If you have a cannabis business in Oklahoma, you need employees to assist with operations. While you have already completed a thorough background check for your license, do your employees need to undergo an extensive screening process?
In this strictly regulated industry, you cannot just hire anyone to work in your company. Here is what you need to know about employee screening in Oklahoma’s cannabis industry.
Navigate the Regulatory Landscape
Since 2018, the Oklahoma Medical Marijuana Authority’s (OMMA) regulatory framework outlines every aspect of the industry, from licensing to security to hiring personnel. To obtain a business license, the OMMA has clear regulations regarding a criminal conviction. A person cannot have:
- Any non-violent felony conviction within the last two years of the application submission date
- Any violent felony conviction within the previous five years of the application submission date.
One of the most important aspects of any business is its employees. For any company that handles cannabis, there is a stronger need for security and integrity. Prospective employees must submit to a background check. With that information, you can assess the suitability of candidates for various roles within your organization.
These background checks will look at an individual’s criminal history. Like a business owner seeking a license, prospective employees should be evaluated for any past convictions, especially those related to drugs, violence, or financial misconduct.
This examination can reduce potential risks associated with employing individuals who may compromise the safety and legality of your operations.
How to Handle the Hiring Process
For employers in Oklahoma’s cannabis industry, hiring an employee is more than looking at their resume or conducting an interview. You need to thoroughly review any candidate’s background to make sure that they align with the industry’s ethical standards and legal obligations.
You will want to have prospective employees disclose any relevant information about their criminal history during the application process. Once an offer of employment is made, candidates should be required to provide authorization for a background check. With that, you can get a detailed look at the candidate’s criminal history.
If someone does have a record, you will want to look at whether they were rehabilitated, the time frame from the conviction, and the type of crime committed. If a candidate has a conviction related to drug offenses, violence, or financial crimes, that could raise red flags for your company.
Looking ahead, there will be additional requirements for employees in the cannabis industry in the next year, such as pre-employment background checks and mandatory education classes for state-sponsored work credentials. As the industry continues to progress, you need to ensure your workforce meets regulatory standards and upholds the industry’s commitment to responsible business practices.
Learn More About Cannabis Regulations
You cannot just hire anyone to work for your company. Employee screening in Oklahoma’s cannabis industry is very important for your business to ensure you have the right workers in place. Your company needs to balance regulatory compliance with a secure work environment in this state.
If you would like to learn more about the specific cannabis regulations in Oklahoma, schedule a consultation with Brune Law. Call (918) 238-7580 to set up an initial appointment.