legal compliance of all federal, state, and local laws.
current the company’s employment documents such as employee handbook and NDA. Manages the dissemination of the updates to
employment documents to all employees at the company and gathers all necessary
signatures to confirm the updates.
applicant interviews with the coordination of other managers.
and administer Job Offer Letters and any employment contracts.
new employees with the training manager.
applicable, provide new employees with computer, email address, and access to
company software licenses.
up to date and secure all employee files as required by MA and the CCC.
and keep current background checks and agent registration renewals with CSI and
and keep current Responsible Vendor Training for every employee.
and use Paragon’s
HR Next to store essential employee information, generate company reports, recruit
applicants, and manage health plan enrollment.
payroll and problem solve any employee payroll concerns. Validate all Paid Time Off requests.
any garnishments necessary for payroll.
up & manage the company sponsored health insurance and other employee
employee claims of the Family Medical Leave Act.
any employment relations issues, such as work complaints and harassment
and monitor the company’s health and safety programs.
investigations into accidents and prepare reports for insurance carriers.
and schedule CPR/First Aid Trainings.
track, and report on the company’s diversity plan. This includes administering surveys,
tracking hiring statistics, and scheduling meetings and action plans if company
is failing in diversity efforts.
and preparation for all employee reviews.
data and analyze employee feedback.
present in person or on a conference connection during all employee reviews and
keep those records up to date.
present or on a conference connection during all employee disciplinary actions and
keep those records up to date and properly filed.
present at the separation
available or requested by the Leadership Team.
necessary tasks after separating with an employee including the surrender of employee’s
agent registration with the Cannabis Control Commission MassCIP.
the compliant storage, analysis, maintenance, and communication of records
required by law or local governing bodies, or other departments in the
organization including safety meetings, diversity benchmarks, and insurance
current on updated regulations with the Company’s employment attorney.
trainings as required by law or suggested by the attorney or the Leadership Team. Examples include: sexual harassment,
managers with keeping files both current and compliant with regards to the job
descriptions, standard operating procedures, and emergency procedures.
plan and attend recruitment events.
ever necessary, write and deliver presentations to corporate officers or
government officials regarding human resources policies and practices of the
and execute all details of company sponsored events such as employee holiday
the company at any employee related legal hearings.
the budget of human resources operations.
with outside suppliers to provide employee services, such as temporary
employees, search firms, relocation services, employee counseling and training,
with company newsletter.
the Company is compliant with regard to ADA laws for reasonable accommodations due
current on data relevant to our recruitment efforts including workforce availability
and demographics, status of hiring by other cannabis companies, tracking salary
and benefit benchmarks.
in parallel with retail managers to constantly be aware of labor needs to fill.
hires as determined by the Leadership Team to be valuable team assets.