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Retail Dispensary

Community-Based Learning Made For Cannabis Lovers

Powering Community-Based Learning With All of Our BEST Training in 1-Place From "Cannabis Lovers" to Industry Pros Can Connect & Get More Educated, Much Faster.

What's Your Biggest "Cannabis Challenge"?

Our Team Divides Your Answer Into Different "Buckets & Formulate a Strategy Based-On "Crowdsourced" Community Feedback Received That'll Meet Your Needs.

What's Your Biggest "Cannabis Challenge"?

Our Team Divides Your Answer Into Different "Buckets & Formulate a Strategy Based-On "Crowdsourced" Community Feedback Received That'll Meet Your Needs.

Tell Us What's Your Biggest "Cannabis Challenge" Right Now?

Our Team Divides Your Answers Into Different "Buckets" & Formulates a Strategy Based-On "Crowdsourcing" From Our Community That'll Help Meet 100% of Your Needs.

What's Your Cannabis Expertise-Level (Mini-Quiz)

Use This "Mini-Quiz" to Determine Your Cannabis Expertise & It'll Put Everything You Know to the Test Right NOW to Learn How This Amazing Plant is Very Different.

Start "Leveling-Up" With Our Dispensary Technician Quiz

Understand Exactly What Level of "Cannabis Expertise" You Have & What You'll Need to "Level-Up" to Know Your Next-Steps That'll Continue "Next-Level" Growth. 

Let's Challenge Your Cannabis Expertise Today

Our Team Divides Your Answer Into Different "Buckets & Formulate a Strategy Based-On "Crowdsourced" Community Feedback Received That'll Meet Your Needs.

Grow Smarter & Profitably By Cultivating Your Smarts

We Help Cultivation Professionals Understand & Master Growing Practices From Start-to-Finish to Deliver Top-Shelf Cannabis Plant Within Any Growing Conditions.

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Cannabis Horticulture

Implementing Standardized Cultivation Environments Are Especially Important Since All Problems Impacts Revenue & There's Little Margin For Error At Scale.

Here's The "Faces" Of The Cannabis Industry (Retail Dispensary Agents)

Let's Train Skilled & Talented Dispensary Technicians That Drive a Higher-Quality Retail Experience That Delivers Positive Outcomes With Everyone, Every Time.

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METRC Tracking System Training

Learn How One Tool Can Manage Your Retails Dispensary Operations, Track Cannabis Taxes & Stay Compliant.

Edibles Are A HOT Topic & You Never Want To Making People Sick!

Our Cannabis Product Manufacturing & Recognized Food Safety Training Covers Everything From Topicals, Edibles to Concentrates & Formulated Products.

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Calendar & Checklist Training

Replacement Free Trial Coming Soon! It's Called "Cannabis Infused-Edible Products" (In The Meantime TRY This).

Our Biz Is Actually "Compliance" (We're Just Lucky To Sell Cannabis)

There's Always That "Un-Fun Thing" With Any Job & Our Compliance Training Provides What's REQUIRED to Be Compliant & Conduct Commercial Activities.

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COVID Cannabis Industry Safety

During COVID-19 Pandemic a 9-Letter Word Was a "Game-Changer" for Our Legal Cannabis Industry: "Essential."

California Medical Marijuana Non-Discrimination

In recent years, medical marijuana has been used extensively and has gained acceptance amongst California residents. In keeping up with the trend, lawmakers recently introduced a bill that would amend California’s employment discrimination laws to impose liability on employers for discrimination against medical marijuana users.

A.B. 2069 was aimed at prohibiting employers from engaging in employment discrimination against a person on the basis of his or her status as a qualified patient or person with an identification card. However, employers can breathe a sigh of relief for now, as A.B. 2069 has been shelved while lawmakers refine its language before attempting to pass it once more.

 

History of California Marijuana Laws

In 1996, Californians voted to legalize medical marijuana, despite the law’s potential conflict with federal law classifying marijuana as one of the most serious narcotics. Proposition 215, or the Compassionate Use Act of 1996 (CUA), legalized the use of medical marijuana for treatment related to cancer, anorexia, AIDS, chronic pain, spasticity, glaucoma, arthritis, migraines, or any other illness for which marijuana provides relief.

S.B. 420 subsequently clarified the scope and application of the CUA by formally establishing the California medical marijuana program. Since the passage of the CUA and S.B. 420, Californians have been able to easily obtain medical marijuana prescriptions for seemingly any medically related reason.

The accepted use of medical marijuana and changing views of marijuana use overall culminated in California’s legalization of marijuana for recreational use. In 2016, California voters once again decided to relax the state’s marijuana laws by passing Proposition 64 – the Control, Regulate, and Tax Adult Use of Marijuana Act – making the recreational use of marijuana legal.

California’s marijuana use laws have placed employers in a difficult situation, as they have to grapple with enforcing their workplace drug policies in a state where marijuana use is widely accepted.

 

Marijuana and the Workplace

Marijuana use – whether recreational or medical – is becoming the norm, and employers are now tasked with making business decisions in light of this change. Employers with strict drug-free work environments are faced with demands from medical marijuana users to accommodate their marijuana use.

The California Supreme Court has made clear, however, that an employer is not required to accommodate medical marijuana use – regardless of whether the CUA explicitly allows the individual to use marijuana for medically-related purposes – in Ross v. Raging Wire Telecommunications, Inc., No. S138130 (Jan. 24, 2008).

The Ross court found that state law could not completely legalize medical marijuana because marijuana remains illegal under federal law. Moreover, because the California Fair Employment and Housing Act (FEHA) does not require employers to accommodate the use of illegal drugs, an employer is not in violation of the FEHA if it refuses to hire someone who tests positive for medical marijuana use. Indeed, an employer’s right to maintain a drug and alcohol-free workplace has even been codified in the California Health and Safety Code Section 11362.45(f).

In response to the Ross decision, two California legislators drafted A.B. 2069, attempting to classify medical marijuana users as a protected class of persons similar to those protected on account of their race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, or military and veteran status.

The California State Assembly Committee on Labor and Employment voted to pass the bill, however, it stalled in the Committee on Appropriations. The bill is now on hold for the year, but as marijuana acceptance and usage continues to expand, California employers can expect to see more bills such as A.B. 2069 brought up for consideration.

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