While cannabis industry employers face the same legal obligations as mainstream companies, there are a host of considerations these employers need to be aware of as they develop. This article provides a brief synopsis of ten considerations.

1. As employers approach the fifty-employee minimum, they should be aware that they will then be subject to the National Labor Relations Act (among other laws). Once an employer reaches that threshold, employees have the right to unionize, organize, voice concerns, discuss wage and employment issues, etc. The result may be Collective Bargaining Agreement negotiations.
2. Some states have variations of “Labor Peace Agreements”—contracts between a union and employer that require parties to waive certain rights under federal labor law. It is particularly important for employers to know whether their state requires these Agreements and the substance of those requirements.
3. Employers should beware of the potential for misclassification, which can result in improper payment, taxation, and errors in benefits, among other things. Being conscientious of the legal requirements surrounding classification as an employee or independent contractor, how the employee is paid, and whether the employee receives benefits, can help protect against violations of labor and wage and hour laws.
4. Federal, state, or local law may require employers to provide leave for employees. Some laws may require leave when the employer reaches five employees, while others apply to...

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