent was, if it was a tactic,” Marvin said. “But they are required, and they have to come to the table and negotiate good faith over it, and they have to provide additional details like how it’s going to impact the workforce, who’s going to be eligible, who is not—really, they need to explain their proposal and why they’re proposing it, and they have to give their workers the chance to respond.”

Local 328 currently represents workers from four cannabis businesses, also including the Ocean State Cultivation Center (OSCC) in Warwick, R.I.; the Curaleaf medical dispensary in Hanover, Mass.; and the Cresco Labs cultivation and processing facility in Fall River, Mass.

RELATED: Unionization Efforts Are Under Way in the Cannabis Space

After Greenleaf workers filed for their union election in March, the company hired Government Resources Consultants of America Inc., a counter-union organization based out of Illinois, according to an LM-20 Agreement and Activities Report filed with the U.S. Department of Labor.

The consultants’ objective? “To persuade employees to exercise or not to exercise, or persuade employees as to the manner of exercising, the right to organize and bargain collectively through representatives of their own choosing,” according to the report.

The out-of-state, union-prevention consultants held mandatory meetings and distributed flyers to employees at the Greenleaf dispensary, according to UFCW Local 328.

“Doing what we do, we encounter union-busters all the time,” Marvin said. “It doesn’t really matter what company or what industry you’re trying to organize. And they all say the same thing. They’re all going to try to use the same kind of tactics.”

Anti-union consultants often change their tactics based on what they think will work, but the underlying intention remains the same, Marvin said.

“They’ll talk about dues, they’ll talk about strikes, they’ll talk about, ‘Give us another chance,’” Marvin said. “They’ll talk about how long the process might take. So, they kind of throw everything against the wall and they hope that it sticks.”

The Greenleaf workers remained united with their nearly unanimous vote. Telford said his voice in favor of organizing remained active throughout the process.

After he was terminated last week, union representation reached out to Greenleaf’s lawyers for further explanation. They responded that his sales performance was subpar during the month of May, according to Telford.

“And I am not a sales associate,” he said. “Now we’re working with the National Labor Relations Board to file unfair labor practice charges and seek justice for wrongful termination.”

On Saturday, June 26, the UFCW Local 328 held a one-day strike near Greenleaf’s Portsmouth care center to protest Telford’s termination. The union employees at Greenleaf voted unanimously to authorize the strike.

“I don’t even have the words to describe the gratitude I feel and the appreciation I have for everyone, and the patients that came by while we were picketing [to] express their support too— that’s something I’ll never forget,” Telford said. “It was the most humbling experience I ever had.”

The unionized Greenleaf cannabis workers released the following joint statement in the Local 328 release:

“We want to first recognize our patients and thank them for the support we have received throughout this process of unionizing. We understand that this action may have disrupted some people’s ability to purchase their medicine, which is something we take very seriously. As workers, we strive to provide the highest quality services and products that we can, because we believe in cannabis and its medicinal benefits.

“Over these past few weeks, ownership at Greenleaf has continued to make decisions that impede us from providing that quality of work. After the wrongful termination of one of our best team members, we collectively decided that we had no choice but to take this action.

“We’re proud to work in this industry and will continue to stand together in solidarity as we progress towards our goal of negotiating a contract that helps in establishing a standard within our dispensary that supports our growth as professionals and helps bring the focus of our work back to the people that matter the most, our patients.

Filed Under: Cannabis News

Couple Earns Patent for THC- and CBD-Infused Chewing Gum: Here's How

June 30, 2021 by CBD OIL

<![CDATA[

Three years after their product launch and over 15 years since the idea came about, Amy and Dave Nudelman have secured a patent for their tetrahydrocannabinol (THC) and cannabidiol (CBD) infused chewing gum, Joygum.

Amy is the owner of Joygum, and her husband, Dave, works as a consultant for her.

The product is currently sold in about 225 stores in Colorado and is available in two of the largest dispensary chains in the state: The Green Solution and LivWell, Amy says.

© Courtesy of Joygum
Joygum product packaging

Joygum comes in seven flavors, with three sugar-free options and varying CBD and THC ratios. 

Each flavor comes in a 10-piece package or ten servings. Lemon Mint, Watermelon Spearmint, Bubba Gum and Strawberry Kiwi (sugar-free) are infused with 10 mg of THC per serving. Blue Raspberry Lime is infused with 5 mg of THC and 5 mg of CBD per serving. Mango (sugar-free) is infused with 5 mg of THC per serving and Peppermint, also sugar-free, is infused with 10 mg of CBD and 1 mg of THC per serving. 

"The active ingredient is released within the first five minutes of chewing it and lasts about [two hours]," she says. "You can keep chewing it like a normal piece of gum. I’d say the flavor profile lasts about 15 minutes."

How It Started

Dave has worked in confections, dietary supplements and chewing gum for nearly 25 years, Amy says. In 2006, she joined Dave on a business trip to Antwerp, Belgium, where she thought of creating cannabis-infused chewing gum.

"Every day [on the trip], I took the train somewhere, and this one day I went to Amsterdam, and I brought back some cannabis," she says. "It was about 1 a.m., and my husband was working in the factory. He was grouchy, and I said, ‘Hey, let’s go smoke something.’"

"I was high at a gum factory," she adds. "And I said, ‘We should make THC chewing gum.’"

In 2014, Dave split off from the company he was working for and began doing consulting work. Shortly after, the couple teamed up and began to crack down on formulating the product, she says.

"It probably took us about 350 tries and nearly three years to get [the product] running," she says. "We were actually on the market, and we were still tweaking it–it was really tough to do, and we had a lot of obstacles." 

When the couple first began to formulate, they lived in Baltimore, Md., where one of the biggest challenges they faced was limited access to resources. 

© Courtesy of Joygum
Joygum

"Formulating out there was a problem," she says. "We didn’t have access to the concentrate we needed or the testing we needed on the East coast. It was just still so early.….You couldn’t get the product you needed, and the only way to do it was to have access."

The lack of resources led the couple to temporarily head to Denver, where they could successfully create a product, but it wasn’t perfect. 

"We got the THC in the gum, and honestly, it didn’t work at first," she says. "When we started, we did not use water-soluble. I think the first time we made it, we just put direct concentrate right into the gum, mixed it up and began cooking it."

"We didn’t realize the science behind it, but chewing gum is a resin, and cannabis is a resin," she adds. "When you combine the two, it gets bound up in the chewing gum. So, when we finally figured out what was going on, we figured out we needed to make it water-soluble, and that’s where our patent lies."

The Patent

In March 2017, the couple filed for a patent and trademark on Joygum but ran into problems with their attorney. They then filed again in March 2018, after they officially moved to Colorado.

"We were finally living in Colorado and got hooked up with an excellent law firm that handles cannabis," she says. "And again, that comes down to living in Denver where you can talk to people [in the cannabis industry] who use an accountant or an attorney. When you’re in a non-regulated state, it’s just [difficult]."

After nearly six years, the couple was granted a patent on March 31 covering "encapsulated cannabinoids and chewing gum."

One of the biggest challenges in securing the patent was ensuring that the product is different, unique and doesn’t collide with any other products out there. 

"When I decided to patent the product, what I started doing was just researching," she says. "The attorney did this too. They read what you want to do and start researching to see if it infringes upon any other patent that’s out there." 

There are many other cannabis gum patents out there; however, Amy and Dave were one of the only people to formulate the product and get the THC to work correctly, she says.

"To make [the gum] water-soluble, you need to encapsulate it–you need almost to put it in a bubble, so it doesn’t bind," Amy says. "And in doing that, we’re making it water-soluble. It’s actually a super broad patent–it covers it if it’s in the coding, if it’s in the gum, if we put a liquid center, etc."

Before the couple secured the patent, they were skeptical of teaching others how to create the product and expanding it to additional states, Amy says. The patent provides extra protection, and under it, the owner must permit other parties to create and sell the product.

"Before, if we taught somebody else and went into another state and said, ‘Here, we want a licensing deal. You can make this for us, and we’re going to get X amount for each package you sell.’ What’s to stop them?" she says. "It happens all the time with licensing. It’s new and hard to control. So with the gum, I was just afraid to teach somebody how to do it and let it out without any protection on it."

"One of the first things they ask you in this industry is ‘Who owns the IP?’", she says. "So now, I own the IP for my product. It’s not somebody else’s. I’m not licensing it; it’s mine. And I would think in the long run, any cannabis product that has that kind of protection is definitely going to be more valuable in the future."

Looking ahead, the couple wants to expand the product to other states, cities, and countries and hopes to secure a deal with another state by the end of this year, she says.

They are also launching a new product sometime in July called Joy-Bombs, a fruit chew product infused with THC.

"My goal is to build my brand at this point," she says. "And eventually, you know, if I choose to sell the company, it’s definitely got more value with that kind of intellectual property attached to it."

 

]]>

Filed Under: Cannabis News

Ask the Experts: Microbiological Contamination in Cannabis & What You Should Look for

June 30, 2021 by CBD OIL

Testing cannabis and cannabis derived products for microbiological contamination should be a straightforward conversation for testing labs and producers. However, a patchwork of regulations and a wide variety of perspectives on what we should, or should not, be looking for has left much of the cannabis industry searching for reliable answers.

Organizations like the AOAC are taking the first crack at creating standardization in the field but there is still a long way to go. In this conversation, we would like to discuss the general requirements that almost all states share and where we see the industry headed as jurisdictions start to conform to the recommendations of national organizations like AOAC.

We sat down with Anna Klavins and Jessa Youngblood, two cannabis testing experts at Hardy Diagnostics, to get their thoughts on microbiology testing in the current state of the cannabis industry.

Q: What are the biggest challenges facing cannabis testing labs when it comes to microbiology?

The CompactDry Yeast and Mold Rapid plate provides fast results.

Anna Klavins & Jessa Youngblood: For microbiology testing, it comes down to a lack of standardization and approved methods for cannabis. In the US, cannabis regulation is written on a state-by-state level. As a result, the rules that govern every aspect of bringing these materials to market is as unique and varied as the jurisdiction writing them. When we are speaking specifically about microbiology, the question always comes back to yeast and mold testing. For some, the challenge will often be centered on the four main Aspergillus species of concern – A. terreus, A. niger, A. fumigatus, and A. flavus. For others, it will be the challenges of total count testing with yeast, mold, and bacteria. These issues become even more troublesome by the lack of recognized standard methodology. Typically, we expect the FDA, USP, or some other agency to provide the guidelines for industry – the rules that define what is safe for consumption. Without federal guidance, however, we are often in a situation where labs are required to figure out how to perform these tests on their own. This becomes a very real hurdle for many programs.

Q: Why is it important to use two different technologies to achieve confirmation?

Dichloran Rose Bengal Chloramphenicol (DRBC) Agar is recommended for the enumeration of yeasts and molds.

Klavins & Youngblood: The push for this approach was borne out of the discussions happening within the industry. Scientists and specialists from across disciplines started getting together and creating groups to start to hash out problems which had arisen due to a lack of standardization. In regards to cannabis testing, implementing a single method for obtaining microbiology results could be unreliable. When clients compared results across labs, the inconsistencies became even more problematic and began to erode trust in the industry. As groups discussed the best way to prove the efficacy of their testing protocol, it quickly became apparent that relying on a single testing method was going to be inadequate. When labs use two different technologies for microbiology testing, they are able to eliminate the likelihood of false positives or false negatives, whichever the case may be. In essence, the cannabis testing laboratories would be best off looking into algorithms of detecting organisms of interest. This is the type of laboratory testing modeled in other industries and these models are starting make their way into the cannabis testing space. This approach is common in many food and pharma applications and makes sense for the fledgling cannabis market as well.

About Anna Klavins

Anna Klavins earned a Molecular and Cellular Biology B.S. degree from Cal Poly San Luis Obispo while playing for the Cal Poly Division I NCAA women’s tennis team. Since joining Hardy Diagnostics in mid-2016, she has gained experience in FDA submissions [510(k)] for class II microbiology in vitro devices. She has worked on 15 projects which led to a microbiology device becoming FDA cleared. She has recently begun participating in the AOAC Performance Tested Methods program.

 

About Jessa Youngblood

Jessa Youngblood is the Food, Beverage and Cannabis Market Coordinator for Hardy Diagnostics. A specialist in the field of cannabis microbiology for regulatory compliance, she is seated with the AOAC CASP committee working on standard methods for microbiological testing in cannabis and hemp. She also sits on the NCIA Scientific Advisory Council as well as the ASTM Cannabis Council.

Content sponsored by Hardy Diagnostics.

Filed Under: Cannabis News

Navigating the Complexities of Out-of-Home Cannabis Advertising Nationwide

June 30, 2021 by CBD OIL

Cannabis hit major milestones in the first half of 2021. Adult use cannabis is legal in five more states, bringing the total to 16 plus Washington D.C. In addition, two pieces of federal cannabis legislation were recently revived by Congress. Even with these developments, the cannabis industry faces an uphill climb to navigate state and local regulations levied on its sales, operations, taxes and advertising.

Advertising regulations present big hurdles for cannabis businesses to overcome. With cannabis illegal at the federal level, traditional advertising avenues like broadcast and radio are limited to the states where it is legal. Still, many networks won’t touch cannabis ads. Major tech companies like Google, YouTube and Facebook largely bar cannabis businesses from online marketing. With cannabis advertising laws that vary state to state, companies face a hodgepodge of regulations with little consistency.

So, how are brands working within this messy regulatory framework? They’re turning to out-of-home (OOH) advertising. Here’s what to know about legally advertising cannabis products and brands through outdoor media.

A state-by-state patchwork of regulations

Medicinal cannabis has been legal in California for more than two decades, and adult use cannabis is going on five years. Yet, debate rages on over how visible cannabis advertisements should be in daily life. This isn’t just happening in The Golden State. Other states like Colorado and Oregon with established legal cannabis industries continue to grapple with how to regulate cannabis advertising in print and outdoor formats. Not to mention that states just getting into the legalization arena are playing catch up to get rules and regulations in place.

With the right partner, cannabis companies can navigate the nation’s mélange of advertising regulations to share their products, services and marketplaces. The best online OOH buying platforms are even equipped with cannabis filters that seamlessly identify cannabis-compliant OOH ad inventory.

Growing and innovating with out-of-home advertising

This dispensary ad appeared on Variety.com

While it’s the oldest form of advertising, OOH is a far cry from an old-fashioned advertising avenue. It’s a hot, dynamic form of communication that is poised for big growth alongside the cannabis industry. Sure, OOH includes more traditional highway-side billboards. But it also spans eye-catching digital billboards, taxi-top advertisements, building wallscapes, and digital vehicle charging stations – all of which are accessible through OOH buying platforms.

Such platforms make it easy for cannabis brands to effectively target consumers compliantly. Brands like Cookies, Eaze, MedMen and MONOGRAM have launched laugh-inducing, Instagrammable, and thought-provoking campaigns to build brand awareness. The Northern-California brand Cookies has mastered the art of cross-product branding, building an entire clothing line around its brand. Real California Milk even got in on the fun with a dispensary-inspired pop up and an OOH media buy. With OOH, cannabis businesses have effectively connected adult consumers with their latest products, promotional offers and physical storefronts, but also sparked conversations about cannabis legalization and decriminalization.

What to consider when leveraging OOH for cannabis advertising

If you work in the cannabis industry, are an agency partner or a small-business owner managing the advertising process, here are some things to keep in mind when planning your OOH ads.

  • Know the rules of where you plan to advertise. This is a fast-moving space. New markets are coming online. Regulations are being established and challenged. It’s crucial to find industry partners who provide reliable, up-to-date information on the status of advertising rules in the markets you’re in so you stay compliant and don’t jeopardize your business license.
  • Both Ivyside and Weedmaps are featured on this page

    Get into the practicalities. What do local cannabis advertising rules mean for your brand? Are there regulations that impact more than the location of an OOH campaign? Rules on creative artwork or words that are banned? A guide to regulations is likely laid out at the state level (see the states of Illinois and Massachusetts), but will ultimately be governed by local municipalities (see the City of San Diego). There are workarounds here. Just because you can’t show people engaging in cannabis consumption, cannabis leaves or products, it doesn’t mean your creativity is limited. Look no further than Weedmaps. The company launched its Weed Facts campaign across hundreds of billboards in half a dozen or more markets to highlight the many benefits of cannabis. One read: “States that legalized marijuana had 25% fewer opioid deaths.”

  • Determine specific goals for your campaign. What do you want to achieve with an OOH campaign? Are you looking to build brand awareness? Share a new product? Drive foot traffic to a physical location or prompt customers to visit your website? Are you advocating for change? Laying out your goals will drive your creative and the locations in which you launch your campaign. Speaking of launching, with OOH – especially digital outdoor ads – your creative can be up and running in 48 hours. Outdoor ads are customizable and with location tools, verbiage and design, can be directed to a specific cross-section of the market.
  • Measure Success. Barring state and local regulations, the OOH possibilities for furthering and promoting your brand are almost endless. Once your campaign is launched, the right OOH buying platform will enable you to track goals and success. With the ability to track and isolate OOH, you’ll be able to attribute conversions, measure your return on investment, compare performance by unit and optimize your campaign.

As regulations at the local, state and federal levels change and evolve, OOH advertising will remain the tried-and-true standard for cannabis companies to get word out about their brand, market their products and drive traffic to their websites and storefronts.

Filed Under: Cannabis News

Greenleaf Terminates Employee Involved With Union Negotiations in Rhode Island; Worker Strike Ensues

June 30, 2021 by CBD OIL

When Ben Telford showed up for work June 23 at the Greenleaf Compassionate Care Center in Portsmouth, R.I., he was shocked to learn that his employment was terminated.

In April, Greenleaf Portsmouth employees became the first cannabis dispensary workers in the state to unionize after a 21-1 vote to join the United Food and Commercial Workers Union (UFCW) Local 328. The organized Greenleaf team includes budtenders, keyholders, online team members and delivery associates.

Employed by Greenleaf since May 2020, Telford was a keyholder at the Portsmouth medical cannabis retail facility in Portsmouth, where his responsibilities included opening and closing the store, cash management and day-to-day operations, as well as performing other duties in the absence of management. He was also a member of Greenleaf’s union bargaining committee, a role he retains.

Courtesy of UFCW Local 328

Ben Telford, second from right, had his employment as a keyholder at the Greenleaf Compassionate Care Center in Portsmouth, R.I., terminated on June 23. 

“I was definitely shocked,” Telford said of his termination. “I’m a hard worker, both on the job, at the site, and then off the job as far as the effort to unionize and get our team together and get a contract negotiated.”

While his termination came as a surprise, Telford said he had thought about the possibility.

“I’ve been a very loud voice for myself and for others on the team that worked there,” he said. “But the reason I was given the day I was terminated … was that my services were no longer required. And when I asked for further explanation, I was told that there was none needed to be given at the time, so I gathered my belongings and left for the afternoon and said goodbye to everybody.”

Telford was informed of his termination by Greenleaf’s chief of staff and director of retail operations, but he said it’s his understanding that the decision came from Greenleaf CEO Seth Bock. Cannabis Business Times and Cannabis Dispensary reached out to Bock for comment but as of June 30 have not yet received a response.

According to a UFCW Local 328 press release, Telford’s termination is only the latest in a string of firings by Bock. “In the last six months, the Greenleaf CEO has fired the director of retail operations, the head of delivery, the human resources manager and the chief operating officer.”

In addition, Telford said the director of inventory at a Greenleaf cultivation facility was also terminated recently.

“It depends on the person, but, overall, it’s been very retaliatory,” Telford said. “The owner, Seth Bock, has been allowed to move as he pleases. And, overall, when people get the skills that require higher pay and have had a long tenure, he’s been known to just kind of clear house and get some fresh faces that are happy to be there, because getting in the cannabis industry is something that a lot of people want to do.”

The UFCW Local 328, which represents more than 11,000 workers in a range of industries throughout Rhode Island and southeastern Massachusetts, is now filing unfair labor practices charges with the National Labor Relations Board (NLRB) over what the Local 328 called the illegal retaliatory firing of a Greenleaf employee.

The Local 328 release also claims Bock has exhibited a history of retaliation against employees.

Jeffery Dieffenbach, former finance director and general counsel for Greenleaf, was fired in January 2020. In September, Dieffenbach filed a lawsuit against Greenleaf to remedy and seek relief for unlawful employment practices arising under the Age Discrimination in Employment Act of 1967, the Americans with Disabilities Act, and other U.S. labor laws.

Dieffenbach, a 71-year-old Newport resident at the time he filed the lawsuit, worked for Greenleaf for six years. When he was first hired by Greenleaf as a part-time independent contractor, he was paid $30 per hour for 10 hours a week. By October 2018, Dieffenbach was being paid $90,000 per year as the finance director and general counsel, according to the lawsuit.

In a subsequent interview with WJAR-TV, a local NBC affiliate, Dieffenbach said, “I was never reprimanded. I was never given any negative comments or reviews of my work.”

While Greenleaf’s workers unionized in a 21-1 ballot count on April 5, 2021, they had filed for their union election in early March, citing concerns about job security and lack of workplace protections.

More specifically, contributing factors leading workers to organize included Greenleaf’s elimination of an employee sales incentive program that included weekly and monthly cash bonuses offered to sales associates, budtenders and delivery employees, Telford said. In addition, the company also reduced worker benefits such as a discount program for employee patients who also purchased medical cannabis from the center, he said.

“That came during the time of them kind of clearing house at the top end and getting rid of a few employees,” he said. “But it followed the history of abusive behavior and discriminatory practices from management.”

Amidst Telford’s termination, Greenleaf attempted to reinstate a new employee incentive program last week but then had to rescind that effort because it was not part of a union-negotiated contract, UFCW Local 328 Director of Organizing Sam Marvin said.

Theoretically, if such an incentive program is not in a contract, then the CEO can take it away at any time, he said.

“I don’t know what Greenleaf’s intent was, if it was a tactic,” Marvin said. “But they are required, and they have to come to the table and negotiate good faith over it, and they have to provide additional details like how it’s going to impact the workforce, who’s going to be eligible, who is not—really, they need to explain their proposal and why they’re proposing it, and they have to give their workers the chance to respond.”

Local 328 currently represents workers from four cannabis businesses, also including the Ocean State Cultivation Center (OSCC) in Warwick, R.I.; the Curaleaf medical dispensary in Hanover, Mass.; and the Cresco Labs cultivation and processing facility in Fall River, Mass.

RELATED: Unionization Efforts Are Under Way in the Cannabis Space

After Greenleaf workers filed for their union election in March, the company hired Government Resources Consultants of America Inc., a counter-union organization based out of Illinois, according to an LM-20 Agreement and Activities Report filed with the U.S. Department of Labor.

The consultants’ objective? “To persuade employees to exercise or not to exercise, or persuade employees as to the manner of exercising, the right to organize and bargain collectively through representatives of their own choosing,” according to the report.

The out-of-state, union-prevention consultants held mandatory meetings and distributed flyers to employees at the Greenleaf dispensary, according to UFCW Local 328.

“Doing what we do, we encounter union-busters all the time,” Marvin said. “It doesn’t really matter what company or what industry you’re trying to organize. And they all say the same thing. They’re all going to try to use the same kind of tactics.”

Anti-union consultants often change their tactics based on what they think will work, but the underlying intention remains the same, Marvin said.

“They’ll talk about dues, they’ll talk about strikes, they’ll talk about, ‘Give us another chance,’” Marvin said. “They’ll talk about how long the process might take. So, they kind of throw everything against the wall and they hope that it sticks.”

The Greenleaf workers remained united with their nearly unanimous vote. Telford said his voice in favor of organizing remained active throughout the process.

After he was terminated last week, union representation reached out to Greenleaf’s lawyers for further explanation. They responded that his sales performance was subpar during the month of May, according to Telford.

“And I am not a sales associate,” he said. “Now we’re working with the National Labor Relations Board to file unfair labor practice charges and seek justice for wrongful termination.”

On Saturday, June 26, the UFCW Local 328 held a one-day strike near Greenleaf’s Portsmouth care center to protest Telford’s termination. The union employees at Greenleaf voted unanimously to authorize the strike.

“I don’t even have the words to describe the gratitude I feel and the appreciation I have for everyone, and the patients that came by while we were picketing [to] express their support too— that’s something I’ll never forget,” Telford said. “It was the most humbling experience I ever had.”

The unionized Greenleaf cannabis workers released the following joint statement in the Local 328 release:

“We want to first recognize our patients and thank them for the support we have received throughout this process of unionizing. We understand that this action may have disrupted some people’s ability to purchase their medicine, which is something we take very seriously. As workers, we strive to provide the highest quality services and products that we can, because we believe in cannabis and its medicinal benefits.

“Over these past few weeks, ownership at Greenleaf has continued to make decisions that impede us from providing that quality of work. After the wrongful termination of one of our best team members, we collectively decided that we had no choice but to take this action.

“We’re proud to work in this industry and will continue to stand together in solidarity as we progress towards our goal of negotiating a contract that helps in establishing a standard within our dispensary that supports our growth as professionals and helps bring the focus of our work back to the people that matter the most, our patients.

Filed Under: Cannabis News

  • « Go to Previous Page
  • Go to page 1
  • Interim pages omitted …
  • Go to page 27
  • Go to page 28
  • Go to page 29
  • Go to page 30
  • Go to page 31
  • Interim pages omitted …
  • Go to page 117
  • Go to Next Page »

Footer

  • Home
  • Privacy Policy
  • Terms of Service