Vermont said no
In a blow to marijuana entrepreneurs and legalization advocates, Vermont Governor Phil Scott vetoed a marijuana legalization bill Wednesday.
Governor Scott provided local media with a thorough explanation of his reasoning to accompany his veto.
Notably, he acknowledged the reality that his veto was likely a moot point, given the nationwide, cross-party shift in favor of marijuana legalization that has been clear in the last few election cycles.
The remainder is a detailed and well-reasoned objection, but more than that, a vital read for would-be marijuana entrepreneurs, responsible consumers and indeed pro-legalization commentators like your humble narrator.
Governor Scott’s veto reasoning is a veritable Cliffs Notes for the reasons smart people are still anti-legalization.
Which is awesome, because that means a very smart person who knows how the law works has just provided would-be entrepreneurs and legal consumers alike with a how-to for getting people on board with responsible, profitable cannabusiness.
1. Think of the children!
Governor Scott leads with a cheap shot here, and yeah, it irritates me too. Anybody who’s spent any time dealing with this issue knows that at least as often as that argument constitutes a reasonable objection, it’s deployed to short-circuit a debate by forcing focus onto a single worst-case scenario. Anybody who’s spent any time being younger than 18 – so, everybody, minus American Genius’s much appreciated readership of vat-grown clones – also knows that a case of beer or a handle of vodka is both easier to get and far more likely to kill you than anything you can do with marijuana. Governor Scott is a smart guy who cares about this issue, so I assume he knows that.
He’s making that pitch because it works.
That’s why people use it – because it makes other people genuinely believe the subject is a threat to their children, which is, quite rightly, the end of the argument for any caring parent. That’s a problem entrepreneurs need to address. Marijuana marketing needs to become less about tie-dye and more about “18 and over, please smoke responsibly” before some people will feel safe having it around.
2. Who makes the rules?
This is – dare I say it – fair. Controlled substance regulation in this country is utterly nuts. Your humble narrator was born and raised in a state that has not only dry and wet, but, I swear to Insert Deity Here, moist counties. Kentucky does many things well. Law is not one of them. Responsible lawmakers like Governor Scott have a duty to make sure that kind of nonsense doesn’t happen again, and the legalization and regulation of marijuana is how they intend to discharge that duty.
It’s also a huge opportunity for businesspeople.
Where regulatory bodies exist, third-party input will be vital. Where third-party input is vital, there’s a door to stick your foot in. Nonprofit organizations already represent a major force in marijuana regulation, on both pro- and anti-legalization sides. The latter at least is sure to be represented in regulatory bodies, since to date regulatory bodies have said “ban it. All of it.” If you want a point of view at that table other than that, get yourself a seat. Being part of the regulatory process is cannabusiness’s best chance to cut through the “Reefer Madness” in the name of socially responsible – and profitable – enterprise.
3. What are the numbers
A number of Gov. Scott’s objections come down to a plain fact: the details aren’t done yet. Everything from testable impairment thresholds for automotive offenses to long-term monitoring and reporting protocols for the community impact of legal marijuana is still up in the air. Gov. Scott thinks that’s irresponsible.
Know what? It is.
This is a space where non-government interests in the nonprofit and for-profit field can lead. Nonprofits in particular have decades of data on the impact – or lack thereof – of marijuana on public health. Entrepreneurs can set business standards for boring stuff like THC levels per item and daily sale limits in-house and present them to regulatory boards as a fait accompli.
Legal marijuana is happening
That’s a good thing. But it’s not the last thing. Legal marijuana doesn’t mean we all throw open our shutters on a clear spring morning and start doing profitable, socially responsible cannabusiness. If you’re expecting that, I suspect you’re breaking Biggie’s Rule Four. Never break Biggie’s Rule Four. It means we have to deal with a government that has, to date, had a very simple policy regarding the product in question, and now has to cobble together a very complicated one.
If you don’t do it, they’re gonna.
If you do, though – if non-government interests take responsibility for marijuana and its consequences from day one of legal sales – we may just manage this cannabusiness thing yet.
This web platform for cannabis is blowing up online distribution
(BUSINESS NEWS) Dutchie, a website platform for cannabis companies, just octupled in value. Here’s what that means for the online growth of cannabis distribution.
The cannabis industry has, for the most part, blossomed in the past few years, managing to hit only a few major snags along the way. One of those snags is the issue of payment processing, an issue compounded by predominantly cash-only transactions. Dutchie, a Bend, Oregon company, has helped mitigate that issue—and it just raised a ton of money.
Technically, Dutchie is a jack-of-all-trades service that creates and hosts websites for dispensaries, tracks product, processes orders, keeps stock of revenue, and so much more. While it was valued at around $200 million as recently as summer of 2020, a round of series C funding currently puts the company at around $1.7 billion—approximately 8 times its worth a mere 8 months ago.
There are a few reasons behind Dutchie’s newfound momentum. For starters, the pandemic made cannabis products a lot more accessible—and desirable—in states in which the sale of cannabis is legal. The ensuing surge of customers and demand certainly didn’t hurt the platform, especially given that Dutchie is largely responsible for keeping things on track during some of the more chaotic months for dispensaries.
Several states in which the sale of cannabis was illegal also voted to legalize recreational use, giving Dutchie even more stomping ground than they had prior to the lockdown.
Dutchie also recently took on 2 separate companies and their associated employees, effectively doubling their current staff. The companies are Greenbits—a resource planning group—and Leaflogix, which is a point-of-sale platform. With these two additions to their compendium, Dutchie can operate as even more of an all-in-one suite, which absolutely contributes to its value as a company.
Ross Lipson, who is Dutchie’s co-founder and current CEO, is fairly dismissive of investment opportunities for the public at the moment, saying he instead prefers to stay “focused with what’s on our plate” for the time being. However, he also appears open to the possibility of going public via an acquisition company.
“We look at how this decision brings value to the dispensary and the customer,” says Lipson. “If it brings value, we’d embark on that decision.”
For now, Dutchie remains the ipso facto king of cannabis distribution and sales—and they don’t show any plans to slow down any time soon.
Ford adopts flexible working from home schedule for over 30k employees
(BUSINESS NEWS) Ford Motor Co. is allowing employees to continue working from home even after the pandemic winds down. Is this the beginning of a trend for auto companies?
The pandemic has greatly transformed our lives. For the most part, learning is being conducted online. At one point, interacting with others was pretty much non-existent. Working in the office shifted significantly to working remotely, and it seems like working from home might not go away anytime soon.
As things slowly get back to a new “normal”, will things change again? Well, one thing is sure. Working from home will be a permanent thing for some people as more companies opt to continue letting people work remotely.
And, the most recent company on the list to do this is Ford Motor Co. Even after the pandemic winds down, Ford will allow more than 30,000 employees already working from home to continue doing so.
Last week, the automaker giant announced its “flexible hybrid model” schedule to its staff. The new schedule is set to start in the summer, and employees can choose to work remotely and come into the office for tasks that require face-to-face collaborations, such as meetings and group projects.
How much time an employee spends in the office will depend on their responsibilities, and flexible remote hours will need to be approved by an employee’s manager.
“The nature of work drives whether or not you can adopt this model. There are certain jobs that are place-dependent — you need to be in the physical space to do the job,” David Dubensky, chairman and chief executive of Ford Land, told the Washington Post. “Having the flexibility to choose how you work is pretty powerful. … It’s up to the employee to have dialogue and discussion with their people leader to determine what works best.”
Ford’s decision to implement a remote-office work model has to do in part with an employee survey conducted in June 2020. Results from the survey showed that 95% of employees wanted a hybrid schedule. Some employees even reported feeling more productive when working from home.
Ford is the first auto company to allow employees to work from home indefinitely, but it might not be the only one. According to the Post, Toyota and General Motors are looking at flexible options of their own.
Unify your remote team with these important conversations
(BUSINESS NEWS) More than a happy hour, consider having these poignant conversations to bring your remote team together like never before.
Cultivating a team dynamic is difficult enough without everyone’s Zoom feed freezing halfway through “happy” hour. You may not be able to bond over margaritas these days, but there are a few conversations you can have to make your team feel more supported—and more comfortable with communicating.
According to Forbes, the first conversation to have pertains to individual productivity. Ask your employees, quite simply, what their productivity indicators are. Since you can’t rely on popping into the office to see who is working on a project and who is beating their Snake score, knowing how your employees quantify productivity is the next-best thing. This may lead to a conversation about what you want to see in return, which is always helpful for your employees to know.
Another thing to discuss with your employees regards communication. Determining which avenues of communication are appropriate, which ones should be reserved for emergencies, and which ones are completely off the table is key. For example, you might find that most employees are comfortable texting each other while you prefer Slack or email updates. Setting that boundary ahead of time and making it “office” policy will help prevent strain down the road.
Finally, checking in with your employees about their expectations is also important. If you can discuss the sticky issue of who deals with what, whose job responsibilities overlap, and what each person is predominantly responsible for, you’ll negate a lot of stress later. Knowing exactly which of your employees specialize in specific areas is good for you, and it’s good for the team as a whole.
With these 3 discussions out of the way, you can turn your focus to more nebulous concepts, the first of which pertains to hiring. Loop your employees in and ask them how they would hire new talent during this time; what aspects would they look for, and how would they discern between candidates without being able to meet in-person? It may seem like a trivial conversation, but having it will serve to unify further your team—so it’s worth your time.
The last crucial conversation, per Forbes, is simple: Ask your employees what they would prioritize if they became CEOs tomorrow. There’s a lot of latitude for goofy responses here, but you’ll hear some really valuable—and potentially gut-wrenching—feedback you wouldn’t usually receive. It never hurts to know what your staff prioritize as idealists.
Unifying your staff can be difficult, but if you start with these conversations, you’ll be well on your way to a strong team during these trying times.
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