Faces HCM co-founder Caela Bintner speaks on the issue of Sexism in the Cannabis Workplace at the Women Grow Leadership Summit in Denver.
We're very proud of you, Caela!
FACES HCM was very excited to be a part of the 2016 Marijuana Business Conference & Expo in Las Vegas.
The November event was sold out, with around 10,000 people attending. That’s up from 4,000 last year and says volumes about how the legal cannabis industry has matured and grown.
We were very impressed by the high caliber, as well as the high-capitalization rates, of the companies represented. There were a lot of technology and equipment firms in attendance, as well as agricultural lighting groups, food organizations and other companies essential to this rapidly-expanding market.
For our part, FACES partnered with MJ Freeway, the pioneering cannabis compliance software firm, and had a well-attended display in the back of one of the halls. That space provided us a quiet place, where many people came by to talk with us about their management and HR needs in this unique industry.
Las Vegas wouldn’t be complete without a happy hour; and ours at the Bellagio – which we put together with Nerve Cannabis Consulting – was a crowded and fun event.
Thanks to everyone who came by to chat with us. We’re looking forward to seeing you again – as well as making new friends and contacts – at future conferences.
The Department of Labor (DOL) has recently reassessed their interpretation of the independent contractor classification with an emphasis on a new set of criteria, and in order to ensure continued compliance with the Fair Labor Standards Act (FLSA), small businesses that have classified workers as independent contractors will now need to review and possibly reassess whether or not those classifications are still valid.
According to the Society for Human Resource Management (SHRM), the DOL previously relied on a number of tests to determine how much control an employer had over an individual’s work; now, the DOL has deemphasized that test in favor of the “economic realities” test, which instead determines how economically dependent the worker is on the employer. According to attorney Allan Bloom, “Businesses worried about staying under the DOL radar on this issue should make sure that they are doing business with established independent service providers.”
When reassessing the status of your workers currently classified as independent contractors, it is now vitally important to carefully consider how much control and even influence your business has over each worker. Independent contractors should be “independent” in regards to how and when work is performed, and a contractor must have the freedom to work for others.
The DOL now requires employers to review the following six factors:
- The extent to which the work performed is an integral part of the employer’s business.
- The worker’s opportunity for profit or loss depending on his or managerial skill.
- The extent of the relative investments of the employer and the worker.
- Whether the work performed requires special skills and initiative.
- The permanency of the relationship.
- The degree of control exercised or retained by the employer.
If you are unsure whether or not your worker classifications are still valid and in compliance with the FLSA, one of our HR professionals will be happy to provide further guidance and advisement. Feel free to contact us for more information!