The Center Square by Timothy Schuman
Seattle’s new cannabis law, proposed nearly a year ago by Mayor Bruce Harnell of Seattle, went into effect this week.
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In a press release that accompanied the announcement, Office of Labor Standards director Steven Marchese said, “The Cannabis Employment Job Retention Ordinance will provide protections for employees in this industry, which will help to provide a more stable workplace, a stronger workforce, as well as contribute to a healthier economy in Seattle.”
The legislation’s final rules and deadlines were set earlier this month.
The Seattle Municipal Code now contains Chapter 8.38, titled “Cannabis Employment Job Retention,” which is intended to protect cannabis employees if the employer changes or sells their business.
@OLS_SEA announced that the City of Seattle’s Cannabis Employee Job Retention Ordinance (CEJR), which is effective July 19, 2023, has been passed. Requirements include covered outgoing cannabis business employers to post written notice of a change in control.https://t.co/uznhmm54Ea pic.twitter.com/h7r2ZBUGQZ
Seattle Office of Labor Standards July 19, 2020
According to text, the legislation establishes “a preferential hiring list” that is based on “seniority”. This is to protect rank-and-file workers in the event of management changes.
This law requires employers to “hire by seniority in each job class, where there are comparable job classes.” The prohibition against hiring outside this list of preferential industries lasts 180 days following any change in management.
These protections are extended to anyone who is employed by a licensed dispensary, in whatever capacity.
Seniority is a more vague concept.
According to the law seniority is determined by “the employee’s seniority in their most recent job category.”
The document does not provide any information on the basis of this job classification.
The fallback option is to make a determination similar to a union “by the date of employment” which must be made by the departing employer before any change in management or ownership.
This new code also provides an additional safeguard for industry employees.
The employer must retain an employee “for no less than 90 day” if they accept a job offer. This is because employers cannot hire outside of the list.
There is an exception to the law for firings based on ‘justification’.
Cody Funderburk said in a press release that the Cannabis Employee Job retention Ordinance was a “major step” toward protecting cannabis industry workers’ rights. Funderburk, a cannabis professional, activist and former member of the local cannabis union UFCW 3000, is a former member.
All dispensaries within the City of Seattle are already subject to this law.
You can find more information on the Office of Labor Standards web site.
The Center Square published this story first.
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The article Seattle Marijuana Industry Workers Get Similar Job Retention Protections Under New Local Law first appeared on Marijuana moment.
