Employees should notify their supervisor and Human Resources Representative if a health issue requires a leave of absence. For this reason, unless and until federal law changes, Curaleaf is prohibited from offering sponsorship for any non-immigrant or immigrant visas. Cost of replacing un-returned items is deducted from the employees final pay. [Employee wages are reviewed yearly. The Regional Manager will share confidential information and talk bad about other upper management/store management. If the candidate has been hired, termination of employment may be considered. Three main topics need to be covered in your companys handbook: legal language, acceptable employee conduct, and employee benefits. Such confidential information includes (but is not limited to): pending projects and proposals, proprietary production processes, compensation data, personnel/payroll records, financial information, marketing strategies, and conversations with people associated with the company. [Company Name] is open from [X a.m. to X p.m. from Day of Week - Day of Week], except for Holidays (See Section 6.7, Holidays). However, the employee may still be held accountable to the policies and guidelines outlined in the handbook even if he or she refuses to sign an acknowledgment of receipt. The IRA plan helps contributors save by reducing gross taxable income. [Company Name] employs United States citizens and non-U.S. citizens authorized to work in the United States in compliance with the Immigration Reform and Control Act of 1986. You will end up leaving soon. There is a lot of different things for everyone. Find a Great First Job to Jumpstart Your Career, Learn How to State Your Case and Earn Your Raise, Climb the Ladder With These Proven Promotion Tips, Copyright 2008-2023, Glassdoor, Inc. "Glassdoor" and logo are registered trademarks of Glassdoor, Inc. From insurance, health and wellness to vacation and more, find out what you could benefit from when working at Curaleaf. Vice President of Corporate Social Responsibility Khadijah Tribble and Director of Corporate Social Responsibility Raheem Uqdah were featured in NewsOne regarding Rooted in Good and the release of our first impact report. Employee personnel files include: [job application, job description, rsum, records of training, salary history, records of disciplinary action and documents related to employee performance reviews, coaching, and mentoring.]. Overtime worked without authorization from the [supervisor] may result in disciplinary action. In addition to the challenges of running a successful business, theres also the difficulty of maintaining regulatory compliance in the cannabis industry. Curaleaf employs 2,403 employees. Overtime compensation is paid to non-exempt employees in accordance with federal and state wage and hour restrictions. When it comes to corrective actions towards your employees, avoid overly defining your procedures. Explore our flower and more. Due to potential liabilities, [Company Name]s employees will not be responsible for transporting another employee. Curaleaf is very Corporate, pushes Select Brand Store Associate (Former Employee) - Tucson, AZ - December 20, 2022 Indeed Featured review Curaleaf was taking over for Bloom while I worked there. Deviating from company rules and standards can lead to disciplinary action, including termination of employment (see Section 3.12, Corrective Action). Weve been in business since [year] and since that time have developed the philosophy that [company philosophy]. While it may be tempting to write a policy that says If A happens then B occurs, you may find yourself in a position where an employee commits a particularly egregious action, only for you to discover you cant fire that person because of the wording in your handbook. So what should you put in your employee handbook? We are looking for an Employee Relations Manager to be an integral part of Curaleaf's People and Culture team. Reimbursements under [$15] will be included in the employees next regular paycheck. Curaleaf CEO Matt Darin delivered the lay-off news in a company-wide email to employees . Curaleaf Holdings, Inc. - Third Quarter 2022 Earnings Conference Call Monday, November 7, 2022 3rd Annual Needham Virtual Cannabis Conference Wednesday, September 7, 2022 Wolfe Late Summer Consumer Conference Wednesday, August 24, 2022 - Thursday, August 25, 2022 Curaleaf Holdings, Inc. - Second Quarter 2022 Earnings Conference Call MA. ; you must communicate that with current and potential employees. To search for jobs in other locations, fill in the title and locations to begin your search. Curaleaf pays an average hourly rate of $34 and hourly wages range from a low of $30 to a high of $40. How much do Curaleaf employees Hourly make in the United States? It is also helpful to have a mobile version of your handbook. Where the grass is not just greener, its better. Everyone had hope in their eyes less than a year ago. It may also describe penalties for employees who discriminate. . (or:) [Company Name does not allow breaks except during the lunch period.]. While you may take it as given that your workplace does not discriminate based on age, gender, race, sexual orientation, etc. They has several chance to tell me and no one did until after my first day they sent me home with a contract to sign. Employees improperly disclosing or using confidential business information or trade secrets are subject to disciplinary action, including termination and legal action, even if the disclosure does not benefit them. hbspt.cta._relativeUrls=true;hbspt.cta.load(2147470, '3b202fe6-9d23-4538-8734-c434d0a2e859', {"useNewLoader":"true","region":"na1"}); Operations Tips, Cannabis News, Coronavirus Resources, cannabis hiring and onboarding best practice. Time off on personal time, holidays, or any leave of absence will not be considered hours worked when calculating overtime. You got it. Curaleaf locations and view additional salary information. [Company Name] expects the employees supervisor to take action when employees deviate from them. The only way to effectively enforce such a policy is if you communicate that with your employee. Employees given the responsibility to close the business at the end of the day assume responsibility for locking doors, arming alarm systems, and performing any additional building care, such as turning off lights or setting thermostats. At-Will Employment essentially means that an employee may be dismissed by an employer for any reason, and without warning, as long as the reason is not illegal. Then, cannabis tech companyDutchie laid off 7% of its staff in June. , 5.0. Make it a part of the employee handbook if you have one. You've Got Mail. Some people walk in knowing what theyre looking for a tincture to ease the pain or perhaps a flower to make the day brighter. Employees are responsible for notifying their supervisor or [Company Name's] Human Resources Department of changes such as mailing address, telephone number, name, number of dependents, and emergency contacts. Curaleaf employees rate the overall compensation and benefits package 3/5 stars. Protecting trade secrets and confidential business information is essential to the success of [Company Name]. Then there are those who walk in curious, ready to start their journey with this ancient plant. You are not legally required to have an employee handbook, but you are legally required to inform employees of their rights. Other common Curaleaf email patterns are [first] (ex. Lunch breaks generally are taken between the hours of [11:30 a.m. And 2:30 p.m.], [Company Name allows breaks during the following times: times here.] Curaleaf Celebrates Launch of Adult-Use Cannabis Sales in Connecticut. Social Media Conduct We live in the 21st century, which unfortunately means that you will have to consider peoples social media conduct. Cultivation Associate (Building #1, A & B Shifts), Integrated Pest Management IPM Technician, IPM Technician (Integrated Pest Management), Lead Processing Lab Technician (Night Shift), Processing Lab Technician (Day Shift) ACE, Store Associate - Part Time - South Miami Dade. Discounts seem to rotate with different companies. Employees will be notified of changes. Learn about how Wurk's managed services and HR Business Partner team can help with your handbook by clicking here to set up a consultation with our experts. A weekly newsletter featuring conversations with the worlds top CEOs, managers, and founders. Compensation and Benefits Analyst job title. For calculating employee benefits, the workweek begins on [Sunday (starting at 12:01 a.m.) Through Saturday (ending at 12:00 a.m.)], unless a supervisor makes other arrangements with the employee. Restricting unauthorized visitors helps ensure security, guards confidential information, decreases insurance liability, protects employee welfare, and limits distractions. [Company Name] observes the following [non-]paid holidays per year for all [non-exempt] employees: [New Years Day] This is a medicinal product, not an electonics/home appliance store. Safety This is both a legal and health concern. SELECT YOUR STATE CANNABIS 101 INVESTORS CONTACT US PRIVACY POLICY TERMS OF SERVICE CAREER OPPORTUNITIES. Workplace Behavior While you would like to assume that everyone knows what is and is not acceptable workplace behavior, you will want to list the types of behavior that is not acceptable in the workplace, such as no drinking on the job, no inappropriate jokes, etc. Works with Benefit broker and other team members on creating and editing guides, presentations, open enrollment content, and other benefit related materials, Collaborate with the team on new benefit plan offerings, design, and communication of new initiatives and support the strategy, design, and implementation of programs, Partner with HR, Managers, and Payroll to administer all Leave of Absence(s) including but not limited to: FMLA, PFMLA, Disability, ADA, Worker's Compensation, and Parental leave in conjunction with any third-party providers while maintaining compliance with local, state, and federal laws; ensure employees needing leave are well-educated on the process/benefits and how different leaves work in conjunction with one another, Coordinates with payroll regarding leave payments or off-cycle benefit deductions, Provides initial leave information to employees and managers, and responsible for providing managers with up-to-date information throughout the employee leave as needed, Maintains electronic records of all employee leave-related information and notices received from the leave vendor and employees. There are three primary reasons why crafting a cannabis-specific employee handbook is a MUST. Employees are responsible for reading important announcements and information posted on the bulletin boards in [locations]. Whether its passing multiple safety and purity tests or detailing breakdowns of cannabinoids and terpenes, we have proof of it all. The following is a list of Curaleaf's jobs and salaries. How about later? It usually requires that the employee meets all performance standards, and that the outside employment does not present a conflict of interest. Curaleaf Growth model Nate McDonald, Curaleaf vice president of operations management, at the company's medical cannabis cultivation and processing facility, in Ravena, N.Y. on Aug. 22, 2019. He is Curaleafs vice president of operations management, not the general manager of New York operations. Altering, falsifying, tampering with time records, or recording time on another employees time record will result in disciplinary action, including termination of employment. Stay away. Employees are presented with codes, keys, procedures, and secret handshakes needed to access their workspace. Curaleaf Adds Two New Members to the Board of Directors. Regardless of the specific company, the retail space often has high turnover rates, which means it is critical to have a streamlined process for training new budtenders, sales associates, and other employees. If you want to see a full list of benefits and perks at Curaleaf listed by categories, head to their Benefits page. It guides usfrom our cultivation centers to our retail spacesand it leads us to do better. Some employees may not realize that the rules you set in place are because of state or federal regulations and may try to take a shortcut or just make an honest mistake. Use the more locations button to explore other HR complaints are not confidential and retaliation is in full force when you make a complaint. Lets talk about cannabis. The original version of the photo caption in this story misstated Nate McDonalds role. Helping patients was of the utmost impact ortance. A Curaleaf employee prepares products in a New Jersey cultivation facility. Compliance, By having that cannabis-compliant employee handbook in place, with all of your policies laid out, expectations are clear, and youre able to protect yourself from unseen legal liabilities. The employees review date is typically on or about the anniversary date of employment or the date of the previous compensation review, although reviews may be conducted more often, depending on the circumstances. New year, new goals, new leaves. The Simple Investment Retirement Account (Simple IRA) plan offers [Company Name's] employees an opportunity for saving, financial growth, and favorable tax treatment. It cultivates and markets a range of cannabis products in various operating markets, including flower, pre-rolls and flower pods, dry-herb vaporizer cartridges, concentrates for vaporizing, concentrates for dabbing, tinctures, lozenges, capsules, and edibles. Thenews should comeas no surprise afterCantor Fitzgerald's Pablo Zuanic recently lowered the price target on Curaleaf's stock followingthe company'sQ3 earnings report. Disciplinary action, including termination of employment, may result from violating safety standards, creating dangerous situations, or failing to report or remedy such situations. MA, ZipRecruiter ATS Jobs for ZipSearch/ZipAlerts - 6 days ago, ZipRecruiter ATS Jobs for ZipSearch/ZipAlerts - 7 days ago, Curaleaf - Send jobs to 100+ job boards with one submission. 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