Loading...
C-20-106 Perfect Union RedactedApplicant (Entity) Information Application Type Proposed Location Commercial Cannabis Business Permit Application C-20-106 Submitted On: Dec 04, 2020 Applicant David Spradlin angelica@perfect-union.com Applicant (Entity) Name: Perfect Union - Fresno, LLC DBA: Perfect Union Physical Address: 45 E Minarets Ave City: Fresno State: California Zip Code: 93650 Primary Contact Same as Above? Yes Primary Contact Name: Angelica Sanchez Primary Contact Title: Director of Government Affairs Primary Contact Phone: Primary Contact Email: angelica@perfect-union.com HAS ANY INDIVIDUAL IN THIS APPLICATION APPLIED FOR ANY OTHER CANNABIS PERMIT IN THE CITY OF FRESNO?: No Select one or more of the following categories. For each category, indicate whether you are applying for Adult-Use (“A”) or/and Medicinal (“M”) or both Both Please make one selection for permit type. If making multiple applications, please submit a new application for each permit type and proposed location. Permit Type Retail (Storefront) Business Formation Documentation: Limited Liability Company Property Owner Name: MWG Real Estate Holdings Proposed Location Address: 45 E Minarets Ave City: Fresno State: California Zip Code: 93650 Property Owner Phone: Property Owner Email: -- Assessor's Parcel Number (APN): 303-101-16 Proposed Location Square Footage: Supporting Information Application Certification Owner Information 2000 List all fictitious business names the applicant is operating under including the address where each business is located: Perfect Union 45 E Minarets Ave, Fresno CA. 93650 Has the Applicant or any of its owners been the subject of any administrative action, including but not limited to suspension, denial, or revocation of a cannabis business license at any time during the past three (3) years? No Is the Applicant or any of its owners currently involved in an application process in any other jurisdiction? Yes If so, please list and explain: Fireworx Farms, LLC is currently under the application process for a cultivation facility in Colfax, CA. This entity is managed by David Spradlin. I hereby certify, under penalty of perjury, on behalf of myself and all owners, managers and supervisors identified in this application that the statements and information furnished in this application and the attached exhibits present the data and information required for this initial evaluation to the best of my ability, and that the facts, statements, and information presented are true and correct to the best of my knowledge and belief. I understand that a misrepresentation of fact is cause for rejection of this application, denial of the permit, or revocation of a permit issued. In addition, I understand that the filing of this application grants the City of Fresno permission to reproduce submitted materials for distribution to staff, Commission, Board and City Council Members, and other Agencies to process the application. Nothing in this consent, however, shall entitle any person to make use of the intellectual property in plans, exhibits, and photographs for any purpose unrelated to the City's consideration of this application. Furthermore, by submitting this application, I understand and agree that any business resulting from an approval shall be maintained and operated in accordance with requirements of the City of Fresno Municipal Code and State law. Under penalty of perjury, I hereby declare that the information contained in within and submitted with the application is true, complete, and accurate. Iunderstand that a misrepresentation of the facts is cause for rejection of this application, denial of a permit or revocation of an issued permit. A denial or revocation on these grounds shall not be appealable (FMC 9-3319(d)). Name and Digital Signature true Title Owner/CEO Please note: the issuance of a permit will be determined based on the application you submit and any major changes to your business or proposal (i.e. ownership, location, etc.) after your application is submitted may result in a denial. All applications submitted are considered public documents for Public Records Act request purposes. For details about the information required as part of the application process, see the Application Procedures & Guidelines, City of Fresno Municipal Code Article 33 and any additional requirements to complete the application process. All documents can be found online via this link. For questions please contact the City Manager’s Office at 559.621.5555. Owner Name:Owner Title: David Michael Spradlin CEO Owner Address: 1610 Arden Way Suite 101 Owner City: Sacramento Owner State: California Owner Zip: 95815 Has Owner Completed Background Check Application? Yes Ownership Percentage (%): 100 Business Name: Perfect Union Application #: C-20-106 CANNABIS BUSINESS PERMIT APPLICATION REVIEW - RETAIL Points Possible All or None Exceptional Good Acceptable Applicant Score Evaluation Notes (Explain each time points are deducted) SECTION 1: BUSINESS PLAN 300 Points Possible for Section 1 Resume: Resumes Provided for All Owners: Score 5 5 5 Resumes Provided in 2-page Format: Score 2 2 2 Education: (select highest academic level among ownership team, cannabis specific education separately) Cannabis specific education/training (accredited)2 2 2 High School Degree Reported: Score 4 4 -Degree not listed Bachelor's Degree Reported: Score 6 6 -Degree not listed Master's Degree or Higher Reported: Score 8 8 -Degree not listed Experience: (among ownership team, select one at highest level) Regulated Cannabis Retail Ownership Experience CA 13 13 13 Regulated Cannabis Retail Experience CA (management level or below): Score 10 10 - Other Retail Business Experience Reported, More than 5 years: or 8 8 - Other Retail Business Experience Reported, Less than 5 Years: Score 5 5 - 1.1 Sub-Total:30 22 Construction Cost Estimate: Construction Cost Estimate Provided: Score 8 8 6 4 4 Line item only, needs additional detail Construction Contingency Factor Included: Score 6 6 6 All Labor, Trades, Materials, Supplies and Permits and other Cost Factors Identified: Score 6 6 4 2 2 Basic, needs more detail Reference Data Provided for Unit Cost Factors: Score 5 5 3 1 0 Not included Operation and Maintenance Cost Estimates: Operation and Maintenance Cost Estimate Provided: Score 8 8 6 4 6 Needs additional detail All Labor, Trades, Materials, Supplies, Utilities, and other Cost Factors Identified: Score 6 6 4 2 4 Needs additional detail Annual Cost Escalators for Operating Costs Provided: Score 6 6 4 2 0 Not included Reference Data Provided for Unit Cost Factors: Score 5 5 3 1 0 Not included 1.2 Sub-Total:50 22 Proof of Capitalization Specific to one or more Owners: Score 5 5 0 Proof of Capitalization Specific to Business Name/Address: Score 5 5 0 Under MWG holdings and various other buisness names, no explanation as to MWG's relationship Proof of Capitalization Sufficient to Cover Proforma (3 months) and Construction Costs: Score 15 15 15 1.1 Owner qualifications. Resumes are not to exceed two (2) pages per owner. (30 points possible) 1.2 A budget for construction, operation, and maintenance, compensation of employees, equipment costs, utility cost, and other operation costs.(50 points possible) 1.3 Proof of capitalization in the form of documentation of cash or other liquid assets on hand, Letters of Credit or other equivalent assets which can be verified by the City. (50 Points Possible) Criteria Narrative: Criteria Narrative: Certified Audited Financial Report Provided for one or more Owners: Score 5 5 0 Score one of the following for a maximum 20 points: Capital source is 100% liquid (cash in owners bank, no debt obligation)20 20 20 Capital souce is debt obligation (letter of credit/loan from individual or institution) 10 10 - Capital consists of non-liquid assets (i.e. real property)8 8 - Capital consists of a mixture of liquid and non-liquid assets 15 15 - 1.3 Sub-Total:50 35 Three Years of Data Provided: Score 10 10 8 6 6 Very basic, needs additional detail Total Gross Revenue Estimates Provided:3 3 3 Total Gross Revenue by Product Type (flower and manufactured) Identified:3 3 3 Total Personnel Costs Provided:5 5 4 3 0 Not specifically listed as line item Total Property Rental or Purchase Costs Provided:2 2 0 Total Utilities Costs Provided:2 2 0 Total Cannabis Product Purchase Expense Provided 2 2 2 All Contract Services Identified:2 2 0 Annual Net Revenue Identified:3 3 3 Annual Cost Escalators Identified:4 4 3 2 2 Few costs shown as escalating, no explanations Annual Estimated Sales Tax Payments to State Provided:2 2 2 Annual Estimated Sale Tax Payments to City of Fresno Provided:5 5 5 Annual Business Tax License and Cannabis Permit Fee Provided:2 2 0 Annual Net Income Provided:5 5 5 Scoring Guidance: full points for realistic figures for all three years. Dock points for severe miscalculations, unrealistic estimates, or providing less than the request three years. 1.4 Sub-Total:50 31 Hours of Operation Provided: Score 5 5 5 Hours of Operation Provided for all 7 days of the week: Score 3 3 3 Hours of Operation Provided for Holidays: Score 2 2 2 Says "hours vary" on holidays Opening and Closing Procedures Provided: Score 10 10 8 6 6 Only describes security of opening, doesn't describe other opening tasks such as preparation of cash registers, inventory, etc. Scoring Guidance: full points for describing information in detail. Dock points for leaving information out or not providing enough detail. 1.5 Sub-Total:20 16 1.6.1 Fully describe the day-to-day operations if your applying for a retail permit: i. Describe customer check-in procedures. 20 20 15 10 15 Does not describe types of ID's accepted nor how medical cannabis recommendations will be verified. II. Identify location and procedures for receiving deliveries during business hours.10 10 8 6 6 Did not describe process for verifying contents of delivery iii. Identify the name of the Point-of-sale system to be used and the number of Point-of-Sale locations.10 10 10 Treez; 6 POS locations 1.6 Daily operations. With as much detail as possible, the Business Plan should describe the day-to-day operations which meet industry best practices. This should include at a minimum the following criteria for each permit type in which you are applying for a permit. (100 points possible) 1.4 Pro forma for at least three years of operation. 1.5 Fully describe hours of operation and opening and closing procedures. (20 points possible) Criteria Narrative: Criteria Narrative: Criteria Narrative: iv. The estimated number of customers to be served per hour/day.20 20 15 10 10 Did not describe peaks nor source of estimation v. Describe the proposed product line to be sold and estimate the percentage of sales of flower and manufactured products.20 20 15 10 20 vi. If proposed, describe delivery service procedures, number of vehicles and product security during transportation. (if no delivery service application must state this clearly for full points)20 20 15 10 20 Stated that they will not do delivery 1.6 Sub-Total:100 81 Section 1 Total:300 207 SECTION 2: SOCIAL POLICY AND LOCAL ENTERPRISE 400 Points Possible for Section 2 Description of Commitment to pay a Living Wage provided: Score 10 10 8 6 10 Definition of Living Wage Provided: Score 5 5 4 3 0 Did not define Living Wage Defined as Greater than Minimum Wage: Score 5 5 0 Did not define 2.1 Sub-Total:20 10 Wages and Salary CCB Entry-Level Hourly Wage Greater than Minimum Wage 5 5 5 minimum CCB Entry-Level Annual Salary Greater than Median Household Income ($50,432)5 5 0 minimum Health Care Benefits CCB Offers Medical Coverage to All Employees: Score 5 5 5 CCB Offers Dental Coverage to All Employees: Score 3 3 3 CCB Offers Vision Coverage to All Employees: Score 3 3 0 Does not describe vision benefit CCB Offers Health Reimbursement Account for Qualified Medical Expenses: Score 1 1 0 Does not include Employee Pays $0 for Employee Medical Premium: Score 3 3 3 Employee Pays $0 for Employee Dental Premium: Score 2 2 2 Employee Pays $0 for Employee Vision Premium: Score 2 2 0 Does not describe vision benefit Employee Pays less than $500 per month for Family Health Care Coverage (Medical, Dental, Vision): Score 2 2 2 Leave Benefits Number of Paid Vacation/PTO Days Per Year: (10+ days = excep; 6-9 days = Good; 3-5 days Acceptable)5 5 4 3 4 Number of Paid Holidays Per Year: (10 or more paid holidays = excep; 4-10 = Good; 1-3 Acceptable)5 5 4 3 0 Not described Number of days paid time off for Sick/Medical time: (7+ days= Exceptional, 4-6 days = Good, 3 days = acceptable (8 hour day))5 5 4 3 3 Retirement Offers employee retirement plan 2 2 2 Offers company match for employee retirement plan 2 2 2 2.2 Sub-Total:50 31 CCB Provides Tuition Reimbursement for Certificates: Score 3 3 0 Doesn't discuss tuition reimbursement 2.1 Describe whether the Commercial Cannabis Business is committed to offering employees a Living Wage. (20 points possible) Scoring Guidance: https://livingwage.mit.edu/counties/06019 2.2 Briefly describe benefits provided to employees such as health care, vacation, and medical leave, to the degree they are offered as part of employment. (50 points possible) 2.3 Describe compensation to and opportunities for continuing education and employee training.(20 points possible) Criteria Narrative: Criteria Narrative: Criteria Narrative: CCB Provides Tuition Reimbursement for associate degrees: Score 3 3 0 Doesn't discuss tuition reimbursement CCB Provides Tuition Reimbursement for bachelor's degrees: Score 3 3 0 Doesn't discuss tuition reimbursement CCB Provides Tuition Reimbursement for master's degrees: Score 3 3 0 Doesn't discuss tuition reimbursement CCB Provides Tuition Reimbursement for Specialized Commercial Cannabis Business Operations Training: Score 3 3 0 Doesn't discuss tuition reimbursement CCB Offers General Training for Health and Safety, Workplace Environment, Customer Service, etc. 5 5 4 3 5 2.3 Sub-Total:20 5 General Recruitment Plan Provided: Score 10 10 8 6 10 Social Policy Recruitment Plan Provided: Score 10 10 8 6 10 Recruitment Plan Includes Demographic Data for District, City or County: Score 10 10 8 6 0 Does not include Recruitment Plan Includes List of CBOs, Non-Profits and Public-Agency Hiring Partners: Score 10 10 8 6 10 Recruitment Plan Includes Hiring Targets (percentages) by Demographic Groups: Score 10 10 8 6 8 Commits to FMC but does not set additional hiring goals 2.4 Sub-Total:50 38 Owners Number of Owners:1 Number of Owners that live within the City of Fresno:0 Number of Owners that live in the County of Fresno:0 Number of Owners that Own a Business in the City of Fresno:0 51%+ ownership interest percent of the Owners live or own a business in the City: Score 80 80 0 No local owners 51%+ ownership interest percent of the Owners live or own a business in the County: Score 40 40 0 Less than 50 percent equity of the Owners live or own a business in the City (If no owners are local, score zero)20 20 0 Managers Number of Managers (salaried, non-owners) Number of Managers that live in the City of Fresno: Number of Managers that Own a Business in the City of Fresno: 100 percent of the Managers live or own a business in the City: Score 20 20 0 Does not describe local management hires 75 to 99 percent of the Managers live or own a business in the City: Score 15 15 0 50 to 74 percent of the Managers live or own a business in the City: Score 10 10 0 Less than 50 percent of the Managers live or own a business in the City: Score 5 5 0 2.5 Sub-Total:80 0 Responsibilities Described for All Titles/Positions: Score 20 20 15 10 15 Does not list the quantity of each position to be hired 2.4 Describe the Commercial Cannabis Business plan to recruit individuals who meet the criteria listed in the Social Policy Section 9-3316 (b) (1) of the Fresno Municipal Code (FMC) and the percentage of local employees it hires. (50 points possible) 2.5 Describe the extent to which the Commercial Cannabis Business will be a locally managed enterprise whose owners and /or managers reside within or own a commercial business within the City of Fresno, for at least one year prior to March 2, 2020.(80 points possible) 2.6 Describe the number of employees, title/position and their respected responsibilities.(20 points possible) Criteria Narrative: Data, non-scored. Write response in Evaluation Notes column. IF full points achieved for Ownership category, don't score managers. Section is total of 80 points possible. Criteria Narrative: Criteria Narrative: Data, non-scored. Write response in Evaluation Notes column. 2.6 Sub-Total:20 15 Does CCB have more than five employees: 5 5 5 CCB has signed a peace agreement: Score 5 5 5 2.7 Sub-Total:10 10 Work Force Plan Provided: Score 10 10 8 6 10 Commitment to Local Hire Provided:10 10 8 6 10 90% local hire committment Commitment to Offer Apprenticeships Provided:10 10 8 6 10 Commitment paying for continuing education provided 10 10 8 6 6 offers in-house training but not tuition reimbursement nor mention of workshops, conferences, etc. Description of commitment to paying a living wage provide. (Score same as sec. 2.1)10 10 8 6 10 2.8 Sub-Total:50 46 CCB is willing to serve as Social Equity Business Incubator: Score 100 100 80 60 60 Offers service but does not describe in detail Mentorship and Training: Score yes Equipment Donation: Score yes Shelf Space: Score yes Legal Assistance: Score yes Finance Services Assistance: Score yes Other Technical Assistance: Score yes (unspecified) Scoring Guidance: full points for willingness to serve with detailed plan offering at least three aspects mentioned above or of similar benefit. Less points for willingness to serve but vague or unclear commitment. Zero points if there is no clear commitment to serve as Incubator. 2.9 Sub-Total:100 60 Section 2 Total:400 215 SECTION 3: NEIGHBORHOOD COMPATIBILITY PLAN 300 Points Possible for Section 3 CCB will document complaints (time of complaint, nature of complaint, resolution of complaint): Score 10 10 8 6 6 Needs more detail CCB will established a dedicated contact person to receive complaints: Score 10 10 10 CCB will establish a dedicated phone number to receive complaints: Score 5 5 5 Data to inform score on first line of this section. Write response in Evaluation Notes column. 2.8.3. Commitment to pay a living wage to its employees 2.7 Describe whether the CCB has five (5) or more employees and whether it has signed a labor peace agreement allowing employees to unionize without interference. (10 points possible) 2.8 Provide a workforce plan that includes at a minimum the following provisions: (50 points possible) 2.8.1. Commitment for 30% of employees to be local hires; the business must show that it has either hired or made a good faith effort to hire bona fide residents of Fresno who have not established residency after the submission of an application for employment with the applicant/permittee. 2.8.2. Commitment to offer apprenticeships and/or compensation for continuing education in the field; and Criteria Narrative: Criteria Narrative: Criteria Narrative: Criteria Narrative: 2.9 Describe whether the business is willing to serve as a Social Equity Business Incubator by offering support to local cannabis social equity businesses in the form of mentorship, training, equipment donation, a percentage of shelf space dedicated to Fresno equity business products, legal assistance, financial services assistance, or other technical assistance support.(100 points possible) 3.1 Describe how the CCB will proactively address and respond to complaints related to noise, light, odor, litter, vehicles, and pedestrian traffic.(50 points possible) CCB will establish a dedicated email address to receive complaints: Score 5 5 5 CCB will establish a response time standard for returning complaint calls and emails: Score 5 5 0 Info not provided CCB will schedule or participate in periodic community meetings to engage with residents about the CCB operation: Score 10 10 0 Info not provided Other measure unique to business (i.e. website complaint form)5 5 0 Info not provided Scoring Guidance: full points for detailed proactive plan addressing all aspects mentioned. Dock points for leaving out aspect, vagueness, or reactive plans. 3.1 Sub-Total:50 26 CCB will maintain a listserv of community residents to update and information residents of business operations. 10 10 0 Info not provided CCB will schedule or attend periodic community meetings (at least annually) to engage with residents about the CCB operation: Score 10 10 0 Info not provided CCB will prepare a community outreach and engagement plan: Score 50 50 40 30 0 Info not provided CCB will issue periodic Newsletters to community providing information about CCB operations 10 10 0 Info not provided CCB will hire residents from the community work at the CCB: Score 20 20 0 Info not provided Scoring Guidance: full points for detailed proactive plan. Dock points for leaving out aspect, vagueness, or reactive plans. 3.2 Sub-Total:100 0 CCB has identified sensitive receptors to nuisance odors in vicinity of business operations: Score 5 5 0 Info not provided CCB has prepared a nuisance odor control plan: Score 10 10 8 6 10 Nuisance odor control plan identifies locations where fugitive emissions may exit the premise boundary: Score 5 5 0 Info not provided Nuisance odor control plan describes specific odor control measures to reduce fugitive emissions exiting the premise boundary: Score 5 5 5 CCB has established an odor reporting system: Score 5 5 5 CCB will install a nuisance odor monitoring system: Score 10 10 0 Needs more specificity 3.3 Sub-Total:40 20 CCB has identified the potential sources of nuisance odors for the business operation: Score 10 10 8 6 8 Needs more detail Scoring Guidance: full points for detailed proactive plan. Dock points for vagueness or reactive plans. 3.4 Sub-Total:10 8 Nuisance odor control plan describes specific odor control equipment: Score 10 10 8 6 8 Needs more detail Nuisance odor control plan describes specific odor control measures/techniques: Score 10 10 8 6 10 3.3 Describe odor mitigation practices.(40 points possible) 3.4 Identify potential sources of odor. (10 points possible) 3.5 Describe odor control devices and techniques employed to ensure that odors from cannabis are not detectable beyond the permitted premises. (30 points possible) Criteria Narrative: Criteria Narrative: Criteria Narrative: 3.2 Describe how the CCB will be managed to avoid becoming a nuisance or having impacts on its neighbors and the surrounding community.(100 points possible) Criteria Narrative: Odor control measures are identified for different nuisance odor sources: Score 10 10 10 3.5 Sub-Total:30 28 Nuisance odor control plan describes the operation, monitoring, and maintenance requirements for odor control measures: Score 10 10 0 Info not provided Nuisance odor control plan describes the staff training required for system operations, maintenance, repair, and troubleshooting.10 10 0 Needs more specificity 3.6 Sub-Total:20 0 CCB has identified the sources of waste generated by the business operation: Score 10 10 0 Info not provided CCB has prepared a source-separation plan to segregate different sources of waste generated by business operations: Score 10 10 10 The source-separation plan identifies policy, procedures, and locations where different sources of waste are to be collected for disposal: Score 10 10 8 6 8 Needs more detail The source-separation plan describes specific measures to control the collection and disposal cannabis waste: Score 10 10 10 The name of licensed cannabis disposal company provided: Score 10 10 10 3.7 Sub-Total:50 38 Section 3 Total:300 120 SECTION 4: SAFETY PLAN 300 Points Possible for Section 4 Safety Plan Prepared by Consultant: Score 10 10 0 no consultant used Safey Plan Assessed by Consultant: Score (if prepared by, also give points for assessed by)10 10 0 none Safety Plan Prepared for CCB Address (specific proposed location): Score 10 10 0 not specific Safety Plan includes Site Plan of Premise: Score 10 10 0 no overall site plan Safety Plan includes Building Layout Plan: Score 10 10 10 4.1 Sub-Total:50 10 Written Accident/Incident Procedure Provided: Score 20 20 15 10 5 mentioned only Procedures Address Multiple Accident/Incident Scenarios: Score 10 10 8 6 0 no multiple procedures Total Number of Scenarios Described: Score 0 Active Shooter Incident Described: Score 10 10 0 not mentioned Robbery Incident Described: Score 10 10 5 mentioned only not described 4.2 Sub-Total:50 10 Data-write response in Evaluation Notes Column 3.6 Describe all proposed staff odor training and system maintenance.(20 points possible) Criteria Narrative: Criteria Narrative: Criteria Narrative: Criteria Narrative: 4.1 The Safety Plan shall be prepared and/or assessed by a professional fire prevention and suppression consultant. (50 points possible) 4.3 Describe evacuation routes. (50 points possible) 4.2 Describe accident and incident reporting procedures. (50 points possible) Criteria Narrative: 3.7 Describe the waste management plan. (50 points possible) Evacuation Plan Provided: Score 20 20 15 10 20 Adequate Number of Evacuation Routes Identified: Score 20 20 15 10 20 Evacuation Route Distance to Public Right of Way: Score 10 10 8 6 0 no overall site plan to public way 4.3 Sub-Total:50 40 Location of Fire Suppression System Elements Identified: Score 10 10 0 none Type of Fire Suppression System Elements Identified: Score 20 20 15 10 20 Location of Fire Extinguishers Identified: Score 10 10 0 not provided Adequate Number of Fire Extinguisher Locations Identified: Score 10 10 8 6 0 unknown 4.4 Sub-Total:50 20 Written Procedure for Fire Emergencies Provided: Score 20 20 15 10 15 brief Written Procedure for Medical Emergencies Provided: Score 20 20 15 10 10 mentioned very vague Cardiac Arrest Medical Emergency Described: Score 20 20 15 10 0 not mentioned Gunshot Wound Medical Emergency Described: Score 20 20 15 10 0 not mentioned Other Medical Emergency Conditions Described: Score 20 20 15 10 0 not mentioned 4.5 Sub-Total:100 25 Section 4 Total:300 105 SECTION 5: SECURITY PLAN 300 Points Possible for Section 5 Security Plan Prepared by Consultant: Score 10 10 10 Security Plan Assessed by Consultant(if prepared by, also give points for assessed by): Score 10 10 10 Security Plan Prepared for CCB Address (specific proposed location): Score 10 10 10 Security Plan includes Site Plan of Premise: Score 10 10 10 Security Plan includes Building Layout Plan: Score 10 10 10 5.1 Sub-Total:50 50 Premises (Security) Diagram Provided: Score 20 20 15 10 20 5.2 Premises (Security) Diagram. In addition to diagrams submitted for other sections of the application, applicants are expected to submit a premises diagram (or site plan) which, focuses on the proposed security measures and how they relate to the overall business. (Pursuant to CCR Title 16, Division 42, §5006. Premises Diagram). 5.2.1 The diagram shall be accurate, dimensioned and to scale (minimum scale ¼"). The scale may be smaller if the proposed location exceeds more than a 1/2-acre parcel but must not be printed on larger than an 11" x 17" sheet of paper. (Blueprints and engineering site plans are not required at this point of the application process) 5.2.2 The diagram must be drawn to scale and clearly identify property boundaries, entrances, exits, interior partitions, walls, rooms, windows, and doorways. The activity in each room and the location of all cameras must be identified in the diagram. Criteria Narrative: Criteria Narrative: Criteria Narrative: Criteria Narrative: 4.4 Location of fire extinguishers and other fire suppression equipment. (50 points possible) 5.2.4 Limited-access areas, defined as areas in which cannabis goods are stored or held and only accessible to permittees, or its employees or contractors and areas used for video surveillance monitoring and storage devices (Pursuant to CCR Title 16, Division 42, §5000 (m) Limited-Access Area and §5042 Limited-Access Area. 5.2.5 Number and location of all video surveillance cameras. (50 points possible) 5.2.3 Description of cannabis activity that will be conducted in each area of the premise. Commercial cannabis activities that must be identified on the diagram/site plan may include but are not limited to the following if applicable to the business operations; storage areas, batch sampling areas, loading/unloading of shipment areas, packaging and labeling, customer sales areas, training areas, employee break room areas, extractions, infusions, processing, and testing areas. 4.5 Describe procedures and training for all fire and medical emergencies.(100 points possible) 5.1 The Security Plan shall be prepared and/or assessed by a professional security consultant.(50 points possible) Diagram is drawn to correct scale: Score 5 5 5 Diagram provides required details for premise: Score 5 5 5 Diagram shows the location of all security cameras: Score 5 5 5 Descriptions of activities to be conducted in each area of the premise 5 5 5 Limited-Access Areas Clearly Marked: Score 5 5 5 Number and Location of All Security Cameras Identified: Score 5 5 5 5.2 Sub-Total:50 50 Intrusion Alarm and Monitoring System Identified: Score 15 15 15 Name and Contact Information for Monitoring Company Provided: Score 5 5 5 Total Points of Entry into Premise Identified: Score 5 5 5 All Points of Entry to be Alarmed Identified:5 5 5 Type of Alarm Identified (motion, infrared, glass break, etc.): Score 10 10 10 Backup Power Supply Identified: Score 10 10 10 5.3 Sub-Total:50 50 Written Cash-Handling Procedure Provided: Score 30 30 20 15 15 Dual-Custody is Practiced for all cash handling: Score 10 10 0 No mention for all cash handling Video Surveillance Used to Monitor All Cash Handling: Score 20 20 0 No mention for all cash handling Armored Car Service Used for Bank Deposits: Score 10 10 0 No mention All Cash Deposited weekly with Bank: Score 10 10 0 No mention of frequency Onsite Vault Provided to Secure Cash Prior to Bank Deposit: Score 20 20 20 20 5.4 Sub-Total:100 35 CCB will use onsite security guards: Score 10 10 10 All onsite guards will be licensed and bonded: Score 10 10 0 No mention of being bonded All onsite security guards will be licensed to carry firearms: Score 10 10 10 Onsite security guards will be on duty before CCB opens for business: Score 10 10 10 Onsite security guards will be on duty after CCB closes for business: Score 10 10 10 5.5 Sub-Total:50 40 Section 5 Total:300 225 Section 1: Business Plan Total Points:300 207 Section 2: Social Policy & Local Enterprise Total Points:400 215 Section 3: Neighborhood Compatibility Total Points:300 120 Section 4: Safety Plan Total Points:300 105 54.50% TOTAL SCORE 5.4 Briefly describe cash handling procedures which covers day to day transactions with customers, vendors armor carrier vehicles and transporting it to the bank.(100 points possible) 5.5 Discuss whether the CCB will utilize the services of on-site security guards. Include in the discussion: (50 points possible) 5.5.1 Number of guards. 5.5.2 Hours guards will be on-site. 5.3 Identify intrusion alarm and monitoring system including the name and contact information for the monitoring company (if the company has been selected).(50 points possible) Criteria Narrative: Criteria Narrative: Criteria Narrative: Criteria Narrative: 5.5.3 Locations at which they will be positioned. 5.5.4 Guards' roles and responsibilities. Section 5: Security Plan Total Points:300 225 Total Points Achieved:1600 872 City of Fresno Commercial Cannabis Business Permit Application EvaluationBusiness Name: Perfect Union Application # C-20-106 Score 1 Score 2 Score 3 Average% Phase III Points Possible Phase III Points Actual Phase II Points Possible Phase II Points Actual Total Score Section 1: Business Plan 89%85%90%88.00%300 264.00 300.00 207 471 Section 2: Social Policy 89%82%90%87.00%500 435.00 400.00 215 650 Section 3: Neighborhood 85%80%89%84.67%300 254.00 300.00 120 374 Section 4: Safety 85%80%79%81.33%300 244.00 300.00 105 349 Section 5: Security 85%80%90%85.00%300 255.00 300.00 225 480 Section 6: Location 85%85%90%86.67%200 173.33 -0 173.33 Section 7: Community Benefits 80%80%80%80.00%500 400.00 -0 400.00 Total Score (points)2400 2025.33 1600.00 872 2897.33 Total %72.43% NOT IN SCOPEEXISTING BUILING EXISTING PROPERTY LINEEXISTING CURB, GUTTER AND EXISTING CONCRETE SIDEWALKELECTRICAL VAULT(E) 8 PARKING SPACES(E) 5 PARKING SPACES(E) 1 ADA PARKING SPACES(E) SITE ID SIGNAGEEXISTING 6' HIGH CHAIN LINK FENCE PRIVACY SLATS WITH 3' WIDE GATE(E) FIRE HYDRANT(E) GAS METER LOCATIONEXISTING CONCRETE CURB(E) LANDSCAPE(E) LANDSCAPE(E) LOCATION OF WATER BACK FLOWPROPOSED T.I125' -0"125' -0"EXISTING DRIVEWAY +/- 12' - 0"EXISTING DRIVEWAY+/- 22' - 6"TYP9' - 0" MIN9' - 0 " MIN18' - 0" MINTYP18' - 0" MINTYP9' - 0" MINTYP18' - 0" MINPERFECT UNION45 E MINARETS AVE SUITE SUITE 106, FRESNO CASITE PLANA2.0.012/14/202204041.001/8" = 1'-0"1SITE PLAN ____________________________ODOR DETECTION FORM____________________________ Name of Reporting Party: Phone Number: ________ Email Address: _________ Date: ___________________________ Time: __________________________ Location of Odor: _____________________________________ Weather Conditions:____________________________________ Date/Time of Notification: ______________________________ Notification Method: ___________________________________ - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - Administrative Use Only Mitigation Response Taken: ____________________________________ Date/Time Measures Employed: _________________________________ Were Mitigation Measures Successful? ____________________________ Signature/Date/Time: __________________________________________ Bureau of Cannabis Control (833) 768-5880 Adult-Use and Medicinal - Retailer License Provisional Storefront LICENSE NO: C10-0000254-LIC LEGAL BUSINESS NAME: HUGS ALTERNATIVE CARE PREMISES: 2035 Stockton BLVD SACRAMENTO, CA 95817 VALID: 6/20/2019 EXPIRES: 6/19/2021 Non-Transferable Prominently display this license  as required by Title 16 CCR § 5039    Bureau of Cannabis Control (833) 768-5880 Adult-Use and Medicinal - Retailer License Provisional Storefront LICENSE NO: C10-0000324-LIC LEGAL BUSINESS NAME: RCP Marysville PREMISES: 311 F ST MARYSVILLE, CA 95901-5829 VALID: 6/28/2019 EXPIRES: 6/27/2021 Non-Transferable Prominently display this license  as required by Title 16 CCR § 5039    Bureau of Cannabis Control (833) 768-5880 Adult-Use and Medicinal - Retailer License Provisional Storefront LICENSE NO: C10-0000749-LIC LEGAL BUSINESS NAME: PERFECT UNION - MORRO BAY PREMISES: 1000 QUINTANA RD MORRO BAY, CA 93442-2459 VALID: 8/20/2020 EXPIRES: 8/20/2021 Non-Transferable Prominently display this license  as required by Title 16 CCR § 5039    Bureau of Cannabis Control (833) 768-5880 Adult-Use and Medicinal - Retailer License Provisional Storefront LICENSE NO: C10-0000199-LIC LEGAL BUSINESS NAME: RIVER CITY PHOENIX PREMISES: 1508 El Camino AVE SACRAMENTO, CA 95815 VALID: 6/13/2019 EXPIRES: 6/12/2021 Non-Transferable Prominently display this license  as required by Title 16 CCR § 5039    Bureau of Cannabis Control (833) 768-5880 Adult-Use and Medicinal - Retailer License Provisional Storefront LICENSE NO: C10-0000204-LIC LEGAL BUSINESS NAME: F.F.A. INC. PREMISES: 6609 3RD ST RIVERBANK, CA 95367-2303 VALID: 6/14/2019 EXPIRES: 6/13/2021 Non-Transferable Prominently display this license  as required by Title 16 CCR § 5039    Bureau of Cannabis Control (833) 768-5880 Adult-Use and Medicinal - Retailer License Provisional Storefront LICENSE NO: C10-0000425-LIC LEGAL BUSINESS NAME: PHSL, LLC PREMISES: 840 BROADWAY AVE, SUITE B4 SEASIDE, CA 93955-4311 VALID: 7/16/2019 EXPIRES: 7/15/2021 Non-Transferable Prominently display this license  as required by Title 16 CCR § 5039    Bureau of Cannabis Control (833) 768-5880 Adult-Use and Medicinal - Retailer License Provisional Storefront LICENSE NO: C10-0000748-LIC LEGAL BUSINESS NAME: PERFECT UNION TURLOCK LLC PREMISES: 2500 N. Golden State BLVD Turlock, CA 95382 VALID: 8/20/2020 EXPIRES: 8/20/2021 Non-Transferable Prominently display this license  as required by Title 16 CCR § 5039    Bureau of Cannabis Control (833) 768-5880 Adult-Use and Medicinal - Retailer License Provisional Storefront LICENSE NO: C10-0000025-LIC LEGAL BUSINESS NAME: ACCENSUS GROUP LLC PREMISES: 241 Main ST WEED, CA 96094 VALID: 4/26/2019 EXPIRES: 4/25/2021 Non-Transferable Prominently display this license  as required by Title 16 CCR § 5039    California Department of Food and Agriculture 1220 N Street Sacramento, CA 95814 CANNABIS CULTIVATION LICENSE Legal Business Name:Valid: FIREWORX FARMS 08/23/2020 to 08/22/2021 Main Premises APN:License Number: Sacramento County - 277-0241-060-0000 CCL19-0001533 Main Premises Address:License Type: Adult-Use-Medium Indoor1025 Joellis Way Sacramento, CA 95815 Additional Premises APN(s):Additional Premises Address(es): ---- POST IN PUBLIC VIEW -------- NON-TRANSFERABLE ----Page 1 of 1 California Department of Food and Agriculture 1220 N Street Sacramento, CA 95814 CANNABIS CULTIVATION LICENSE Legal Business Name:Valid: Fireworx Farms 06/04/2020 to 06/04/2021 Main Premises APN:License Number: Sacramento County - 277-0241-060-0000 CCL20-0000036 Main Premises Address:License Type: Adult-Use-Nursery1025 JOELLIS WAY Sacramento, CA 95815 Additional Premises APN(s):Additional Premises Address(es): ---- POST IN PUBLIC VIEW -------- NON-TRANSFERABLE ----Page 1 of 1 Bureau of Cannabis Control (833) 768-5880 Adult-Use and Medicinal - Distributor License Provisional LICENSE NO: C11-0000090-LIC LEGAL BUSINESS NAME: METTA DISTRIBUTION AND TRANSPORTATION LLC PREMISES: 1504 EL CAMINO AVE SACRAMENTO, CA 95815-2731 VALID: 5/16/2019 EXPIRES: 5/15/2021 Non-Transferable Prominently display this license  as required by Title 16 CCR § 5039    October 7, 2020 To the City of Fresno, The intent of this letter is to enthusiastically recommend expansion of Perfect Union to the City of Fresno. Perfect Union has a reputation for excellence that aligns with the values of the City of Fresno. Their commitment to community, safety, and labor is un-paralleled in the cannabis industry. A specific underserved segment of the community that Perfect Union particularly demonstrates their commitment to is military veterans through hosting Operation EVAC. Operation EVAC launched on Memorial Day 2016 to prevent suicide and opiate overdose among military veterans through recurring social support groups. Our’s is a practice that strengthens resiliency by curating community and camaraderie while healing through story-sharing and practicing mindfulness meditation, fortified with compassionate (free) cannabis medicine. We’re experiencing transformational results in our troopers and we have not lost a single soul to self- harm since our inception. Perfect Union not only generously hosts our service, but also ensures for the care and safety of their veteran-patients by insisting on providing laboratory-tested compassionate cannabis products that meets their high quality and safety standards. They believe that their patients, especially their veteran-patients, deserve the best medicine on the market. Perfect Union has earned favorable consideration of expansion due to their exemplary leadership as stewards of the community. Their staff enjoys living wages with union benefits, their community improves from Perfect Union’s robust educational outreach efforts, particularly veterans through supporting the annual Wounded Veterans Run in Folsom, and by hosting Operation EVAC. It’s a privilege to speak truth to power on behalf of an organization like Perfect Union. If I can answer any questions that help determine their candidacy then please consider me perpetually available. In solidarity, Ryan Miller, USMC Operation EVAC 510-415-2593 ryan@opevac.org November 19, 2020 City of Fresno Attn: Wilma Quan, City Manager 2600 Fresno Street Room 2064 Fresno CA, 93721 To whom it may concern, It is with great pleasure that we write in support of Perfect Union’s application for a retail cannabis license in the City of Fresno. The mission of Root & Rebound is to restore power and resources to the families and communities most harmed by mass incarceration through legal advocacy, public education, policy reform and litigation. Through partnerships with corporate and non profit organizations we provide direct legal services to individuals with arrest and conviction histories and produce educational materials on navigating barriers to housing, employment, family law, parole, probation and many other legal reentry issues. One specific area that we focus our efforts towards includes decreasing the negative impact that the War on Drugs has within communities of color. Unfortunately, the War on Drugs disproportionately criminalizes Black people and poor people of color, and its traumatic consequences continue today. Forty-six percent of people are imprisoned due to drug offenses. Even after release from incarceration, people with arrest and conviction records face difficulty securing employment, housing, licenses, and other basic needs. Perfect Union proves to be a necessary ally in this fight for equity, specifically in the Fresno area. Through their generous efforts, Perfect Union has helped our Fresno office organize and facilitate a free ​community legal clinic. At this Perfect Union sponsored clinic, systems impacted individuals met 1-on-1 with a member of our legal team and received help navigating their reentry legal issues and protecting their rights completely free of charge. At a time where so many of our clients have bared the burden of consequences of the now thriving Cannabis industry, it is refreshing to know that the staff at Perfect Union are empowered to contribute to a drastic paradigm shift. What stands out most about Perfect Union is that they are not only willing to support our work monetarily, but they are also willing to donate their time and energy to support our clients. At our Fresno clinic several Perfect Union staff members donated their day to help with client intakes and donated their time to assist our small communications team with outreach to publicize the clinic. The employees and management at Perfect Union are eager supporters of reentry services and are committed to positively contributing to any space they occupy. The ethos of their leadership team has been further made clear to us through the company's sponsorship support of our Fresno Women’s Reentry Employment Initiative ​Holiday Gift Drive for Formerly Incarcerated Mothers and their children. ​They are an exemplary model of what the City of Fresno represents. Perfect Union’s dedication to help improve the lives of those that have been most impacted by the system only proves why they are most deserving of a cannabis dispensary license. We recommend that the City of Fresno grants Perfect Union’s application. Thank you for your time and consideration. Felicia Espinosa   Katherine Katcher Felicia Espinosa Founder & Executive Director Fresno Site Director & Senior Staff Attorney City Hall | 915 I Street, Second Floor | Sacramento, CA 95814-2604 | 916-808-8955 October 26, 2020 City of Fresno Office of Cannabis Oversight 2600 Fresno Street Room 2064 Fresno, CA 93721 Dear City of Fresno Office of Cannabis Oversight: Perfect Union has requested that the City of Sacramento’s Office of Cannabis Management (OCM) provide you information about the current status of their business. Perfect Union has a business operating permit issued by OCM to operate a medical and adult-use retail cannabis storefront. To our knowledge, Perfect Union is in compliance with the requirements of their operating permit and are current on their business operating taxes. Please feel free to address any additional questions regarding Perfect Union’s permit status to my attention at dssmith@cityofsacramento.org. Sincerely, Davina Smith Cannabis Program Manager October 6, 2020 The Honorable Lee Brand Mayor, City of Fresno 2600 Fresno Street, #3620 Fresno, CA 93721 Dear Mayor Brand: I want to express my sincere gratitude for your City’s thorough cannabis operator review process and commitment to licensing only the highest quality of applicants. It is essential that the local cannabis industry operates under labor-friendly standards so that the health and welfare of everyone in the city is protected and the city's interest is protected from disruption. Our organization has been a leader in advocating for workers’ rights in this emerging industry and has successfully inserted high labor standards on the local and State level. One such standard is the requirement for any employer with 20 or more employees (5 or more employees for the City of Fresno) to have a signed labor peace agreement with a bona fide labor union as a requirement to receive a State license (b and p code 26051.5 (a) (5), With that said, we consider a signed labor peace agreement as simply the first step in a commitment of fair labor practices. The Right to Organize has been around since 1935 under the Wagner Act giving unions the right to organize workers without being harassed or intimidated by employers. What stands out and speaks for itsel f is the commitment to fair labor practices through a collective bargaini ng agreement. Perfect Union is one of the only applicants that is a Union employer and has a long-standing relationship with United Food and Commercial Workers Union with membership dating back to 2010. This organization has helped the UFCW forge the path into the medical cannabis industry creating career pathways and standards for worker safety. We take great pride in the fact that Perfect Union was one of the first organizations in California to sign a collective bargaining agreement assuring their staff fair wages and benefits. Perfect Union continues to serve as a model example for worker’s rights and UFCW membership. They were the first employer to graduate the first class of Cannabis Pharmacy Technicians through our Joint Labor Management Apprenticeship program. Their membership with our union and commitment to promoting career pathways continue to make them leaders in empowering their workers to find their voice. The Honorable Lee Brand October 6, 2020 Page 2 We hope you will consider Perfect Union’s long-term membership with UFCW a benefit to your application process, and award them additional scoring credits. Perfect Union is the only applicant being considered that has had a collective bargaining agreement in place for their employees for over a decade. In a world where income disparity is a growing issue, it is refreshing to work with organizations like Perfect Union which are committed to fair labor practices in their daily operations. Thank you for your time and consideration. Regards, JACQUES LOVEALL cc: Miguel Arias, Council President Paul Caprioglio, Council Vice President Mike Karbassi, Councilmember Esmeralda Soria, Councilmember Luis Chavez, Councilmember Garry Bredefeld, Councilmember Nelson Esparza, Councilmember [Draw your reader in with an engaging abstract. It is typically a short summary of the document. When you’re ready to add your content, just click here and start typing.] EMPLOYEE HANDBOOK EFFECTIVE JANUARY 1, 2020 1 Table of Contents COMPANY OVERVIEW 5 OVERVIEW 5 MISSION Error! Bookmark not defined. VISION 5 GUEST SERVICES 5 ABOUT THIS HANDBOOK 6 RIGHT TO REVISE 6 OPEN DOOR 6 YOUR WORKING ENVIRONMENT 7 DISCRIMINATION, HARASSMENT, AND RETALIATION PREVENTION 7 EQUAL EMPLOYMENT OPPORTUNITY/ANTI-DISCRIMINATION 7 DIVERSITY AND INCLUSION POLICY 7 DIVERSITY & INCLUSION MISSION: 8 MANAGER RESPONSIBILITIES: 9 CONSEQUENCES: 10 NO HARASSMENT 10 WHAT IS HARASSMENT”? 10 WHAT IS SEXUAL HARASSMENT”? 10 CAN YOU GIVE ME AN EXAMPLE? 10 ADDRESSING AND REPORTING VIOLATIONS OF THIS POLICY 11 FILING OF COMPLAINTS OUTSIDE OUR COMPANY 12 RESPONDING TO COMPLAINTS 12 RETALIATION 13 CONFIDENTIALITY 13 CONFLICTS OF INTEREST 14 PERSONAL RELATIONSHIPS 15 SOLICITATION AND DISTRIBUTION 16 CONFIDENTIALITY OF THE COMPANY, GUESTS AND/OR VENDOR INFORMATION 17 2 PRIVACY AND THE COMPANY PROPERTY 17 COMPUTERS AND ELECTRONIC EQUIPMENT 17 MOBILE DEVICES 18 SOCIAL MEDIA 19 EMPLOYEE MANAGEMENT POLICIES 20 PERSONAL CONDUCT 21 CODE OF ETHICAL CONDUCT 21 ATTENDANCE POLICIES 22 CORRECTIVE ACTION GUIDELINES 23 DISCHARGE OR SUSPENSION 23 RULES AND DISCIPLINARY POLICIES 23 GRIEVANCE PROBLEM SOLVING 24 DRUG AND ALCOHOL (SUBSTANCE) ABUSE 25 SMOKING 26 RECORDING 26 APPEARANCE AND DRESS 26 MEDICAL ACCOMMODATION REQUESTS 28 RELIGIOUS ACCOMMODATION REQUESTS 28 SAFETY AND SECURITY 28 WORKPLACE SAFETY 28 REPORTING AN INJURY 29 POWER OUTAGE 29 LAW ENFORCEMENT ENCOUNTER 30 VIOLENCE AND WEAPONS 30 COMPANY AND PERSONAL VEHICLES FOR BUSINESS 30 WAGES AND HOURS 32 AT-WILL EMPLOYMENT 32 PROBATIONARY PERIOD 32 UNION MEMBERSHIP 32 EMPLOYEE CLASSIFICATIONS 32 PAYROLL POLICIES 33 3 PAY PERIOD AND PAYDAYS 33 OVERTIME 33 DIRECT DEPOSIT 33 TIME CLOCK PROCEDURES 33 ADVANCES 34 MAINTAINING YOUR EMPLOYMENT RECORDS 34 MEALS AND REST PERIODS 35 TRAVEL TIME 35 PAY FOR MANDATORY MEETINGS/TRAINING 36 BENEFITS AND TIME OFF FROM WORK 36 HEALTH INSURANCE 36 UFCW 8-GOLDEN STATE DIRECT REIMBURSEMENT DENTAL PLAN 36 INDIVIDUAL ACCOUNT PLAN (IAP) 36 STAFF DISCOUNT 37 HOLIDAYS 37 VACATION AND LEAVE POLICIES 37 SENIORITY 38 LAYOFF/RECALL 38 PROMOTIONS 38 LOSS OF SENIORITY 38 WORKERS’ COMPENSATION 39 PERSONAL LEAVE 39 SICK LEAVE 39 LACTATION ACCOMMODATION POLICY 40 LEAVES OF ABSENCE 41 FAMILY AND MEDICAL LEAVE 41 CALIFORNIA FAMILY RIGHTS ACT (CFRA) 44 FAMILIES FIRST CORONAVIRUS RESPONSE ACT FFCRA 44 SERVICEMEMBER FAMILY AND MEDICAL LEAVE 46 PERSONAL MEDICAL LEAVE 47 FUNERAL LEAVE 48 4 MILITARY LEAVE 48 JURY DUTY AND WITNESS LEAVE 49 TIME OFF TO VOTE 49 CIVIL AIR PATROL LEAVE 49 TIME OFF FOR ATTENDING CHILD’S SCHOOL DISCIPLINE 49 DOMESTIC VIOLENCE, SEXUAL ASSAULT OR STALKING LEAVE AND ACCOMMODATION 50 MEDICAL LEAVE AS A REASONABLE ACCOMMODATION 51 MILITARY SPOUSE LEAVE 51 ORGAN AND BONE MARROW DONOR LEAVE 52 PREGNANCY DISABILITY LEAVE 52 CALIFORNIA PARENTAL LEAVE ACT (CPL) 53 SCHOOL AND CHILD CARE ACTIVITIES LEAVE 54 TIME OFF FOR VOLUNTEER FIREFIGHTERS & PUBLIC SAFETY OFFICIALS 54 RE-EMPLOYMENT 55 CONFIRMATION OF RECEIPT ACKNOWLEDGMENT 55 5 COMPANY OVERVIEW OVERVIEW Perfect Union is a recreational and medical cannabis retailer focused on facilitating positive interactions between patrons and providers. We have developed a safe and convenient environment for our guests to feel confident in accessing their cannabis products. We also provide a friendly and caring place that guests can come to connect with others in the community. In addition, we provide an array of support programs and educational opportunities so that guests can increase their wellness potential and be a positive force in an often-hectic world. VISION Perfect Union is the premiere provider of cannabis-based health and wellness products and services. We understand that a person's right to wellbeing is paramount. We facilitate the healing process by providing a warm and caring environment for guests to access a broad spectrum of products and therapies. By creating a place for patients and guests to share in the healing process, Perfect Union will succeed in creating a community focused on celebrating health and happiness. Perfect Union cares about the community we serve. Our guests adhere to a strict code of conduct and agree to follow our Good Neighbor Policy as a part of their participation agreement. A responsible security culture ensures our guests and the community are kept safe, and that the organization has a positive impact on the surrounding area. We believe in civic responsibility and we regularly organize members to help in community service projects. Our organization fosters wellness through education, social activities, and support groups. We improve the quality of living of our guests by giving them a wealth of choices in their personal wellness journey. GUEST SERVICES Here at Perfect Union, we genuinely care about getting to know our guests and supporting their overall well-being. In keeping with that philosophy, we offer a range of wellness services that promote health. They vary by location, and may include support groups, acupuncture, chiropractic. These wellness and educational services set us apart from others in the industry, and the dispensary’s impact extends beyond its walls. As a team member of Perfect Union, it is your responsibility to know all our community services and to relay this information to our guests. Each location has their own unique set of programs that are connected to local needs and causes. Please share information about our services daily with guests. We are here to help them, and if they do not know about our services, they may not get all the help they need. We are a team and work together to make Perfect Union a place where our guests feel welcomed, comfortable, and cared for. 6 ABOUT THIS HANDBOOK We have prepared this handbook to provide employees with an overview of the policies, benefits, and rules for Perfect Union. It is intended to familiarize staff members with important information about the company, as well as employee responsibilities. This booklet highlights company policies, practices, and benefits and is not to be construed as a legal document. Although it is not a contract or a legal document, it is essential that all employees read, understand, and follow the provisions of the handbook. The personnel policies and practices are in place to ensure any issues that come up are resolved efficiently and effectively. With all team members working together to make our companies a safe, viable, and healthy organization, we can provide a satisfactory working environment, while promoting compassion for others, employees, and the guests we serve. Throughout the handbook, we will refer to Perfect Union, as we” or the company,". This handbook is only a guide to all policies and procedures for you to follow. All benefits provided are in a supplemental document or your Collective Bargaining Agreement (CBA) directly related to Perfect Union. If you have any questions, please refer them to the Union Representative or the Human Resources Department. RIGHT TO REVISE Perfect Union reserves the right to revise, modify, delete, or add to any policies, procedures, work rules, or benefits stated in this handbook or any other document, except for the policy of at- will employment. Any such changes will be in writing and signed by the CEO of Perfect Union. Any written changes to this handbook will be distributed to all employees so that employees will be aware of the new policies or procedures. No oral statements or representations can in any way alter the provisions of this handbook. OPEN DOOR We have a commonsense approach to ensuring the Company is a great place to work. If you have a concern or see an opportunity for improvement, we want you to let us know by speaking with any member of management. Of course, we cannot promise you the outcome you desire, but we will listen respectfully and do our best to address your concerns. You will see in this Handbook that some policies have specific reporting procedures. Those procedures are designed to most effectively and efficiently resolve your concerns related to the applicable policy, so please follow them, rather than this policy. For example, follow the reporting procedures in the discrimination harassment and retaliation prevention” policy to report perceived violations of that policy. We prohibit retaliation against anyone who raised a concern under this policy or participates in the investigation of such a concern. If you believe someone has violated this policy against retaliation, please let the Human Resources Department know immediately. 7 YOUR WORKING ENVIRONMENT DISCRIMINATION, HARASSMENT, AND RETALIATION PREVENTION We are committed to providing a work environment that is free of discrimination, harassment, and retaliation. As further described below, Company policy and the law prohibit discrimination and harassment based on an individual’s race, ancestry, religion or religious creed (including religious dress and grooming practices), color, age (40 and over), sex, gender, sexual orientation, gender identity or expression, genetic information, national origin (including language use restrictions), marital status, medical condition (including cancer and genetic characteristics), physical or mental disability (including HIV and AIDS), military or veteran status, pregnancy, childbirth, breastfeeding and related medical conditions, or any other classification protected by federal, state, or local laws, regulations, or ordinances. As further described below, we also prohibit retaliation for reporting a perceived violation of this policy or participating in an investigation of such a complaint. Our policy and the law prohibit co-workers, third parties, supervisors, and managers from engaging in such conduct. Engaging in conduct that violates this policy may result in discipline or even termination of employment. EQUAL EMPLOYMENT OPPORTUNITY/ANTI-DISCRIMINATION The Company is an equal opportunity employer. We make employment decisions without regard to any of the categories listed above, including with respect to hiring, placement, promotion, transfer, demotion, layoff, termination, recruitment advertising, pay, and other forms of compensation, training, and treatment during employment. We also recognize that employees with disabilities or religious beliefs may sometimes need a reasonable accommodation” to enable them to perform their essential, or most important, job duties, unless it creates an undue hardship (a significant difficulty or expense) for the Company. A reasonable accommodation may mean, for example, making facilities more accessible. If you believe you need a reasonable accommodation, please let your supervisor, any manager or executive of the Company, or the Human Resources Department know right away. DIVERSITY AND INCLUSION POLICY Perfect Union is committed to workplace diversity and to cultivating, fostering and preserving a culture of inclusion. We know that bringing our diverse backgrounds, cultures, and perspectives together is the way to solve today’s complex health problems. Our policy outlines our responsibility to create an inclusive environment and to respect the dignity and diversity of all people. This makes diversity and inclusion (D&I) everyone’s responsibility. The Diversity and Inclusion Policy sets out the principles and requirements by which Perfect Union will enhance D&I throughout the organization. The Policy applies to all employees and anyone conducting work on behalf of Perfect Union 8 Our D&I strategy starts with our people. It starts with helping them discover ways of working that foster a sense of inclusion and a deep sense of belonging for themselves, for their teams, for Perfect Union. We know that through inclusive leaders and developing a culture where everyone can bring their ideas, we can innovate. In parallel, we must focus on building a diverse workforce by attracting, developing and retaining employees, as well as leveraging our internal D&I networks to enable our people to feel they belong. We believe that through maintaining a diverse workforce, we will be employing the best talent and leveraging varied and unique skills and perspectives. It is also critical to embed D&I into our business strategies in order to drive business results. By understanding the needs of our guests and employees, we believe that we will be better positioned to deliver on our promise. POLICY GUIDELINES DIVERSITY & INCLUSION MISSION: Make D&I how we work every day. Our mission is to make D&I our way of doing business. We will advance our culture of belonging in which open hearts and minds combine to unleash the potential of a brilliant mix of people in every corner of Perfect Union. To provide informed, authentic leadership for cultural equity, Perfect Union strives to: ● See diversity, inclusion, and equity as connected to our mission and critical to ensure the well-being of our staff and the communities we serve. ● Acknowledge and dismantle any inequities within our policies, systems, programs, and services, and continually update and report organization progress. ● Explore potential underlying, unquestioned assumptions that interfere with inclusiveness. ● Advocate for and support board-level thinking about how systemic inequities impact our organization’s work, and how best to address that in a way that is consistent with our mission. ● Help to challenge assumptions about what it takes to be a strong leader at our organization, and who is well-positioned to provide leadership. ● Practice and encourage transparent communication in all interactions. ● Commit time and resources to expand more diverse leadership within our board, staff, committee, and advisory bodies. ● Lead with respect and tolerance. We expect all employees to embrace this notion and to express it in workplace interactions and through everyday practices. 9 Perfect Union abides by the following action items to help promote diversity and inclusion in our workplace: ● Pursue cultural competency throughout our organization by creating substantive learning opportunities and formal, transparent policies. ● Improve our cultural leadership pipeline by creating and supporting programs and policies that foster leadership that reflects the diversity of American society. ● Pool resources and expand offerings for underrepresented constituents by connecting with other arts organizations committed to diversity and inclusion efforts. ● Develop and present sessions on diversity, inclusion, and equity to provide information and resources internally, and to members, the community, and the arts industry. ● Develop a system for being more intentional and conscious of bias during the hiring, promoting, or evaluating process. Train our hiring team on equitable practices. ● Advocate for public and private-sector policy that promotes diversity, inclusion, and equity. Challenge systems and policies that create inequality, oppression and disparity. MANAGER RESPONSIBILITIES: Additionally, managers are accountable for specific D&I responsibilities and for results achieved as part of their job performance. These responsibilities include but are not limited to: ● Ensuring that employment-related decisions are free from discrimination. ● Mitigating potential unconscious bias in employment decisions and talent practices (including performance and development, compensation, and hiring). ● Providing reasonable accommodation for qualified individuals with disabilities and individuals with needs related to their religious observance or practices. What constitutes a reasonable accommodation depends on the facts and circumstances and is addressed on a case-by-case basis. ● Creating an inclusive and safe work environment that supports D&I and behaviors that reinforce our values: ■ Ensuring a work environment that is free from discrimination, harassment, and bullying. ■ Consistently displaying inclusive leadership behaviors, valuing all perspectives, and listening to diverse points of view. ■ Role-modeling inclusive and respectful behavior in the work environment and all work-related activities ■ Encouraging employees to collaborate, make suggestions, and respect and listen to diverse opinions. ● Cultivating a culture of respect for all employees, guests, vendors, contractors, and others in the work environment. ● Contacting Human Resources (HR) when becoming aware of an employee who may be subject to discrimination, harassment, or bullying, either by receiving such a complaint or otherwise receiving information about such conduct. ● Appropriately addressing any other behavior not consistent with this and/or other policies relating to equal opportunity, diversity, or inclusion. 10 CONSEQUENCES: Employees who do not comply with this policy and/or are found to have engaged in discrimination, harassment, or bullying, will be subject to appropriate disciplinary action, up to and including termination of employment. NO HARASSMENT The Company prohibits harassment based on sex, race, or any of the other categories listed above. The policy applies to anyone involved in Company business, including employees and others, such as applicants, contractors, volunteers, interns, or other professional contacts. Our zero-tolerance policy means we prohibit anyone whether an employee, vendor, patient, or other third party from engaging in such conduct. WHAT IS HARASSMENT”? “Harassment” as used in this policy includes disrespectful or unprofessional conduct based on any of the protected categories listed above. It may be verbal (such as slurs, jokes, insults, epithets, or teasing), graphic (such as offensive posters, symbols, cartoons, drawings, computer displays, or emails), or physical conduct (such as gesturing, physically threatening another person, blocking someone’s way, etc.). This type of conduct violates this policy, even if it does not violate the law. It is difficult to define unlawful” harassment, and so we always expect employees to behave professionally and respectfully. WHAT IS SEXUAL HARASSMENT”? “Sexual harassment” includes all the actions described above, as well as unwelcome sex- based conduct like unwelcome sexual advances, requests for sexual favors, conversations regarding sexual activities, or other sexually suggestive conduct. The conduct does not have to be motivated by sexual desire, and it does not have to be directed at any person. For example, it includes an inappropriate sexual conversation between two employees that is overheard by a third person, who reports the conduct. CAN YOU GIVE ME AN EXAMPLE? Physical Conduct ● Unwelcome physical contact including patting, pinching, stroking, kissing, hugging, fondling, or inappropriate touching. ■ Physical violence, including sexual assault ■ Physical contact, e.g. touching, pinching ■ The use of Job-related threats or rewards to solicit sexual favors Verbal Conduct ● Comments on a worker’s appearance, age, private life, etc. 11 ● Sexual comments, stories, and jokes ● Sexual advances ● Repeated and unwanted social invitations for dates or physical intimacy ● Insults based on the sex of the worker ● Condescending or paternalistic remarks ● Sending sexually explicit messages (by phone or by email) Non-Verbal Conduct ● Display of sexually explicit or suggestive material ● Sexually suggestive gestures ● Whistling ● Leering ● Blocking normal movement Again, we take a commonsense approach to this type of behavior: it is not appropriate in the workplace, and we have zero tolerance for it at work or in any work-related settings, such as business trips and business-related social functions. ADDRESSING AND REPORTING VIOLATIONS OF THIS POLICY Any employee or applicant who experiences or witnesses' behavior that they believe violates this policy is encouraged to immediately tell the offending individual that the behavior is inappropriate and if they feel comfortable doing so, to tell the offending individual to stop the behavior. The applicant or employee should also immediately report the alleged violation to their supervisor, manager, or the Equal Employment Officer. There is no chain of command when contacting the EEO Officer an individual does not need a supervisor or manager's approval to do this. If the alleged offender is the employee's supervisor or manager, the employee should report the conduct to any other supervisor, manager, or the EEO Officer. A complaint may be brought forward verbally or in writing. Supervisors or managers who learn of any potential violation of this policy are required to report the matter to the EEO Human Resources immediately and must follow that officer's instructions as to how best to proceed. We will promptly investigate the facts and circumstances of any alleged violation, as appropriate. Even in the absence of a formal complaint, we may initiate an investigation where it has reason to believe that conduct that violates this policy has occurred. Moreover, even where a complainant conveys a request to withdraw their initial formal complaint, we may continue the investigation to ensure that the workplace is free from discrimination, harassment, and retaliation. Anonymous complaints will also be investigated. The method will depend on the details provided in the anonymous complaint. If the complaint is sufficiently detailed, the investigation may be able to proceed in the same manner as any other complaint. If the information is more general, we may need to do an environmental assessment or survey to try to determine if misconduct has occurred. All investigations will be fair, impartial, timely, and completed by qualified personnel. 12 To the extent possible, we will endeavor to keep the reporting of the applicant or employee’s concerns confidential; however, complete confidentiality cannot be guaranteed when it interferes with the Company’s ability to fulfill its obligations under this policy. All employees are required to cooperate fully with any investigation, including, but not limited to, maintaining an appropriate level of discretion regarding the investigation, and disclosing any information that may be pertinent to the investigation. Upon completion of the investigation, if misconduct is substantiated, we will take appropriate corrective and preventive action calculated to end the conduct up to and including formal discipline where warranted. EEO Office Information Manisha Prakash, Director of Human Resources mprakash@perfect-union.com or 916-800- 0940 FILING OF COMPLAINTS OUTSIDE OUR COMPANY Employees and applicants may file formal complaints of discrimination, harassment, or retaliation with the agencies listed below. Individuals who wish to pursue filing with these agencies should contact them directly to obtain further information about their processes and time limits. California Department of Fair Employment and Housing 2218 Kausen Drive, Suite 100 Elk Grove, CA 95758 800-884-1684 (voice), 800-700-2320 (TTY) or California’s Relay Service at 711 contact.center@dfeh.ca.gov https://www.dfeh.ca.gov U.S. Equal Employment Opportunity Commission 450 Golden Gate Avenue 5 West, P.O Box 36025 San Francisco, CA 94102-3661 1-800-669-4000 or 510-735-8909 (Deaf/hard-of-hearing callers only) http://www.eeoc.gov/employees RESPONDING TO COMPLAINTS When an employee or other individual raises a concern under this policy, the Company’s complaint process ensures such complaints receive: 13 ● The Company’s designation of confidentiality, to the extent possible ● A timely response ● An impartial and timely investigation by qualified personnel ● Documentation and tracking for reasonable progress ● Appropriate options for remedial actions and resolutions ● Timely resolution. RETALIATION As used in this policy, retaliation is defined as any adverse employment action taken against an employee because the employee engaged in activity protected under this policy. Protected activities may include, but are not limited to, reporting, or assisting in reporting suspected violations of this policy and/or cooperating in investigations or proceedings arising out of a violation of this policy. Adverse employment action that materially affects the terms and conditions of the employee’s employment status or is reasonably likely to deter the employee from engaging in protected activity. Even actions that do not result in a direct loss of compensation may be regarded as an adverse employment action when considered in the totality of the circumstances. Examples of retaliation under this policy include but are not limited to: demotion; suspension; reduction in pay; denial of a merit salary increase; failure to hire or consider for hire; refusing to promote or consider for promotion because of reporting a violation of this policy; harassing another employee for filing a complaint; denying employment opportunities because of making a complaint or for cooperating in an investigation; changing someone’s work assignments for identifying harassment or other forms of discrimination in the workplace; treating people differently such as denying an accommodation; or not talking to an employee when otherwise required by job duties, or otherwise excluding the employee from job-related activities because of engagement in activities protected under this policy. CONFIDENTIALITY Naturally, as a Perfect Union employee, you will have access to sensitive information that we do not share with our competitors, the public, or even other employees who do not need to know the information to do their jobs. This information belongs to the Company. You may not use it for personal gain or for the benefit of someone else, like another employer or one of our competitors. The information is provided to you to use in performing work for Perfect Union. Except as permitted by law or as necessary in the regular course of your duties (for example, if you are a payroll clerk and must provide information to our payroll processor), you may not divulge confidential information to any third party without express written permission from the CEO of the Company. You should contact Human Resources in advance if you have any question about whether your duties require you to disclose confidential information. The type of information considered confidential and protected by this policy includes, but is not limited to sales figures or projections, estimates, Guest lists, guest purchasing habits, or guest 14 delivery preferences, computer processes, programs, or codes, marketing methods, programs, or related data, tax records, or accounting procedures. Employees are required to sign a confidentiality agreement as a condition of employment with the Company. If you leave employment with Perfect Union for any reason, we ask that you continue to treat as private and privileged any such sensitive information. You should not use, reveal, or communicate to any person or entity any of this information without the written approval of the CEO of the Company. The Company will pursue legal remedies for unauthorized use or disclosure of this information. An employee will not be held criminally or civilly liable under federal or state trade secret law for the disclosure of a trade secret that is made in confidence to a federal, state, or local government official, either directly or indirectly, or to an attorney, and solely for the purpose of reporting or investigating a suspected violation of the law or is made in a complaint or other document filed in a lawsuit or other proceeding, if such filing is made under seal. CONFLICTS OF INTEREST We hired you with the assumption that you will give us your best and help advance our strategic objectives. When you are working for Perfect Union, you should devote your full work time, energies, and abilities to our business. For example, you may never perform work for another employer during your working time for us or use our resources on behalf of another employer. In addition as a condition of your employment you are required to sign a Nondisclosure Agreement (NDA) which include a Conflict of Interest” provision that states you will not, without the Company’s express written consent, directly or indirectly, compete with the Company or hold a substantial investment (in relation to Employee’s net worth) in any business that competes with the Company, engage in any employment, consultation, participation as a director or other activity, other than for the Company, relating to any line of business in which the Company is at such time engaged or conducting research or development work, or which would otherwise conflict with Employee’s employment obligations to the Company, or hold a substantial investment (in relation to Employee’s net worth) or be an employee, consultant, officer or director of any business in any business that is a vendor, supplier or contractor to the Company.” An example of such a conflict would be, if you personally accept a sum of money from a vendor in exchange for giving the vendor the Company’s business, that creates a conflict of interest between your personal interests (to receive the cash) and the Company’s (to select a vendor for sound business reasons, like price and quality). Of course, not every conflict of interest or potential conflict of interest is that obvious. That is why we always encourage you to ask a manager if you are not sure whether a transaction, activity, or relationship may create a conflict of interest. Any exceptions to this policy must be approved in writing by the CEO of the Company. We cannot describe every possible conflict of interest. But here are some common examples: 15 ● Accepting personal gifts or entertainment from competitors, suppliers, or potential suppliers ● Engaging in self-employment in competition with the Company or that interferes with your ability to do your job for Perfect Union. ● Violating the Company’s Confidentiality” policy ● Committing the Company to give its financial or other support to any outside activity or organization without appropriate written authorization. If you have any questions about what actions this policy covers, please contact Human Resources or a member of management or executive within the Company. PERSONAL RELATIONSHIPS When family members and close friends work together, it can lead to misunderstandings, conflicts of interest, complaints of favoritism, and morale problems. These concerns are heightened when one of the family members or close friends supervises or can exert influence over the other (like some positions in Human Resources). For example, when an employee has a close relationship with their supervisor, other employees may feel the employee has an unfair advantage in scheduling, pay, or promotional opportunities. This perception whether accurate or not is not conducive to a positive, team-oriented work environment. So, the Company prohibits employees from supervising relatives or close personal friends, and from working with relatives or close personal friends, if doing so may create a conflict of interest, cause disruption, create a negative or unprofessional work environment, or raise concerns about supervision, safety, security, or morale. A relative” means your spouse, registered domestic partner, parent, child, sibling, parent-in-law, child-in-law, cousin, aunt, and uncle. A close personal friend” is anyone with whom you have a romantic or intimate relationship, or who resides in your home. Personal relationships (including romantic and/or sexual) between individuals in inherently unequal positions, where one party has real or perceived authority over the other in their professional roles, may be inappropriate in the workplace and are strongly discouraged. If such a relationship exists or develops, it must be disclosed. This applies to all individuals in the Perfect Union community, including employees, contractors, trainees, and fellows and includes anyone who holds a position of authority or perceived authority over another individual from a scientific or administrative perspective. DEFINITION OF AN INAPPROPRIATE PERSONAL RELATIONSHIP: ● Relationships between persons in inherently unequal positions where one party has real or perceived authority, influence, or power over the other’s conditions of employment or has the ability to directly impact the other’s career progression, which includes formal and informal supervisory relationships. ● Such relationships are inappropriate if they have an actual, perceived, or potential for perceived influence over the professional relationship or workplace. 16 Efforts by either party to initiate or engage in these relationships is inappropriate. These relationships, even if consensual, may ultimately result in conflict or difficulties in the Perfect Union workplace. This excludes relationships where one party does not have real or perceived authority or influence over the other’s condition of employment or the ability to directly impact the other’s career progression. DISCLOSURE REQUIREMENT Disclosure of such relationships creates a transparent environment that ensures the mission is met with mutual professional respect and accountability while also maintaining public trust and avoiding conflict of interest. ● If individuals of unequal authority are in this type of relationship, the party of greater power is prohibited from engaging in all official matters affecting or appearing to affect the other and both must immediately disclose it to Human Resources. ● Disclosure reduces the risk to both parties, as measures can be taken immediately to mitigate real or perceived conflicts of interest and bias. ● A failure to disclose such a relationship may result in disciplinary action. Authority within professional relationships may result from actual supervision, or mentoring, reviewing, advising, evaluating, teaching, or personal relationships with external partners where a real or perceived power imbalance exists. We always expect employees to behave respectfully, and to comply with the Retaliation” policy in this Handbook. Please remember this requirement if you have a personal relationship with someone with whom you work. Additionally, please follow the directions in that policy if you feel other employees are not comporting themselves as expected, or if someone in the workplace including someone with whom you may have or previously had a voluntary relationship is not meeting this expectation. SOLICITATION AND DISTRIBUTION For the safety, convenience, and protection of all employees, Perfect Union has adopted the following rules concerning solicitation and the distribution of materials. Persons who are not employed by Perfect Union are not permitted to solicit or distribute materials for any purpose on The Company property or job sites. Solicitation by employees for any purpose is strictly prohibited during working time, including the working time of the employee doing the solicitation and the employee to whom it is directed. This prohibited time does not include time spent by employees for rest periods, meal periods, or other free periods during the day when employees are not supposed to be performing job tasks. 17 CONFIDENTIALITY OF THE COMPANY, GUESTS AND/OR VENDOR INFORMATION During the course of your duties, you may come across information about Perfect Union, our guests, suppliers, and/or about other employees. Unless this information is publicly known, employees should consider that it is sensitive, private, and confidential. Do not reveal this information to any other employee, coworker, supplier, friend, family member, or the public. Further, you should make sure that any materials containing such information should be filed and/or locked before leaving your work area every day. During the workday, do not leave any sensitive information lying about or unguarded. If you have any questions, refer those questions to your supervisor or the HR Department. PRIVACY AND THE COMPANY PROPERTY As an employee, you use the property and equipment owned and provided by Perfect Union. You also use the materials, information, and other supplies of the Company. It is important to remember that the supplied property does belong to the Company. As such, we reserve the right to search any such property (e.g., personal computers, lockers, backpacks/purses, desks) at any time. We also reserve the right to inspect personal property as the employee leaves the worksite. Refusal to allow inspection may lead to disciplinary action, including termination. If a search is deemed necessary, it will generally be done on a non-discriminatory basis for legitimate business reasons. This will involve situations in which there is a reasonable concern that there may be a violation of the rules and policies of the Company. All company records are confidential. No records of any kind nor any information regarding company matters or guests may be released to outsiders. COMPUTERS AND ELECTRONIC EQUIPMENT The Company's computer and other electronic systems ("technology"), including but not limited to, telephone systems, voice mail systems, electronic mail systems, cellular phones, document transmission systems, and handheld data processing devices, are provided for business use only. Occasional and limited use of the Company's technology for personal purposes is understandable and permitted, so long as the privilege is not abused, and the use does not interfere with the employee's work. All the technology is considered company property. All communications, including any personal communications, over the Company's technology, are subject to review and monitoring by the Company. Employees should have no expectation of privacy when utilizing the Company's technology. The Company retains the right to monitor at any time employees' use of the technology. Although passwords may be utilized to restrict access to certain systems, the passwords are designed to protect against unauthorized access not access by the authorized Company representatives. The Company retains the right to enter into any technology system to inspect and review all data 18 recorded in the systems because the Company reserves this right message or data placed on the Company's technology should be considered private or confidential. All employees obtaining access to copyrighted materials must respect all copyrights and may not copy, retrieve, modify or forward copyrighted materials, except where expressly allowed by the copyright law or with express written permission from the owner. Unless specifically authorized, employees may not download or install any software on the Company’s technology. The Company's technology may not be used for transmitting, retrieving, or storing any communications of a discriminatory or harassing nature. Harassment of any kind is prohibited. No messages with derogatory or inflammatory remarks about an individual's race, religious creed, color, national origin, ancestry, physical disability, mental disability, cancer, genetic characteristics, marital status, registered domestic partner status, sex, age, sexual orientation or any other basis made unlawful by applicable law, shall be transmitted or received. Perfect Union prohibits the use of abusive, profane, or offensive language received or transmitted through the Company's technology systems. The Company's technology may not be used for any illegal purpose, against Company policy, causes discredit to the Company or is contrary to the best interests of the Company. Use of the Company technology for personal gain or profit, or for personal reasons that would impede the Company's ability to conduct business is prohibited. Each employee is responsible for the content of all text, audio, or images that the employee places on or sends over the Company's technology systems. All electronic communications you send should include the Company's electronic communications privacy notice. No electronic communication may be sent, which hides the sender or represents the sender as someone else. Employees who receive text, audio, or images over the Company's technology systems that violate any of the Company's policies should immediately report this receipt to their supervisor or the Human Resources Manager. MOBILE DEVICES We recognize that the realities of business today mean it is often more convenient, or even necessary, for some employees to conduct business using mobile devices like smartphones, cell phones, and tablet computers. However, the Company also must ensure any use of a mobile device for Company business comports with our expectations for issues like security, privacy, and personal employee safety. If you need a mobile device to do your job, the Company will notify you. The Company will provide you with a stipend for your use of your personal device for Company-business, and you must agree to certain conditions related to using the device for work. If you prefer not to use your personal device, you should notify your supervisor. If you are not eligible for the stipend, you should not use a mobile device for work without the Company’s express permission. Of course, this policy does not prohibit you from using a personal mobile device to contact the Company at your own convenience for example, to call your supervisor to explain that you will be late or absent. If you have questions about the 19 appropriate use of a personal mobile device for Company business, ask Human Resources before you use it for a work-related purpose. SOCIAL MEDIA Perfect Union (the Company) understands you may use social media such as Facebook, Twitter, Blogger, YouTube, Instagram, Snapchat, and other similar websites or apps, to communicate with family, friends, and co-workers. Sometimes, however, your social media affects the Perfect Union workplace. You are responsible for following the below guidelines. These guidelines will help you make appropriate decisions about work-related social media use and the contents of: ● personal blog ● Websites ● postings on wikis and other interactive sites ● postings on video or picture sharing sites ● comments made online on blog ● elsewhere on the internet ● responding to comments from posters either publicly or via email. Any corporate social media accounts are managed by an appointed employee from Senior Management. This policy is not intended to interfere in any way with any applicable federal, state, or local law. This policy is not intended to interfere with employee rights to form, join, or assist unions or to engage in other concerted activity protected by the United States National Labor Relations Act. SOCIAL MEDIA GUIDELINES ● Keep in mind that any of your conduct that adversely affects your job performance, the performance of fellow employees or otherwise adversely affects patients, vendors, people who work on behalf of the Company, or the Company’s legitimate business interests may result in disciplinary action up to and including termination. ● Carefully read this policy, the Computers and Electronics Equipment” policy, the Discrimination, Harassment, and Retaliation Prevention” policy, and the Workplace Violence Prevention” policy and ensure your postings are consistent with these policies. ● If your posting on social media could be reasonably attributed to the Company, you must make clear that views are yours and not that of the Company. You must identify that you are an employee of the Company and state that the views expressed on the blog or website are yours alone and do not represent the views of the Company. ● Unless given written permission by Senior Management, you are not authorized to speak on behalf of the Company, nor to represent yourself as authorized to do so. CONFIDENTIAL INFORMATION ● You may not share information that is deemed confidential and proprietary about the Company. This includes information about trademarks, upcoming product releases, trade 20 secrets, sales, finance metrics, number of products sold, Company strategy, cash and other proprietary information not publicly released via newswire by Management. ● You are expected to follow all trademarks laws and guidelines. RESPECT AND PRIVACY RIGHTS ● You may be legally liable for anything you write or present online, so be honest and accurate. For example, follow all copyright laws, and do not make unfounded maliciously false, abusive, or defamatory statements of co-workers or the Company. ● Avoid any defamatory, offensive, or derogatory content. It may be considered as a violation of our company’s anti-harassment policy, if directed towards co-workers, vendors, or partners. ● Respect the privacy of your co-workers by seeking their permission before commenting about or displaying private information about them. ● As stated in the Conflict of Interest” policy, you may not sell any product or service that competes with any Company products or services without advanced written permission from the CEO. This includes, but is not limited to training, books, products, and freelance writing. If in doubt, talk with Senior Management. ● If you receive media inquiries about the Company and our current and potential services, employees, partners, patients, and competitors, please refer them to Senior Management. Unless notified in writing by Senior Management, you are not authorized to speak to the media on the Company’s behalf. ● Please understand that while your personal use of social media may feel private and personal, what you choose to post may be shared with others, including individuals you may not intend. For example, you may share a photograph with a single co-worker, who shares it with other business contacts such as co-workers, Senior Management, or patients. For this reason, we encourage you to carefully consider what you post online. DISCIPLINARY CONSEQUENCES We may have to take disciplinary action leading up to and including termination if an employee does not follow this policy’s guidelines. Examples of non-conformity with the employee social media policy include but are not limited to: ● Disregarding job responsibilities and deadlines to use social media at work. ● Disclosing confidential Company information through personal social media accounts. ● Directing offensive comments towards other members of the online community. Application of this policy will be consistent with the United States National Labor Relations Act and will not be interpreted or enforced in a manner that would interfere with employees’ rights to discuss work-related issues with one another. EMPLOYEE MANAGEMENT POLICIES 1. Performance Evaluations Employees may have their job performance reviewed: 21 a. After the probation period (120 Days) b. Quarterly c. As deemed necessary by management PERSONAL CONDUCT While on the job, we expect your full attention. When a guest is in the Company building, there are no cellular phone calls permitted whatsoever, and all devices should be stored in your locker. This policy is due to the security measures we put in place to protect everyone within the Perfect Union building. We recognize that you may have to take care of some personal matters, such as checking up on children or making arrangements. If you must do such things, please make cellular phone calls, or conduct personal business during any breaks or meal periods. Regardless of when the call is made, it should be kept short. Employees should keep their cell phones on vibrate and in their lockers. No personal cell phones are allowed in the dispensing area. A pattern of excessive personal phone calls, personal visits, and/or private business dealings is not acceptable and may lead to disciplinary action. Under no circumstances may personal calls be conducted on the Company's business phone line. ● Moonlighting Permission will not be given for an employee to take any outside job in the employ of a company which is in the same or related business as Perfect Union, or which is in any way a competitor of Perfect Union. ● Politics and Religion in The Workplace Perfect Union believes in people’s absolute right to their own beliefs although some topics are not appropriate to discuss in the office. Topics that Perfect Union discourages from any discussion, with other employees or clients, involve anything related to political views, topics, etc, or anything related to religion or religious beliefs. These are sensitive areas for most individuals that could create animosity or opinions that do not reflect those of Perfect Union, and therefore cannot be discussed. CODE OF ETHICAL CONDUCT To avoid any appearance of a conflict of interest, employees are expected to abide by the following code of ethical conduct. Please consult your supervisor or other Perfect Union Manager if you are faced with any of the following situations, or if there are any questions. ● Employees of Perfect Union should not solicit anything of value from any person or organization with which Perfect Union has a current or potential business relationship. ● No tips or gifts are to be accepted from guests. ● Employees of Perfect Union should not accept any item of value from any current or potential business party in exchange for or in connection with a business transaction between Perfect Union and that other party. 22 ● Employees may accept items of incidental value (All Gifts should be $25 or less) from suppliers, or others as long as the gift is obtained without solicitation on your part and as long as it implies no exchange for business purposes. Items may include gifts, food and drink must be store bought and sealed, and/or entertainment. Should any of the above occur, even if it is within the allowable value, notify your supervisor of the gift you were given. ATTENDANCE POLICIES Each employee is important to the overall success of our operation. When you are not here, someone else must do your job. Therefore, you are expected to report to work on time at the scheduled start of the workday or work shift. Reporting to work on time means that you are ready to start work, not just arriving to work. For Perfect Union to succeed, we depend on our employees to be at work at the times and locations scheduled. Perfect Union reserves the right to require a medical doctor's certification of illness or injury for any employee at any time upon request. If you will be absent from the job, you should notify management as far in advance as possible of your leave request. Otherwise, you are expected to notify your supervisor 3 hours before the starting time of the workday that you will be late or absent and the reason for that absence. If your supervisor is not available, you should contact our main office by the starting time. The company will make necessary accommodation for exigent circumstances. Failure to properly contact us will generally disqualify the employee from any sick leave payment for that day, and the day off will then be counted as an unexcused absence for disciplinary purposes. Your attendance record is a part of your overall performance rating, and it will be included during your review. Excessive absenteeism and/or tardiness are enough cause for termination of employment. For the first offense, any employee who has three (3) unexcused tardiness and/or absences in a 30-day period will be suspended without pay from their work schedule for three (3) consecutive days. The second offense will result in termination of employment from Perfect Union. Absence from work for two consecutive days without proper notification to your supervisor or the HR Department will be considered a voluntary resignation. After three days' absence with proper notification, you will be required to provide a physician's certificate of disability to document an illness-related absence. Medical and dental appointments should be scheduled around your assigned work hours or will be considered absences without pay. If you are unable to schedule an appointment before or after your shift, you are required to talk to your supervisor to make special arrangements. Perfect Union staff must continually provide their guest with the best care and cannabis products. When staff fail to follow the provided schedules, it disrupts this flow of care and disrupts the entire day for the guests and the staff that make accommodations due to your absence. Any full-time employees who have ailments that continually disrupt the flow of our work schedule will have their schedules reduced to part time at the discretion of management. 23 CORRECTIVE ACTION GUIDELINES We will take appropriate corrective action(s) up to and including formal discipline against any employee(s) when an investigation has found that misconduct occurred. Such corrective action(s) may include, but are not limited to, letters of reprimand, suspension, demotion, or termination. Additionally, depending on the nature of the violation, civil liability could be imposed on the violator and the company. DISCHARGE OR SUSPENSION The company may discharge or suspend any employee for just cause, A letter or notice shall be given to the employee setting forth the reason for their discharge or suspension. In a case where an employee is warned for misconduct but not discharged or suspended, Perfect Union shall make a written record of such warning and provide a copy to the employee. In all disciplinary interviews and in the issuance of written warnings, the company will make reasonable effort to assure that the affected employee understands the process. No warning notice shall be necessary if the cause of discharge or suspension is for serious infractions. Examples include, but are not limited to, dishonestly, recklessness, use of unauthorized drugs, or gross misconduct. RULES AND DISCIPLINARY POLICIES The efficient operation of the Company and the general welfare of our employees require the establishment of certain uniform standards of behavior. Accordingly, the following rules are some examples of types of conduct that are unacceptable and may lead to disciplinary action, up to and including immediate termination of employment. ● Inattention to duties; carelessness in the performance of duties, loafing on the job, or negligence or carelessness in handling, care, or use of equipment or the Company or another’s property in relation to business with the Company. ● Fighting or attempting bodily injury upon others. ● Failure to comply with safety or health rules or regulations or misuse or failure to properly use safety equipment. ● Failure to meet minimum standards set by the Company. ● Failure to treat guests, the public, fellow employees, supervisors, and management officials in a courteous manner. ● Use of threatening, abusive, or profane language toward others. ● Horseplay, malicious mischief, or other conduct that compromises the rights of others. ● Signing another employee's timecard or attempting to induce a fellow employee to punch a timecard other than his own. ● Failure to sign in or sign out. ● Falsifying or refusing to give testimony when accidents or incidents are being investigated, or falsifying or assisting in the falsification of personnel records, or any other records; or giving false information in making an application for employment or working under an assumed name. ● Refusal or failure to perform assigned work or to comply with supervisory instructions or insubordination. ● Excessive tardiness or absenteeism. 24 ● Leaving employees' regular working place during working hours without authorization from the supervisor or the HR Department. ● Leaving the Company premises without punching out. All employees must clock out any time they leave the premises unless they leave for the Company business. ● Violating the Company distribution or solicitation rule. ● Having possession, use, or consumption of any alcoholic beverage, unauthorized narcotics, or drugs during working hours (including lunchtime). Being under the influence of alcohol, narcotics, and/ or drugs during working hours. ● Failure to furnish information requested by the Company needed for employment. ● Bringing firearms and/or other dangerous weapons onto the Company property. ● Use of the Company telephones for personal use. ● Conduct detrimental to the Company and/or its efficient operation. This is not an all-inclusive listing of unacceptable behaviors. Other types of conduct will be evaluated and handled according to the severity of the conduct. GRIEVANCE PROBLEM SOLVING In the event of a dispute or grievance over the interpretation of the Collective Bargaining Agreement, the following procedure shall be followed: STEP 1: The initial grievance may be filed by the Union Representative within seven (7) calendar days of the knowledge of the facts giving rise to the grievance. The immediate supervisor will give their response within seven (7) calendar days to the union. STEP 2: If not resolved in Step 1, the grievance shall be reduced to writing and submitted to the employer within seven (7) calendar days of the employer’s answer in Step 1 (up to but no later than, fourteen (14) days from the event giving rise to the grievance). Then, a representative of the Union and the Employer will discuss the grievance. The employer representative will give their response, in writing, to the Union within seven (7) calendar days of the Step 2 meeting. STEP 3: If the previous steps in the grievance procedure fail to resolve the grievance, then either party may submit the grievance to arbitration by so notifying the other party in writing of its intentions to do so within fourteen (14) calendar days of the Employer’s response in Step 2. Should the Union fail to move the grievance to the next step, the grievance will be considered settled with the Employer’s response in the previous step. Should Employer fail to respond to the Union within the time limits, the grievance will be automatically moved to the next step except for arbitration, which requires actual notice. Selection of an arbitrator shall be from a list of seven (7) names submitted by the Federal Mediation and Conciliation Service unless the parties mutually agree to a different procedure of selection. The arbitrator shall have no authority to add to, modify, amend, alter, delete, or in any way change the express provisions of the CBA agreement. The arbitrator’s decision shall be final and binding on the Employer, the Union, and the employee(s) involved. 25 The expense of an arbitrator shall be borne equally by the signatory parties. Each party shall pay its own costs of transcripts By mutual agreement, the parties may incorporate a mediation process at any point during the grievance process. DRUG AND ALCOHOL (SUBSTANCE) ABUSE The Company has adopted this Drug and Alcohol (Substance) Abuse” policy. Our policy prohibits the use, sale, distribution, manufacture, or possession of alcohol or drugs (including excessive quantities of prescription or over-the-counter drugs), paraphernalia, or any combination thereof, on Company premises, property or work sites including Company vehicles and equipment, hired or leased vehicles or equipment, and any private vehicle parked on the Company premises or at a Company worksite, except as specifically permitted by this policy. The use of lawfully prescribed or over-the-counter controlled substances does not violate this policy. However, any employee legally taking medication should consult a medical professional to determine whether the medication may affect their personal safety or ability to perform the essential functions of the job and should advise their supervisor of any job limitations. Upon notification of job limitations, the Company will make reasonable efforts to accommodate the limitation. If an employee has a medical need for cannabis that prohibits them from working a full shift without medication, please inform your supervisor or HR immediately. Upon notification, the company will make reasonable efforts to accommodate employees' needs, after the submitted medical certification has been reviewed by a licensed physician (Medical Review Officer). Where the law permits, the Company reserves the right to conduct drug testing for post-accident if there is an objectively reasonable basis, or as required by state or federal contract language. The Company reserves the right to test for alcohol and drugs for other lawful reasons. When required by law, all positive or inconclusive tests will be reviewed by a licensed physician (Medical Review Officer). Positive post-accident drug testing may result in forfeiture of workers’ compensation funds for accident injury costs. The company will provide transportation for the employee to and from the testing center. It is a violation of Company policy for any employee to: ● Manufacture, possess, sell, trade, or offer for sale paraphernalia, illegal drugs or controlled substances, or to otherwise engage in the abuse of illegal drugs, controlled substances, non-prescription drugs, or alcohol while on duty, while representing the Company, or while on Company premises at any time. ● Report to work or otherwise represent the Company while intoxicated or impaired due to the influence of illegal drugs, non-prescription drugs, alcohol, or controlled substances, 26 including any metabolite thereof, or bring these substances onto Company premises (including Company vehicles) except as specifically permitted in this policy. ● Abuse prescription drugs (e.g., use a drug that is not prescribed to you, or use it inconsistent with the prescription), and ● Alter or tamper with testing samples. Employees who suspect that they may have an alcohol or drug problem are encouraged to seek treatment before their job performance or conduct is affected. Employees who are having a difficult time dealing with an alcohol or drug problem can obtain help from the Company to find appropriate professional assistance. Also, such employees may be eligible for an unpaid leave of absence to enroll in an accredited rehabilitation program that provides physician supervised treatment. Employees are encouraged to discuss any problem in this area with their supervisor or any other member of management or Human Resources with whom they feel comfortable discussing the situation. SMOKING The Company is committed to providing a work environment that supports employee health and safety. The Company is a smoke, vapor, and aerosol-free place of employment. Smoking, vaping, and aerosolizing is prohibited inside all Company offices and facilities, inside Company vehicles, including all Company work areas and break areas. Smoking is permitted only in areas outside of the workplace that are designated as smoking areas, smoking must be at least 20 feet from doorway/entry way. No additional smoking breaks other than those breaks required by law will be permitted. The prohibition against smoking in the workplace includes e-cigarettes. RECORDING To respect the privacy of our guests and your coworkers, generally you may not make an audio or visual recording while working without consent of the person or persons being recorded. Please speak with your supervisor if you have questions about this policy. APPEARANCE AND DRESS If a dispensary guest walks away remembering the service and experience, they received with us, they are likely to return. If a guest walks away remembering only the appearance of a team member, we have missed an opportunity to connect with them. Our dress code and appearance policies help set the stage for positive interactions between employees and guests. An employee’s visual presentation and mood contribute to the dispensary experience, and the impressions we make on our guests are critical to the success of the organization. Outlined below are the expectations of the image we want our team members to convey. They are intended to help employees work comfortably and safely while still projecting a professional image and brand. 27 Our organization strives to maintain a comfortable workplace environment that functions well and is free from unnecessary distractions and frustrations. As part of that effort, we require employees to maintain a neat and clean appearance that is appropriate for the workplace setting and for the work being performed. To that end, guidelines have been set for workplace appropriate attire and grooming for their team members. All staff members are expected to present a professional, businesslike image to guests and public visitors. Acceptable personal appearance, like proper maintenance of work areas, is an ongoing requirement of employment with us. 1. Uniforms will be provided to employees, if the employee decides to purchase their own pants and shoes the company will reimburse the employee upon submission of the receipts ($80 Pants, $40 Shoes) 2. Uniforms must be kept clean and in good condition. 3. Employees are expected to maintain a high level of personal hygiene at all times. 4. Company identification badges must always be worn and clearly visible while at work. CLOTHING ● Black denim jeans (no frays, tears, holes, etc.) ● Black shoes ● Black socks (free of patterns) ● Perfect Union shirt or sweatshirt. Undershirts must be black or white. JEWELRY ● Rings and bracelets should be simple and free of excess distractions (large charms, etc.). Limited to gold, rose gold, silver, or neutral-colored stones. ● Gauges must be solid. Clear (transparent) or nude in color. ● Earrings may be clip-on or post. May not exceed the size of a quarter. Ear lobes may contain up to three sets of clip-on or post earrings. Cartilage may contain up to three sets of clip-on or post earrings. One industrial piercing per ear permitted. ● A single stud or ring may be displayed in the nose if it does not exceed ½ inch in size. Septum piercings should be hidden. ● A single stud or ring may be displayed in the eyebrow if it does not exceed ½ inch in size. ● A single stud or ring may be displayed in the lip if it does not exceed ½ inch in size. ● Any non-conforming piercing insert shall be removed, covered, or replaced with a clear insert. MISCELLANEOUS ● Clean, presentable fingernails are a must. Nail polish limited to neutral colors. Length of nails not to exceed ¼ inch. ● Makeup should be applied in a blended manner, and in appropriate, neutral colors. ● Facial hair may not exceed ¼ inch in length. Can be gathered and tucked underneath the chin. ● Hats and beanies are not permitted. 28 ● Head wraps must be neutral colors. ● All sexually suggestive, vulgar and or outwardly offensive tattoos must be covered. MEDICAL ACCOMMODATION REQUESTS Reasonable accommodations are provided to employees for medical restrictions. An employee may request a medical accommodation by submitting a request to their General Manager with a Physician’s Certification for Employee Accommodations. Management will evaluate the information provided and manage the process to provide a timely response to the employee. Human Resources is available to discuss any questions or concerns the employee may have. RELIGIOUS ACCOMMODATION REQUESTS Reasonable accommodations are provided to employees for sincerely held religious beliefs. An employee may request religious accommodation by submitting a request to their General Manager. The General Manager will meet with the employee to determine the employee’s specific, indicial needs and will manage the process to provide a timely response to the employee. Human Resources is available to discuss any questions or concerns the employee may have. EMPLOYEE INQUIRIES All employee inquiries should be directed to their manager (General Manager for retail staff). The General Manager will be responsible for determining if an employee’s attire/accessories are deemed appropriate for work. SAFETY AND SECURITY WORKPLACE SAFETY Perfect Union believes in providing safe and healthy working conditions for our employees. To achieve our goal of providing a safe workplace, each employee must be safety conscious. We have established the following policies and procedures that allow us to provide safe and healthy working conditions. We expect each employee to follow these policies and procedures, to act safely, and to report unsafe conditions to their supervisor promptly. HOW TO REPORT UNSAFE CONDITIONS OR PRACTICES Employees are expected to continually be on the lookout for unsafe working conditions or practices. If you observe an unsafe condition, you should correct the problem, warn others, if possible, and/or report that condition to your supervisor immediately. If you have a question regarding the safety of your workplace and practices, ask your supervisor for clarification. If you observe a coworker using an unsafe practice, you are encouraged to mention this to the employee or to the supervisor. Likewise, if a coworker brings to your attention an unsafe practice you may be using, please thank the employee and make any adjustments to what you are doing. 29 MAINTAINING A SAFE WORK ENVIRONMENT We expect employees to establish and maintain a safe work environment. This includes but is not limited to the following applications: ● Always monitor the room ● Only buzz guests back if you know the lobby is secure ● Always wear the supplied security devices at all times such as radios, etc. ● Communicate to all team members when and if a security situation is present ● No food or drink in the dispensing area, front desk, or express room Also, all employees must comply with the following: Keep work areas clean, orderly, and sanitary, and keep floors clean and dry, including tools and equipment. Ensure free and unobstructed exit from all parts of the building when occupied. USING SAFETY EQUIPMENT Where instructed or needed, we provide safety equipment and devices. You are required to use the equipment provided in the manner designated as proper and safe by the manufacturer. Failure to use safety equipment properly can lead to disciplinary action, up to and including termination. CARE OF EQUIPMENT AND SUPPLIES All employees are expected to take care of all equipment and supplies provided to them. Employees are responsible for maintaining this material in a proper working condition and for reporting any unsafe or improper functioning of this material to your supervisor promptly. Neglect, theft, and/or destruction of any assigned materials will be grounds for disciplinary action, up to and including termination. REPORTING AN INJURY Employees are expected to report any injury, accident, or safety hazard immediately to your supervisor or the human resource department. They will provide workers comp information if needed. Minor cuts or abrasions must be treated on the spot. More serious injuries or accidents will be treated accordingly. In the event of a 911 emergency, the injured worker should immediately seek treatment at the nearest hospital. Let your supervisor or human resources personnel know when you have received medical treatment, and the results of the visit (i.e., work restrictions or full duty). Managers/Supervisors must file an incident report following the injury/accident. POWER OUTAGE 1. Get guests/patients out safely 30 2. Have staff wait in front lobby and get a headcount 3. Identify the source of the issue (breaker or PG&E/SMUD, etc.). If PG&E or SMUD, call and ask how long the power will be down. 4. Turn off or unplug large equipment 5. If power is out for two hours or more, send staff home and they’ll be on call until it is within 1-2 hours till the end of their scheduled shift. They need to be back at the shop ideally within 15 minutes of receiving a call that the power is back on. Also let staff who will be coming into their shift know to be on call until the power is back on. 6. Inform staff if power will be remaining off for the next shifts. LAW ENFORCEMENT ENCOUNTER In the business we are in, there are times in which The Company will experience an encounter with Law Enforcement. In this event, the Company requires the following actions: Should a law enforcement officer approach the door, a supervisor should be called to interact, general counsel, and as well as Vice President of Compliance (530) 645-8322 should be called immediately. DO NOT SAY ANYTHING ELSE, KEEP QUIET YOU HAVE THE RIGHT TO REMAIN SILENT. VIOLENCE AND WEAPONS The Company believes in maintaining a safe and healthy workplace, in part by promoting open, friendly, and supportive working relationships among all employees. Violence or threats of violence have no place in our business, and violence is not an effective solution to any problem. Employees may not bring any weapons, including knives, pistols, rifles, etc. to the worksite. Neither threats of violence nor fighting will be tolerated. If you have a problem that is creating stress or otherwise producing agitation, you are encouraged to discuss this problem with your supervisor. Refer to our Grievance Filing Procedures. Any employee found threatening another employee, fighting, and/or carrying weapons to the worksite will be subject to disciplinary action, up to and including termination. COMPANY AND PERSONAL VEHICLES FOR BUSINESS The Company is committed to ensuring employees who have driving responsibilities do not place the Company, other employees, or members of the public at risk. The Company requires employees with driving responsibilities to maintain safe driving records as a condition of continued employment and/or driving privileges. Employees who are required to drive on Company business must have a valid driver’s license for the class of vehicle being operated. You must submit proof of insurance annually reflecting liability and uninsured motorist coverage. The Company may use State Motor Vehicle Records 31 (MVRs) to verify driving history of any employee who operates a motor vehicle as part of their job. Unless otherwise required by law, the Company does not furnish any insurance for the protection of employee if any claim or suit is made against an employee arising out of their operation of a personally owned vehicle nor is any insurance or other payment provided by the Company to repair damage that may occur to an employee’s personally owned vehicle or afford employee with a replacement or rental during any repair period. Employees are strongly encouraged to secure rental car coverage, so they are not left without a vehicle in the event of an incident. Using Electronic Devices While Driving. Mobile devices (e.g., smart phones, cell phones, PDAs, etc.) and moving vehicles can be a dangerous mix. If you need to take or make a work-related phone call while you are driving on Company business, are operating a Company vehicle, or are driving on Company time, we expect you to exercise caution and care. You must use a hands- free device and may not text or dial while driving. You may not hold a mobile device; it must be mounted on the dashboard, windshield, or console, and you may only activate or deactivate a feature or function with a single swipe or finger tap. If your mobile device is not mounted or does not have this capability, you may not use it while driving. COMPANY OWNED VEHICLES The following are some of the Company’s guidelines regarding use of Company-owned vehicles. Employees may operate Company vehicles only for work and Company business and with prior written approval. Use of Company owned vehicles is restricted to authorized drivers only. ● You must have a valid driver’s license and a copy of such given to the designated manager and HR department. ● You must have specific authorization by the Company to use the vehicle. ● You must not be under the influence of alcohol, marijuana, illegal drugs, or any prescription drugs that may impair your ability to safely operate the vehicle. ● You must have a clean driving record. The Company reserves the right to review the driving record of any potential vehicle operator as it deems appropriate. ● Mileage and purpose of usage must be reported to the designated manager. ● All vehicles with camera mounts or GPS tracking must remain operational during work hours. ● You must inspect the vehicle and confirm that it is in good mechanical order, ensuring that all safety equipment has been visually inspected and deemed in good working order. ● SAFETY BELTS MUST BE WORN AT ALL TIMES. ● You must obey all local and federal motor vehicle laws and may be liable for any citation which may occur due to failure to abide by said laws. ● You must have a familiarity with the type of vehicle to be used and be knowledgeable on proper operation. ● Return all Company-provided items, such as keys and registration, to the designated manager following use. 32 ● You must accurately, comprehensively, and timely report all accidents and thefts of a Company vehicle to a Company manager. The Company carries insurance for Company-owned vehicles and certain coverage for vehicles rented on Company business. If an employee engages in any behavior that invalidates insurance coverage, the employee may be subject to discipline, including possible termination WAGES AND HOURS AT-WILL EMPLOYMENT All employees of Perfect Union, regardless of their classification or position, are employed on an At Will" basis, and their employment is terminable at the will of the employee or Perfect Union any time, with or without cause, and with or without notice. No officer, agent, representative, or employee of Perfect Union has any authority to enter into any agreement with any employee or applicant for employment on other than on At Will" basis and nothing contained in the policies, procedures, handbooks, manuals, or any other document of Perfect Union shall in any way create an express or implied contract of employment or an employment relationship on other than an At Will" basis. PROBATIONARY PERIOD The first 120 consecutive days of employment is a probationary period, which may be extended at the discretion of Perfect Union. An employee may be terminated at any time during the probationary period at the discretion of Perfect Union. At the end of the probationary period, your supervisor will evaluate and discuss your performance with you and will either grant regular employment, continue probation, or terminate the employee/company relationship. An employee who successfully completes their probationary period and is granted regular employment, remains an At Will employee and continues their employment subject to the mutual right to terminate such employment for any reason, with or without notice, at any time. There shall be no scheduled vacation during the first 120 days of employment. Time off requests in your first 120 days will affect your performance reviews. UNION MEMBERSHIP We are members of UFCW 8 Golden State union. Initiation fees are deducted from your pay in monthly installments until paid in full. Monthly union dues are deducted from your pay in weekly installments, starting from the first date of hire. EMPLOYEE CLASSIFICATIONS HOURS OF WORK 33 Regular workweek shall constitute between thirty (30) and forty (40) hours over five (5) days. Work schedules for the following week shall be posted no later than the previous Friday. Part- time employees who desire more hours up to and including full time may request those hours in writing. Available hours shall be offered to those employees based on seniority within their classification. All part-time employees will be scheduled a minimum of sixteen (16) hours per week. PAYROLL POLICIES PAY PERIOD AND PAYDAYS We pay employees Bi-weekly. Payday is on every other Friday. Paychecks are generally available at 1:00pm. Our work week is defined as 12:01 a.m. Monday through 12:00 midnight Sunday. OVERTIME Occasionally it may be necessary for an employee to work beyond their normal hours. Overtime pay is paid only when work is scheduled, approved, and made known to you by your supervisor in advance. Under no circumstances shall an employee work overtime without the prior approval of their supervisor. For hourly employees, all time worked in excess of eight (8) hours in one (1) day or in excess of forty (40) hours in one (1) week shall be paid at the rate of time and one-half (1.5) the straight- time hourly rate. Alternative workweeks may be arranged by mutual consent so long as they comply with state and federal laws. To the extent possible, overtime will be distributed equally among all employees in the same classification who are willing to work overtime, provided that the employees concerned are equally capable of performing the available work. The General Manager will make decisions in this area. Any employee asked to work overtime will be expected to rearrange their schedule to work when requested, and, at the discretion of your manager, will be required to work overtime when asked. DIRECT DEPOSIT Direct Deposit if offered at certain locations, please speak to your General Manager regarding this. If Direct Deposit is not offered, you will receive a standard paycheck/cash. TIME CLOCK PROCEDURES You are required to clock IN and OUT during your shifts using the fingerprint time clock system. Use the Fingertec box to report your hours worked. Place your chosen finger on the 34 window and wait for it to say verified”. You will do this each time you clock in or out. We also advise you to keep your own record of hours worked. 1. Start of shift press your pre-selected fingerprint on the green finger pad of the time clock at your start of your shift. 2. Lunch break starts when instructed to take your lunch by your supervisor, press your preselected fingerprint on the green finger pad of the time clock to clock OUT for your lunch. Make note of time OUT and be sure to clock IN from lunch 30 minutes after that time to avoid reduced payroll and disciplinary action. 3. Lunch break end press your pre-selected fingerprint on the green finger pad of the time clock to restart your shift from your lunch. Advise your supervisor you are back from break. 4. End of Shift press pre-selected fingerprint on the green finger pad of the time clock to clock OUT of your shift for the day. ADVANCES We do not permit advances against paychecks. DEDUCTIONS FROM PAYCHECK The Company is required by law to make certain deductions from your paycheck each time one is prepared. Among these are your federal, state, and local income taxes and your contribution to Social Security as required by law. These deductions will be itemized on your check stub. You will complete forms for your state and federal tax deductions. You may change this during the year as needed. If you need to do so, please contact the HR department. WAGE GARNISHMENTS When the court-ordered deductions are to be taken from your paycheck, you will be notified within the time limits given by the order. The Company acts under the Federal Consumer Protection. If you have questions concerning why deductions were made from your paycheck or how they are calculated, human resources can assist in having your questions answered. MAINTAINING YOUR EMPLOYMENT RECORDS It is the employee's responsibility to provide current information concerning their address, telephone number, dependents, marital status, etc. Please notify your HR Department of any changes in your address, phone, emergency numbers, marital status, number of dependents, etc. Changes in exemptions for tax purposes will only be made upon the receipt of a completed W-4 form. 35 VIEWING YOUR PERSONNEL RECORDS You may examine the contents of your personnel folder by appointment during regular business hours. The Company official will be present while the employee reviews their personnel folder. Employees are not permitted access to records relating to the investigation of a possible criminal offense; letters of reference; or ratings, reports, or records that were obtained before the employee's employment, prepared by identifiable examination committee members, or obtained in connection with a promotional examination. If you wish to contest information in the folder, submit a written note that describes the item(s) you want to dispute, why it should be changed, and the way you believe it should be written. That note will be reviewed, and either the changes made to the original document or your note will be attached to the unchanged document. MEALS AND REST PERIODS Each employee shall be entitled to an unpaid lunch period of not less than one-half (½) hour and not more than one (1) hour beginning no earlier than the third (3rd) hour of work and ending no later than the end of the fifth (5th) hour of work. All employees shall receive a rest period of fifteen (15) minutes during every four (4) hours of work. TRAVEL TIME Perfect Union employees who are required to travel as a requirement of their job duties are paid. You will be paid overtime during business travel in accordance with state and federal law. TRAVEL TO AND FROM WORK You are not compensated for your normal commute to and from work. Normal commute time is defined as the time from your permanent residence to your regular place of work. If you report to your regular workplace and are then required to travel to another location to work for the day, travel time to the alternative location will be paid. If you are required to report to a work location other than your regular workplace, and report directly to that site without first going to the regular workplace, you will be paid for any period longer than your normal commute time to and from the regular workplace. TRAVEL OUT OF TOWN Travel time is paid when you are required to travel to perform your job and per the instruction and approval from your manager, and the travel occurs either during regular working hours or in addition to regular working hours applicable to non-exempt employees. 36 PAY FOR MANDATORY MEETINGS/TRAINING Non-exempt employees will be paid for their attendance at meetings, lectures, and training programs under the following conditions: ● Attendance is mandatory. ● The meeting, course, or conference is directly related to the employee's job. ● Employees who do perform productive work during attendance at meetings, lecture or training programs will be compensated at their regular rate of pay; and ● Any hours in excess of eight in a day or 40 in a week will be paid at the appropriate overtime rate, and at the hourly rate in effect at the time the overtime work is being performed. BENEFITS AND TIME OFF FROM WORK HEALTH INSURANCE Perfect Union provides health insurance coverage, all employees are eligible for this employer paid benefit after they have successfully completed their 120-day probation period. Employee who complete their 120 day probationary period, Employer will pay up to fifty percent (50%) of all dependents medical coverage for the first two (2) years of employment; seventy-five percent (75%) of all dependent’s coverage from years two (2) through four (4) of employment; and one hundred percent (100%) of dependent’s coverage after four (4) years of employment. UFCW 8-GOLDEN STATE DIRECT REIMBURSEMENT DENTAL PLAN All non-probationary employees will be eligible to participate in the UFCW 8-Golden State direct reimbursement Dental Plan. Hire date anniversary of each subsequent year, Perfect Union agrees to pay one hundred percent (100%) of the first for dental expenses and fifty percent (50%) of the next of dental expenses for each non-probationary employee [total annual maximum benefit of ]. Should employees exercise this benefit though dental offices manager by Dental Source the remainder of the general dental needs will be provided at a reduced fee. INDIVIDUAL ACCOUNT PLAN (IAP) The company will contribute per straight-time hour to an Individual Account Plan for all current employees for each year of the contract. Trustees, selected by the parties, shall administer the Individual Account Plan. Contributions must be made for two (2) years to vest. 37 STAFF DISCOUNT As a staff member of the Company, you are provided with a 30% discount on our products. Employees are ineligible for loyalty points and specials. It is important to note that this discount is not for your friends, roommates, and extended family or for other business purposes. All transactions must be made with a supervisor. Any abuse of this benefit could result in disciplinary action or termination. HOLIDAYS We observe the following holidays. These holidays will be paid as long as the employee was present the workdays prior to and following that holiday or had an acceptable excuse for being absent on either or both days. We are closed on Christmas Day. Employees shall be paid at time and one-third (1 ⅓) when required to work the following holidays: 4th of July, Labor Day, Memorial Day, Easter, Thanksgiving and New Year’s Day If a paid holiday falls within an employee's vacation period, it will not be considered a vacation day. HOLIDAY WEEK Any employee who has reported for work on their scheduled working day immediately preceding and their scheduled working day immediately following a recognized holiday, except when permission to be absent has been granted by their manager or when the absence is due to a bona fide illness of the employee, shall receive holiday pay at their regular rate of pay. It is understood that in order to qualify for holiday pay an employee must work at least (1) workday during the week in which the holiday falls. PART-TIME EMPLOYEES Holiday pay for employees who work less than forty (40) hours shall be based on twenty percent (205) of the employee’s average hours worked per week in the six (6) weeks immediately preceding the holiday or the number of weeks worked if less than six (6). VACATION AND LEAVE POLICIES Because our business is often very seasonal, Perfect Union reserves the right to grant vacation leave at times that are most suitable for our business conditions and limit vacation during our busy season. Vacation should be scheduled and approved by Perfect Union at least two weeks in advance of the scheduled leave time. All employees who have been in the service of Perfect Union for one (1) year, twelve (12) consecutive months, shall be granted one (1) weeks’ vacation annually with pay and two (2) weeks’ vacation annually with pay after three (3) years of employment, three (3) weeks’ vacation 38 after five (5) years of employment, and four (4) weeks’ vacation annual with pay after ten (10) years of employment. Whenever a holiday falls during a vacation period of an employee, such employee shall receive an additional day's vacation with full pay; however, by mutual agreement between Perfect Union and the employee, the employee may be paid out the additional day without an extra day being taken off. SENIORITY PROBATIONARY EMPLOYEES Employees who have not attained seniority with Perfect Union shall be deemed probationary and subject to discharge without recourse or notice. Once probation is completed, the employee’s seniority date shall be retroactive as of the first (1st) day of hire. New employees shall serve a probationary period of one hundred twenty (120) calendar days. LAYOFF/RECALL In the reduction of forces, the last employee hired shall be the first employee laid off within the classification. Laid off Employee(s) shall be recalled in the reverse order of layoff within the classification. Seniority shall not apply to any employee until they have completed a 120-day probationary period. Non-probationary employees are entitled to receive one (1) weeks’ notice of layoff or one (1) week’s pay at the employee’s regular rate. Laid off employees will have preference over new hires for openings in other classifications so long as they possess the skills and ability to the job. PROMOTIONS Promotions will be based upon seniority and reasonable qualifications. Qualifications shall include such factors as experience, job performance, aptitude, attendance, etc. Where merit and ability are equal, seniority shall control. All employees selected for a promotion will serve a thirty (30) day probationary period which may be extended to sixty (60) days. Employees may be disqualified for a position if they fail to adequately perform the duties of the position. Any written warning or infraction from the previous six (6) months of the job posting may disqualify an employee from the promotion. LOSS OF SENIORITY Seniority shall terminate for the following reasons: ● Discharge for just cause ● Resignation ● Layoffs of six (6) consecutive months or a period equal to the employee’s length of service when the layoff began, whichever is less. 39 ● Failure to report to work within five (5) calendar days after recall from layoff. The employee will be notified by certified letter at the employee’s last known address. ● Absences due to illness or injury which continues for more than six (6) months or nine (9) months for a worker’s compensation injury or the employees length of service when the leave began, whichever is less. ● Employee fails to return to work from a leave of absence ● Employees are absent from work for two (2) consecutive workdays without reporting to management unless such failure to report is due to serious, proven medical reasons satisfactory to the company. Such two (2) days absence shall be deemed as voluntary resignation. WORKERS’ COMPENSATION You are covered by workers’ compensation insurance which provides medical reimbursement and disability benefits for job-related illness or injury. Please see the Work Safety” policy for more information. PERSONAL LEAVE Personal leaves of absence without pay may be granted upon written request by the employee for a period of no longer than thirty (30) cumulative days in any one (1) calendar year with mutual agreement by the manager. Such leave requests will be for bona fide reasons. All personal leaves must be granted in writing. Personal leaves may be extended for up to fifteen (15) additional days upon extenuating circumstances and with mutual agreement. Medical leaves of absence will be granted in conformity with the FMLA and CFRA. SICK LEAVE Effective July 1, 2015, employees shall be granted 24 hours of sick and accidental leave with pay after ninety (90) days of employment pursuant to the Health Workplaces, Health Families Act of 2014. All Employees with one (1) year of service shall be entitled to three (3) days’ sick and accident leave with pay, which will be available on the employee’s anniversary date. After two (2) years of service and each succeeding year thereafter, three (3) additional days shall be earned and available on the employee’s anniversary date. Unused sick and accident leave shall be cumulative to a maximum of twenty-four (24) days. If you are too ill to come to work or must take a day off to care for another individual as stated above, please personally notify the supervisor in charge as soon as possible. Failure to inform us about your absence may result in your termination. If you are too ill to make the call, please have a family member make the call on your behalf. We will expect to hear from you, as soon as possible. We understand that there are days when employees need a day to make life work, but please try not to abuse this benefit. You need to call at least 3 hours before your shift. A doctor's note may be requested at any time. PAYMENTS 40 Sick pay will be granted for the first day of absence due to sickness or to care for a family member when an employee provides a doctor’s note confirming the employees and/or dependents illness or injury. Employees may also use sick pay for absences due to domestic violence, sexual assault and/or stalking. Before paying sick time, Perfect Union reserves the right to verify disability of each employee by requiring a licensed physician certificate or by other verification of a bona fide illness or injury, which is satisfactory to the employer. Use of the sick allowance for the care of a family member includes spouse, registered domestic partner, child, parent, grandparent, grandchild, and sibling. Care includes illness or medical appointments of the family member. INTEGRATION OF BENEFITS Where the disabled employee is also eligible for and is receiving State Disability Insurance (SDI), the sick benefits outlined in the Agreement shall be paid separately and shall be integrated with the State Disability Insurance (SDI). The total benefits received shall not exceed the normal straight-time earnings of the employee where such payments are made on an integrated basis for the accrued sick pay benefits of the employee made by the employer. Sick pay is to be paid on a bona-fide illness or injury or as regulated by applicable law. LACTATION ACCOMMODATION POLICY The Company provides a reasonable amount of break time to accommodate an employee’s need to express breast milk for the employee’s infant child. The company will make a reasonable effort to provide the employee with the use of a room or other location in close proximity to the employee’s work area for the employee to express milk in private. Such space will meet the requirements of the California Labor Code including a surface to place a breast pump and personal items, a place to sit, access to electricity, a sink with running water, and a refrigerator for storing breast milk. PROCEDURES An employee may request an accommodation for lactation breaks by submitting a lactation accommodation request form to their department supervisor. The department supervisor must respond to the employee’s accommodation request in writing on the same lactation accommodation request form submitted by the employee indicating the approval or denial of the break request. The completed request form must be returned to the employee and a copy sent to the human resources department. The requested break time should, if possible, be taken concurrently with other scheduled break periods. Nonexempt employees must clock out for any lactation breaks that do not run concurrently with normally scheduled rest periods. Any such breaks will be unpaid. 41 The company reserves the right to deny, in writing, an employee’s request for a lactation break if the additional break time will seriously disrupt operations. Employees have the right to file a complaint with the labor commissioner for any violation of rights provided under Chapter 3.8 of the California Labor Code regarding lactation accommodations. LEAVES OF ABSENCE FAMILY AND MEDICAL LEAVE Under the federal Family and Medical Leave Act (“FMLA”), you may be eligible to take up to 12 weeks of unpaid, job-protected Family and Medical Leave in a 12-month period. Who is Eligible? You are eligible for Family and Medical Leave if: ● You have worked for the Company for at least 12 months, and for at least 1,250 hours in the 12 months before taking leave; and ● You are employed at a worksite that has 50 or more Company employees within a 75- mile radius. The 12 weeks may be taken in a rolling” 12-month period measured backward from the date you take Family and Medical Leave. Although this policy provides general information about Family and Medical Leave, Human Resources can provide you with additional information at your request. We will also provide more information if you request leave for a qualifying reason When Can I Use Family and Medical Leave? You may take Family and Medical Leave for the following reasons: ● The birth of a child or placement of a child for adoption or foster care. ● To bond with a child (leave must be taken within 1 year of the child’s birth or placement) ● To care for a covered family member (spouse, child, or parent) with a serious health condition ● Because of your own serious health condition that makes you unable to perform your job. A serious health condition is an illness, injury, impairment, or physical or mental condition that involves either a stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents you from performing the functions of your job, or prevents your covered family member from working or participating in school or other daily activities. The continuing treatment requirement may be met by a period of incapacity of more than 3 consecutive calendar days combined with at least 2 visits to a health care provider or 1 visit and a regimen of continuing treatment, or incapacity due to a chronic condition. Other conditions may meet the definition of continuing treatment. 42 You can find additional information about these terms and the other definitions that apply to this policy in 29 CFR section 825 et. seq., or by speaking with Human Resources. Do I Have to Take the Leave All at Once? If medically necessary, you may take leave for a serious health condition intermittently (in separate blocks of time) or on a reduced schedule (reducing your usual hours per workweek or workday). If you take intermittent or reduced schedule leave for planned medical treatment, the Company may temporarily transfer you to an available alternative position that better accommodates your leave and has equivalent pay and benefits. Unless otherwise prohibited by law, the Company may reduce your salary during unpaid intermittent leave, if applicable. How Do I Tell the Company I Need Leave? You must give us at least 30 days’ notice of the need for foreseeable leave, preferably in writing. If that is not possible for example, because you have a medical emergency please let us know as soon as possible. If you have treatment or procedure planned, please consult with us first about the dates. We understand you may prefer to keep some details private. However, you must give us enough information to determine if the leave will qualify as Family and Medical Leave, and the anticipated duration and timing of the leave. For example, sufficient information may include that you are unable to perform job functions, your family member is unable to perform daily activities, or the need for hospitalization or continuing treatment by a health care provider. You must also inform us if the requested leave is for a reason for which Family and Medical Leave was previously taken or certified. What Happens after I Request Leave? The Company will notify you whether you are eligible for Family and Medical Leave and, if so, will provide additional information about the leave and your rights and responsibilities. If you are not eligible, we will explain why. The Company will also notify you when leave will be designated as Family and Medical Leave and the amount of leave that will count against your leave entitlement. Do I Need to Provide a Medical Certification? For your own serious health condition or that of a covered family member, you may be required to provide a medical certification or recertification from the relevant health care provider, as permitted by law. We will provide a form for this purpose. If the certification is incomplete, we will provide a written notice indicating what additional information is required. Will I Get Paid During Leave? 43 Family and Medical Leave is unpaid by the Company, although you may be eligible for wage- replacement benefits such as workers’ compensation or disability benefits. You may also use any accrued, unused paid time off. When you are not receiving any wage-replacement benefits, the Company may require you to use paid time off. Using paid time off does not extend your leave, and you cannot receive more than 100% of your salary Do I Still Get Company Health Benefits? During Family and Medical Leave, the Company will maintain your health benefits as if you remained working. In some circumstances, if you elect not to return to work for at least 30 calendar days at the end of the leave, you may be required to reimburse the Company for the cost of the health benefit premiums. If you are not using accrued paid time off during Family and Medical Leave, you will stop accruing paid time off. Please contact Human Resources if you have any questions about other benefits during Family and Medical Leave. What Happens When My Leave is Over? Usually, following Family and Medical Leave you will be reinstated to your original job or to an equivalent job. Also, you will not lose any benefits that accrued prior to the start of your leave. You must notify the Company when you are able to return to work. If you take another job while on Family and Medical Leave, or if you do not return at the conclusion of leave without obtaining additional authorization for your absence, you may be considered to have voluntarily resigned your employment with the Company. Unlawful Acts by Employers The FMLA makes it unlawful for any employer to interfere with, restrain, or deny the exercise of any right provided under the FMLA, or discharge or discriminate against any person for opposing any practice made unlawful by the FMLA or for involvement in any proceeding under or relating to the FMLA. Enforcement An employee may file a complaint with the U.S. Department of Labor or may bring a private lawsuit against an employer. The FMLA does not affect any federal or state law prohibiting discrimination or supersede any state or local law or collective bargaining agreement which provides greater family or medical leave rights. 44 CALIFORNIA FAMILY RIGHTS ACT (CFRA) The California Family Rights Act (CFRA) authorizes eligible employees to take up a total of 12 weeks of paid or unpaid job-protected leave during a 12-month period. While on leave, employees keep the same employer-paid health benefits they had while working. Eligible employees can take the leave for one or more of the following reasons: ● The birth of a child or adoption or foster care placement of a child. ● To care for an immediate family member (spouse, child or parent) with a serious health condition. ● When the employee is unable to work because of a serious health condition (SHC). A serious health condition is an illness, injury, impairment, or physical or mental condition that causes or requires: ● Any period of incapacity or treatment in connection with, or after inpatient care ● Any period of incapacity requiring absence from work, school, or other regular daily activities, of more than 3 consecutive calendar days ● Ongoing treatment by or under the supervision of a health care provider for a chronic or long-term health condition that is incurable ● Restorative dental or plastic surgery after an accident or injury FAMILIES FIRST CORONAVIRUS RESPONSE ACT FFCRA The Families First Coronavirus Response Act (FFCRA or Act) requires the Federal government to provide all of its employees with paid sick leave and, for employees who are covered under Title I of the Family and Medical Leave Act (FMLA), with expanded family and medical leave for specified reasons related to COVID-19. These provisions will apply from April 1, 2020 through December 31, 2020. PAID LEAVE ENTITLEMENTS Generally, the Federal government must provide Federal employees: Up to two weeks (80 hours, or a part-time employee’s two-week equivalent) of paid sick leave based on the higher of their regular rate of pay, or the applicable state or Federal minimum wage, paid at: ● 100% for qualifying reasons #1-3 below, up to $511 daily and $5,110 total; and ● 2/3 for qualifying reasons #4 and 6 below, up to $200 daily and $2,000 total. Federal employees including those not covered under Title I of the FMLA can receive either 2/3 of the higher of their regular rate of pay, or the applicable state or Federal minimum wage for the two-week period for qualifying reason #5 below. However, for leave under qualifying reason #5, Federal employees covered under Title I of the FMLA can receive 10 additional weeks of expanded family and medical leave for reason #5 below, up to $200 daily and $12,000 total. 45 A part-time employee is eligible for leave for the number of hours that the employee is normally scheduled to work over that period ELIGIBLE EMPLOYEE All Federal employees are eligible for up to two weeks of fully or partially paid sick leave for COVID-19 related reasons (see below). Federal employees who are covered under Title I of the FMLA and have been employed for at least 30 days prior to their leave request are eligible for up to an additional 10 weeks of partially paid expanded family and medical leave for reason #5 below. Most federal employees are not covered under Title I of the FMLA and so would not be eligible for partially paid expanded family and medical leave. Please consult with your agency to determine whether you are covered under Title I of the FMLA. The Office of Personnel and Management will issue guidance on this question. QUALIFYING REASONS FOR LEAVE RELATED TO COVID-19 A Federal employee is entitled to take leave related to COVID -19 if the employee is unable to work, including unable to telework, because the employee: 1. is subject to a Federal, State, or local quarantine or isolation order related to COVID-19. 2. has been advised by a health care provider to self-quarantine related to COVID-19. 3. is experiencing COVID-19 symptoms and is seeking a medical diagnosis. 4. is caring for an individual subject to an order described in (1) or self-quarantine as described in 5. is caring for their child whose school or place of care is closed (or childcare provider is unavailable) due to COVID-19 related reasons; or 6. is experiencing any other substantially similar condition specified by the U.S. Department of Health and Human Services. ENFORCEMENT The U.S. Department of Labor’s Wage and Hour Division (WHD) has the authority to investigate and enforce compliance with the FFCRA for Federal employers covered under Title I of the FMLA. Employers may not discharge, discipline, or otherwise discriminate against any employee who lawfully takes paid sick leave or expanded family and medical leave under the FFCRA, files a complaint, or institutes a proceeding under or related to this Act. Federal employers covered under Title I of the FMLA in violation of the provisions of the FFCRA will be subject to penalties and enforcement by WHD. 46 SERVICEMEMBER FAMILY AND MEDICAL LEAVE In addition to time off as described in the Family and Medical Leave” policy above, the FMLA provides eligible employees time off for certain absences related to a covered family member’s service in the Armed Forces (“Servicemember FMLA”). Except as mentioned below, the Family and Medical Leave” policy applies to Servicemember Leave. Other leave of absence laws may also apply to Servicemember Leave. In those circumstances, the time off under other leave laws and Servicemember FMLA run concurrently (i.e., at the same time). WHO IS ELIGIBLE? To be eligible for Service Member Leave, you must meet the eligibility requirements described in the Family and Medical Leave” policy, above. If you are eligible, you may take Servicemember Leave as follows: ● Up to 12 weeks of leave in a 12-month period for a qualifying exigency” (certain events related to a spouse, parent, or child’s call to active military duty) or ● Up to 26 weeks of leave in a 12-month period to care for a spouse, parent, child, or next of kin who is a covered servicemember” with a serious illness or injury” incurred in the line of duty. The following definitions explain when you may qualify for Service member Leave. You may also speak with Human Resources if you have questions about these definitions or your eligibility. But, generally, if you have pressing personal business to attend to because a family member is deployed overseas, or if your family member is injured or seriously ill as a result of active military service, you will probably be eligible for Servicemember Leave (provided you meet other eligibility requirements). ● Qualifying exigencies” may include attending military events, arranging for alternate childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings. ● A covered servicemember” with a serious illness or injury” is: − A current member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness;* or ● A veteran who was discharged or released under conditions other than dishonorable at any time during the five-year period prior to the first date the eligible employees take FMLA leave to care for the covered veteran, and who is undergoing medical treatment, recuperation, or therapy for a serious injury or illness.* For a veteran discharged prior to March 8, 2013, the period between October 28, 2009, and March 8, 2013, does not count toward determination of the five-year period. 47 *The FMLA definitions of serious injury or illness” for current servicemembers and veterans are distinct from the FMLA definition of serious health condition.” HOW DO I TELL THE COMPANY I NEED LEAVE? Please provide as much advance notice as practicable of your need for Servicemember Leave. If the leave is for the planned medical treatment of a covered servicemember, you must provide 30 days’ advance notice if you can. Otherwise, you must provide notice as soon as you can. DO I NEED TO PROVIDE A MEDICAL CERTIFICATION? For leave for a qualifying exigency, the Company may require you to provide a copy of the covered servicemember’s active duty orders or other documentation. The Company may also require you to provide a certification verifying eligibility for leave or may contact the Department of Defense or an applicable third party for verification purposes. For leave to care for a covered servicemember, the Company may require you to provide a medical certification from an authorized health care provider verifying certain information regarding the covered servicemember and their injury or illness. You can obtain more information about the certification and verification requirements from Human Resources. PERSONAL MEDICAL LEAVE WHO IS ELIGIBLE? If you are disabled due to illness or injury (and are not eligible for Family and Medical Leave, or have exhausted your right to it), you may be eligible for an unpaid Personal Medical Leave (“PML”). It does not matter whether your illness or injury is work-related. You are not guaranteed a certain amount of PML; the amount of time will depend on the circumstances. It may also run concurrently with other legally required time off. HOW DO I TELL THE COMPANY I NEED LEAVE? To request PML, notify Human Resources or your manager in writing as soon as possible. DO I NEED TO PROVIDE A MEDICAL CERTIFICATION? You may be required to provide a medical certification or other documentation regarding your request or need for time off. The appropriate documentation will vary depending on the circumstances. Please do not assume a doctor’s note will be sufficient. WILL I GET PAID DURING LEAVE? PML is unpaid. You will be required to use any accrued, unused vacation during PML. But, the use of paid leave will not extend your leave, and you must comply with applicable paid leave policies. 48 DO I STILL GET COMPANY HEALTH BENEFITS? Your eligibility for Company-paid health benefits ceases during PML that exceeds 30 days. You must pay the full premiums to continue your benefits. You will receive notice directly from the Company’s third-party administrator of your right to continue your benefits through COBRA. Anytime you are not using accrued paid time off during PML, you will stop accruing vacation. WHAT HAPPENS WHEN MY LEAVE IS OVER? When you return to work, you must provide a release from your health care provider stating that you are able to perform your duties and identifying any reasonable accommodation or accommodations that you need. To allow us to properly plan for your return, you must notify us of your need for accommodation or accommodations at least one week before your anticipated return date, unless there is a legitimate reason for not providing such advanced notice. If your return date changes (either because you are able to return earlier than expected, or because you are not able to return on the anticipated date), you are expected to notify us in advance of your anticipated return date so we can discuss accommodation options with you. If you take another job while on PML, or if you do not return at the conclusion of leave without obtaining additional authorization for your absence, we may assume you have voluntarily resigned your employment. FUNERAL LEAVE The employee is eligible for up to three (3) days of paid funeral leave upon completion of their probation (120 days) Leave days are for the purpose of arranging for and attending the funeral of a covered family member. Covered family members include spouse, registered domestic partner, parent, child, brother, sister, grandchild, grandparent, current mother-in-law, current father-in-law, stepparents, stepchildren, and significant other. Other accommodations may be made depending on the circumstances. Notify and confer with your supervisor. Appropriate documentation of this event may be necessary to support unusual requests. MILITARY LEAVE If you are called up for active duty in the armed forces or National Guard of the United States, you will be granted leave without pay for any such active duty, to the full extent required by applicable law. The Company will comply with all requirements of the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA). 49 JURY DUTY AND WITNESS LEAVE The company agrees to pay the difference between the employee’s regular straight-time daily rate and the amount received by the employee for jury service, provided the employee has completed six (6) Month’s service with the Company. The maximum annual benefit paid by the company is five (5) days. Upon completion of service on the jury, the employee must immediately notify the Employer for further scheduling. Proof of call to jury duty must be submitted to the employer promptly upon receipt. Proof of daily jury service is required for payment of this benefit. The employee must provide their supervisor with the jury summons notice within forty-eight (48) hours and a note from the Clerk of the Court indicating the times you were at the court for jury duty. If you are excused from jury duty on any day or any portion of a day, you are expected to report for work on that day, or otherwise notify your supervisor or the HR Department. TIME OFF TO VOTE If your work schedule does not permit you to have enough time to vote before or after working hours in statewide public elections, then you will be allowed time off to go to the polls. In such situations, the Company will pay you for up to the first two hours of absence from regularly scheduled work, which is necessary to vote. Any additional time necessary will be without pay. You must give reasonable notice of the need to have time off to vote and must give at least three days' notice when three days' notice is possible. You may be requested to bring a copy of your voting receipt upon your return. CIVIL AIR PATROL LEAVE No employee with more than 90 days of service shall be disciplined for taking time off to perform emergency duty as a volunteer in the California Civil Air Patrol. If you are a Civil Air Patrol volunteer, please alert your supervisor that you may have to take time off for emergency duty. When taking time off for emergency duty, please inform your supervisor before doing so, giving as much advance notice as possible. Up to 10 days of leave for duty may be taken each year. However, leave for a single emergency mission cannot exceed three days, unless the emergency is extended by the entity in charge of the operation and the Company approves the extension of leave. TIME OFF FOR ATTENDING CHILD’S SCHOOL DISCIPLINE If you are the parent or legal guardian of a child and you receive written notice from the principal of the child's school requesting your attendance at a disciplinary conference, you are entitled to take unpaid leave to attend the meeting. Check with management for eligibility and scheduling before taking any leave to attend a disciplinary conference. 50 DOMESTIC VIOLENCE, SEXUAL ASSAULT OR STALKING LEAVE AND ACCOMMODATION Employees who are victims of domestic violence, sexual assault, and stalking are eligible for unpaid leave. Although the leave is generally unpaid, employees can use their paid sick time under California's Healthy Workplaces; Healthy Families Act, for the purposes described below. You may request leave if you are involved in judicial action, such as obtaining restraining orders or appearing in court to obtain relief to ensure your health, safety or welfare, or that of your child. Please provide reasonable advance notice of the need for leave unless advance notice is not feasible. Contact the Human Resource Manager. Employees who are victims of domestic violence, sexual assault or stalking and need a reasonable accommodation for their safety at work should contact a Company representative with day-to-day personnel responsibilities and discuss the need for accommodation. If you are requesting such reasonable accommodation, you will need to submit a written statement signed by you, or by an individual acting on your behalf, certifying that the accommodation is for your safety at work. For reasonable accommodation requests, the Company will also require certification, demonstrating that you are the victim of domestic violence, sexual assault, or stalking. Any of the forms of a certification described above for leave purposes will suffice. The Company may request recertification every six months from the date of the previous certification. You should notify the Company if an approved accommodation is no longer needed. The Company will engage in an interactive process with the employee to identify possible accommodations if any that are effective and will make reasonable accommodations unless an undue hardship result. The Company will, to the extent allowed by law, maintain the confidentiality of any employee requesting leave or accommodation under these provisions. DOMESTIC VIOLENCE, SEXUAL ASSAULT OR STALKING LEAVE FOR TREATMENT Employees who are victims of domestic violence, sexual assault, or stalking are eligible for unpaid leave. Although the leave is generally unpaid, employees can use their paid sick time under California's Healthy Workplaces; Healthy Families Act, for the purposes described below. You may request leave for any of the following purposes: ● To seek medical attention for injuries caused by domestic violence, sexual assault, or stalking ● To obtain services from a domestic violence shelter, program, or rape crisis center because of domestic violence, sexual assault, or stalking ● To obtain psychological counseling related to experiencing domestic violence, sexual assault, or stalking. 51 ● To participate in safety planning and take other actions to increase safety from future domestic violence, sexual assault, or stalking, including temporary or permanent relocation. Please provide reasonable advance notice of the need for leave unless advance notice is not feasible. Contact supervisor and the Human Resource Manager. The Company will, to the extent allowed by law, maintain the confidentiality of any employee requesting leave under this provision. The length of unpaid leave an employee may take is limited to 12 weeks provided for in the federal Family and Medical Leave Act of 1993 for eligible employees. MEDICAL LEAVE AS A REASONABLE ACCOMMODATION A medical leave of absence may be granted for non-work-related medical disabilities (other than pregnancy, childbirth, and related medical conditions) with a doctor's written certificate of disability. Extended disability leaves will also be considered on a case-by-case basis, consistent with the Company's obligations under federal and state disability laws. Employees should request any leave in writing as far in advance as possible. If you are granted medical leave, the company will pay you sick pay for the period equivalent to your accumulated sick pay earned. You also may use any paid vacation time previously accrued. A medical leave begins on the first day your doctor certifies that you are unable to work and ends when your doctor certifies that you can return to work. Your human resources contact will notify you of the information needed to request a leave of absence. You will need a doctor’s note showing the date you were disabled and the estimated date you will be able to return to work. An employee returning from a medical disability leave must present a doctor's certificate declaring fitness to return to work. The Company makes no guarantees of reinstatement, and your return will depend on your qualifications for existing openings. California workers' compensation laws govern work-related injuries and illnesses. California pregnancy disability laws govern leaves taken because of pregnancy, childbirth, and related medical conditions. An employee that needs reasonable accommodations should contact a Company representative with day-to-day personnel responsibilities and discuss the need for accommodation. MILITARY SPOUSE LEAVE Employees who work more than 20 hours per week and have a spouse in the Armed Forces, National Guard or Reserves who have been deployed during a period of military conflict are eligible for up to 10 unpaid days off when their spouse is on leave from (not returning from) military deployment. Employees must request this leave in writing to the Human Resource Manager within two Company days of receiving official notice that their spouse will be on leave. Employees requesting this leave are required to attach to the leave request written documentation certifying the spouse will be on leave from deployment. 52 ORGAN AND BONE MARROW DONOR LEAVE Employees who are donors for organ or bone marrow may take paid time off as follows: Employees may take up to 30 Company days of leave in any year period for the purpose of donating an organ to another person. The one-year period is calculated from the date the employee begins their leave. Employees may take up to 5 Company days of leave in any year period for the purpose of donating bone marrow to another person. The one-year period is calculated from the date the employee's leave begins. During the leave for organ/bone marrow donors, the company will continue to provide and pay for any group health plan benefits the employee was enrolled in prior to the leave of absence. Leave taken for the purpose of organ or bone marrow donation is not leave for the purpose of family medical leave under state law, the California Family Rights Act. Employees who wish to take a leave of absence to donate bone marrow or an organ will be required to provide written verification of the need for leave, including confirmation that the employee is an organ or bone marrow donor and that there is a medical necessity for the donation of the organ or bone marrow. PREGNANCY DISABILITY LEAVE If you are pregnant, have a related medical condition, or are recovering from childbirth, please review this policy. Any employee planning to take pregnancy disability leave should advise the personnel department as early as possible. The individual should make an appointment with the personnel manager to discuss the following conditions: ● Duration of pregnancy disability leave will be determined by the advice of the employee's physician, but employees disabled by pregnancy may take up to four months of leave per pregnancy (the working days you normally would work in one-third of a year or 17 1/3 weeks). ● Part-time employees are entitled to leave on a pro-rata basis. The four months of leave includes any period for actual disability caused by the employee's pregnancy, childbirth, or related medical condition. This includes leave for severe morning sickness and prenatal care, doctor-ordered bed rest, as well as other reasons. Your healthcare provider determines how much time you need for your disability. ● The Company will also reasonably accommodate medical needs related to pregnancy, childbirth, or related conditions or temporarily transfer you to a less strenuous or hazardous position (where one is available) or duties if medically needed because of your pregnancy. ● Employees who need to take pregnancy disability must inform the Company when leave is expected to begin and how long it will likely last. If the need for leave, reasonable accommodation or transfer is foreseeable (such as the expected birth of a child or a planned medical treatment for yourself), employees must provide at least 30 days advance notice before the pregnancy disability leave, or transfer is to begin. ● Pregnancy leave usually begins when ordered by the employee's physician. The employee must provide the Company with a written certification from a health care provider for the need of PDL, reasonable accommodation, or transfer. The certification must be returned no later than 15 calendar days after the Company requests it. Failure to 53 do so may, in some circumstances, delay PDL leave, reasonable accommodation or transfer. ● Please see human resources for a medical certification form to give to your health provider. Leave returns will be allowed only when the employee's physician sends a release ● An employee will be required to use accrued sick time (if otherwise eligible to take the time) during a pregnancy disability leave. An employee will be allowed to use accrued vacation or personal time (if otherwise eligible to take the time) during a pregnancy disability leave; and ● Leave does not need to be taken in one continuous period and may be taken intermittently, as needed. ● Leave may be taken in increments of 15 minutes. If intermittent leave or leave on a reduced work schedule is medically advisable, the employee may, in some instances, be required to transfer temporarily to an available alternative position that meets the employee's needs ● The alternative position need not consist of equivalent duties but must have the equivalent rate of pay and benefits. ● The employee must be qualified for the position. ● The position must better accommodate the employee's leave requirements than their regular job. ● Transfer to an alternative position can include altering an existing job to better accommodate the employee's need for intermittent leave or a reduced work schedule. ● Upon submission of medical certification that an employee can return to work from a pregnancy disability leave, an employee will be reinstated to their same position held at the time the leave began or, in certain instances, to a comparable position, if available. There are limited exceptions to this policy. An employee returning from a pregnancy disability leave has no greater right to reinstatement than if the employee had been continuously employed. ● Employees on pregnancy disability leave will be allowed to continue to participate in group health insurance coverage for up to a maximum of four months of disability leave (if such insurance was provided before the leave was taken). At the level and under the conditions that coverage would have been provided if the employee had continued in employment continuously for the duration of the leave. In some instances, an employer can recover from an employee's premiums paid to maintain health coverage if the employee fails to return following pregnancy disability leave. PDL may impact other benefits or a seniority date. Please contact human resources for more information. CALIFORNIA PARENTAL LEAVE ACT (CPL) The California New Parent Leave Act (S.B. 63) provides eligible employees the opportunity to take up to twelve weeks of unpaid leave to bond with a new child within one year of the child's birth, adoption, or foster care placement. The maximum amount of leave an employee may use under this policy is twelve weeks within a twelve-month period. Parental leave may be taken for any of the following reasons: ● To bond with a newly born child. 54 ● To bond with a child placed with the employee for adoption or foster care. Parental leave will be provided in addition to any entitlement of pregnancy disability leave (PDL) due to an employee's own pregnancy-related disability. All rules applied to FMLA/CFRA are applied to Parental Leave. SCHOOL AND CHILD CARE ACTIVITIES LEAVE Employees are encouraged to participate in the school or childcare activities of their child(ren). An employee would be required to take unpaid time off. The absence is subject to all the following conditions: ● Parents can only use the time off under this policy, guardians, grandparents, stepparents, foster parents, or a person who stands in loco parentis to one or more children of the age to attend kindergarten through grade 12 or a licensed childcare provider ● The amount of time off for school or childcare activities described below cannot exceed a total of 40 hours each year ● Covered employees can use the time off to find, enroll or re-enroll a child in a school or with a licensed childcare provider or to participate in activities of the child's school or licensed childcare provider. The time off for these purposes cannot exceed eight hours in any calendar month. Employees planning to take time off for these purposes must provide reasonable advance notice to their supervisor ● Covered employees can also use the time off to address a childcare provider or school emergency" if the employee gives notice to the employer. A childcare provider or school emergency means that the employee's child cannot remain in a school or with a childcare provider due to one of the following: ● The school or childcare provider has requested that the child be picked up, or has an attendance policy (excluding planned holidays) that prohibits the child from attending or requires the child to be picked up from the school or childcare provider ○ Behavioral or discipline problems ○ Closure or unexpected unavailability of the school or childcare provider, excluding planned holidays; or. ○ A natural disaster, including, but not limited to, fire, earthquake, or flood. Employees must provide their supervisor with documentation from the school or licensed childcare provider verifying that they were engaged in these child-related activities on the day and time of the absence TIME OFF FOR VOLUNTEER FIREFIGHTERS & PUBLIC SAFETY OFFICIALS If you are a registered volunteer firefighter or public safety official who intends to perform emergency duty during work hours, please alert a representative of the Company so that we are aware of the fact that you may have to take time off to perform emergency duty. In the event you need to take time off for emergency duty, please alert management before leaving the Company premises. 55 RE-EMPLOYMENT Former employees who are rehired and return to work within three months of their termination may not be required to go through another probationary period and will be given credit for their past continuous service. Former employees who are rehired and return to work more than three months after their termination will be rehired only as new employees. The employee will be required to complete a new probationary period satisfactorily and will be considered new employees for all benefits. CONFIRMATION OF RECEIPT ACKNOWLEDGMENT I have received my copy of the Perfect Union Employee Handbook. I have read and understood the Handbook and agree to abide by the Company policies. I am responsible for reading and complying with the contents of the Handbook. I understand and agree that my employment is at-will and may be terminated by the Company or me with or without advance notice and with or without cause." This Acknowledgment and Agreement sets forth the entire agreement between the Company and me regarding the nature of my employment and is the final expression of our agreement. This Acknowledgment and Agreement supersedes all prior agreements or understandings, written or oral, regarding the nature of my employment. I understand and agree that my at-will status can be changed only by a written employment agreement signed by the Owner and me that expressly provides for a relationship other than at- will employment. I understand and agree that, except for the at-will relationship, the Company may change any policy or practice and my hours, wages, working conditions, job assignments, position title, compensation rates and benefits in its sole discretion. __________________________________________________ 56 Employee Name Date __________________________________________________ Employee Signature Incident Report Form LOCATION: Northside Eastside Marysville Riverbank Turlock Morro Bay Seaside Weed Name: _________________________________________ Date: _____ /_____ /_____ Position: _______________________________________ Description of the Incident: (Please be as detailed as possible and include time the incident occurred, employee(s) involved, and any other pertinent information.) ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ Accident/incident details Time: _____________________________ Date reported: _____ /_____ /_____ Location: ______________________________________________________________________ Witness: ______________________________________________________________________ Reported to whom: _____________________________________________________________ Loss to cash/product/equipment/buildings/vehicles etc. Y / N What was damaged? Extent of damage: ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ What were the contributing factors (if any)? ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ Corrective actions: Immediate actions What controls can be put in place to prevent this from happening again? ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ Recommendations for action: Who is to implement these controls/corrective actions? _______________________________ Date by which action is to be taken _____ /_____ /_____ Actions completed: Manager: _____________________________________________ Date: _____ /_____ /_____ Attached documentation: FRESNO, CA Commercial Cannabis Retail Storefront Application December 2020 December 4, 2020 Re: Retail Storefront Application Ms. Quan, It is my pleasure to present Perfect Union‘s application for an adult-use cannabis storefront dispensary permit in the City of Fresno. Perfect Union has over a decade of experience managing cannabis businesses, navigating state and local laws and regulations, and supporting causes that add value to the communities where we operate. Our leadership and ongoing commitment to the industry make us uniquely qualified to partner with the City of Fresno on this next endeavor. The principals of our organization are pioneers in the cannabis industry and have several decades of combined experience. This ensures that Perfect Union and its associates are highly trained and effective managers, operating in full compliance with all applicable laws. We have invested a significant amount of time and energy into transforming the cannabis industry from a virtually unregulated market into the respected and legal growth opportunity that it is today, with a focus on giving back to the community. We are a vertically integrated company that holds several state licenses for retail, cultivation, and distribution. Our leadership values strong labor practices, and as a result, Perfect Union has a long-standing relationship with the United Food and Commercial Workers International Union (UFCW). Being one of the few cannabis companies in California with active collective bargaining agreements for our employees, our partnership with UFCW helps provide high-wage jobs with benefits that will boost the City of Fresno‘s local economy. We appreciate the time and effort you have put into this process, as well as the opportunity to further our investment and commitment to the Fresno community. We hope you will not hesitate to contact us with any questions. We stand ready to assist as needed. Respectfully, David Spradlin Chief Executive Officer 1610 Arden Way, Suite 101, Sacramento, CA 95843 (916) 708-4095 1. BUSINESS PLAN ...........................................................................5 Perfect Union ...................................................................................................5 1.1 Qualifications .............................................................................................9 David Spradlin – Founder and Chief Executive Officer ..........................10 Lisah Poore – Vice President of Retail .....................................................11 Arturo Sanchez – Vice President of Legal ...............................................11 Katie Abraham – Vice President of Finance and Accounting ................ 12 1.2-1.4 Budget for Construction .................................................................... 13 1.5 Hours of Operation ...................................................................................14 1.6 Day-to-Day Operations ............................................................................ 14 i. Check-in Procedure/Facility Access ..................................................15 ii. Location and Procedures for Deliveries During Business Hours ......18 iii. Point of Sale System Information and Number of POS Systems ..... 20 iv. Estimated Customers ........................................................................ 27 v. Cannabis Products Offered, Estimated Customers and Sales ......... 27 vi. Delivery Service ............................................................................... 30 2. SOCIAL POLICY AND LOCAL ENTERPRISE PLAN ..... 31 2.1 Living Wage and Wage Scale .............................................................................. 31 2.2 Employee Benefits ............................................................................................... 32 2.3 Compensation and Opportunities ...................................................................... 34 2.4-2.5 Social Policy and Local Hires ....................................................................... 35 2.6 Employee Numbers, Titles and Positions .......................................................... 36 2.7 Labor Peace Agreement ..................................................................................... 40 2.8.1 Workforce Plan ................................................................................................. 41 2.8.2 Commitment to Apprenticeship and Continuing Education ........................... 41 2.8.3 Living Wage ..................................................................................................... 31 2.9 Social Equity Incubator ...................................................................................... 42 3. NEIGHBORHOOD COMPATIBILITY PLAN ..................... 43 3.3-3.6 Odor Mitigation Process ............................................................................... 47 3.7 Waste Management Plan .................................................................................... 50 Table of Contents 4. SAFETY PLAN .......................................................................... 51 4.1 Professional Consultants .......................................................................... 51 4.2 Accident and Incident Reports ................................................................ 51 4.3 Evacuation Routes ................................................................................... 53 4.4 Fire Extinguishers and Fire Equipment ................................................. 56 4.5 Training for Fire and Medical Emergencies ............................................ 57 5. SECURITY PLAN .................................................................... 60 Section 1: Physical Elements ........................................................................ 64 Section 2: Electronic Security System ......................................................... 68 Section 3: Compliance and Procedures ........................................................ 70 Section 4: On Site Physical Security Services ............................................. 72 Limited-Access Areas .................................................................................. 73 Security Guards .............................................................................................80 6. LOCATION ................................................................................ 84 Floor Plan ...................................................................................................... 89 Site Plan ........................................................................................................ 90 7. SOCIAL RESPONSIBILITY PLAN ....................................... 92 7.1 Social Responsibility Plan ........................................................................92 7.1.1 Expungement Clinics ........................................................................... 97 7.1.2-7.1.2.3 Environmentally Sustainable Business Model ......................... 97 7.1.3 Utilizing Vacant Buildings or Blighted Areas .................................... 100 7.3 Fresno Reinvestment Fund .................................................................... 103 APPENDIXES .............................................................................. 104 A – Owners Resumes .................................................................................. 104 B – Financial Information ........................................................................... 105 C – Site and Floor Plan ................................................................................ 106 D – Odor Control Form ............................................................................... 107 E – State Licenses ........................................................................................ 109 F – Zoning Verifcation Letter ..................................................................... 110 G – Support Letters ..................................................................................... 111 H – Employee Handbook ............................................................................ 112 I – Incident Report Form ............................................................................. 113 J – Labor Peace Agreement ......................................................................... 115 Table of Contents 5 We at Perfect Union are submitting this Retail Storefront Application with the objective of bringing a world-class operation to the City of Fresno. The following sections demonstrate how Perfect Union will operate in compliance with the City of Fresno Municipal Code, Chapter 9, Article 33, Chapter 15 the Medicinal and Adult-Use Cannabis Regulation and Safety Act (MAUCRSA), and the regulations adopted by the Bureau of Cannabis Control (BCC). Perfect Union will be fully licensed locally and with the California’s Bureau of Cannabis Control prior to opening its doors. Our business plan is based on years of experience operating dispensaries in other jurisdictions, as well as our knowledge and understanding of the needs of the local community. We have brought together an incredible team of professionals and community leaders to develop a program that meets all the requirements in the City of Fresno Municipal Code as well as all State laws related to cannabis. Perfect Union will be an asset to the local community and will significantly benefit the customers we serve, as well as Fresno residents in need of support and resources. We are excited about the opportunity to bring our award-winning services to Fresno and begin developing meaningful community impact that can serve the area’s needs. Perfect Union Perfect Union is one of the most sought-after and experienced cannabis operators in the State of California, with extensive experience in compliance. Perfect Union currently operates eight dispensaries in seven different jurisdictions. The company’s flagship store, River City Phoenix (now Perfect Union Northside), has operated in Sacramento since 2010 in full compliance with all regulatory standards set forth by the City and State. The community-based programs provided there have given customers service they can trust and rely on. We pride ourselves on ensuring quality in everything we do while giving back to the community we serve and were recently selected as the Sacramento Business Journal’s #1 Cannabis Business of 2020. The founders of Perfect Union have played an integral role in developing a quality assurance and regulatory compliance standards for the industry and look forward to providing their safe and reliable services in the City of Fresno. 1. BUSINESS PLAN 6 Perfect Union also manages the day-to-day operations of Hugs Alternative Care (now Perfect Union Eastside) in Sacramento, California, a prominent cannabis retail business opened in 2007. It is located in the heart of Sacramento, adjacent to the U.C. Davis Medical Center, which is a prime location to serve customers from all over the city. Currently, Perfect Union Eastside serves approximately 300 customers per day, reflecting a growth rate of 268% since January 2017 when we took over the store’s day-to-day operations. Perfect Union was selected in a very competitive application process to open a cannabis dispensary in Marysville, California in 2018. In that process, we demolished a blighted warehouse and built a location from the ground-up adjacent to Rideout Hospital in the heart of Marysville. Perfect Union Marysville opened in January 2019 and is one of only two cannabis retail businesses chosen to operate. Since 2019, Perfect Union has opened an additional five retail stores in Riverbank, Turlock, Morro Bay, Seaside, and Weed. Perfect Union currently manages the following 8 retail licenses: Location Address License # 1. River City Phoenix, DBA Perfect Union Northside 1508 El Camino Ave, Sacramento CA 95815 C10-0000199-LIC 2. Hugs Alternative Care Inc., DBA Perfect Union Eastside 2035 Stockton Blvd, Sacramento CA 95815 C10-0000254-LIC 3. RCP Marysville, DBA Perfect Union Marysville 311 F street, Marysville CA 95901 C10-0000324-LIC 4. PHSL LLC, DBA Perfect Union Seaside, 840 Broadway Ave B4, Seaside, CA 93955 C10-0000425-LIC 5. F.F.A., Inc., DBA Perfect Union Riverbank 6609 3rd Street, Riverbank 95367 C10-0000204-LIC 6. Perfect Union Turlock 2500 N Golden State Blvd., Turlock CA 95382 C10-0000748-LIC 7. Perfect Union Morro Bay 1000 Quintana Rd, Morro Bay CA, 93442 C10-0000749-LIC 8. Ascension LLC, DBA Perfect Union Weed 241 Main St, Weed, CA 96094 C10-0000025-LIC Perfect Union currently manages the following 2 cultivation licenses: 1. Fireworx Farms Sacramento 1025 Joellis Way, Sacramento CA 95815 CCL19-0001533 2. Fireworx Farms Nursery 1025 Joellis Way, Sacramento CA 95815 CCL20-0000036 Perfect Union currently manages the following distribution license: 1. Metta Distribution and Transportation 1504 El Camino Ave, Sacramento CA 95815 C11-0000090 Please see Appendix E for Perfect Union’s State licenses Photo: Perfect Union Marysville 7 The Principals of Perfect Union have years of experience managing licensed cannabis operations in other regulated jurisdictions and have brought together a one-of-a-kind team of professionals and community leaders to develop a program that meets all City of Fresno rules and regulations, as well as all State laws related to cannabis. Our Model of Success Our business model creates a positive, unique, and intimate experience for every person that walks through our doors. We understand that it is our responsibility to ensure that people receive safe and quality cannabis products in a friendly and professional environment. Each customer is well taken care of by our staff and is provided with a one-on-one experience. Customers appreciate the personalized approach provided by our staff and feel as if they have truly been served. Our staff is trained to help customers identify products that work for them and provide proper educational resources to enhance their experience. We also curate complimentary alternative wellness services for customers, provide educational and support opportunities, and contribute time and resources to charitable organizations and projects that benefit the community. This is further detailed in our Community Benefits Plan. By providing resources to projects that benefit the less fortunate, beautifying the areas where we are located, and supporting organizations’ efforts with these shared objectives, we have vastly improved the communities we serve. We involve our customers directly in our efforts to make the world a better place. Our wellness services allow people to receive services that they may not have otherwise experienced, and our ongoing support groups and educational opportunities help people grow and thrive. We believe our business model’s proven successes will be a great opportunity for the City of Fresno and the thousands of qualified customers in the area. Organizational Overview Perfect Union has a customer service-focused approach while providing customers with a variety of high-quality cannabis products in a caring and knowledgeable environment. This model has proven successful and has helped thousands of Californians by providing a resource for reliable access. By providing customers with a complete holistic wellness service, Perfect Union ensures that they have a rewarding experience while being properly educated on responsible use, ingestion methods, and the many types of products available to them. Our team is experienced and well-positioned to effectively manage a cannabis business while providing superior service and benefits the community. The Perfect Union team brings experience in the areas of patient therapy and customer relations, community- building campaigns, social welfare programs, outreach programs and compliancy standards. One of our dispensaries has been the largest tax-paying cannabis business in the City of Sacramento for nearly a decade, serving more than 30,000 people per year. Overall, our dispensaries are a model for compassion and professionalism in the communities where we operate. We have been voted Most Compassionate Dispensary by the Sacramento News and Review and pride ourselves on being a community-based and forward-thinking organization. Perfect Union Principals have also been instrumental in the development of a California State- approved apprenticeship program in conjunction with our partners at the United Food and Commercial Workers Union (UFCW). This pro- gram will be the “gold standard” for training the cannabis workers of the future, and Perfect Union’s leaders have contributed greatly to the development of the curriculum and standards for the program. 8 Operational Vision To provide a high level of care, we strive to deliver all operations and services in a professional, caring, and timely manner. Perfect Union is determined to meet the highest industry standards of service. Our staff is trained to implement all organization policies and ensure integrity, accountability, and efficiency at every level. Perfect Union consistently audits and u grades operations to serve customers’ needs best and will always meet any updated operating require- ments by the City of Fresno and the State of California promptly and efficiently. Our objective is always to provide exceptional service and affordable products in a professional, safe, and caring environment. All Perfect Union locations currently have an A+ rating from the Better Business Bureau. Summary Perfect Union realizes that it is a great privilege to operate a retail dispensary, and we believe that it is critical to provide a facility that is not only safe, secure, and compliant, but also fits well into the surrounding neighborhood in terms of appearance and maintenance. Being a positive addition to the Fresno community is very important to us, and we intend to manage and maintain our facility in a manner that makes our neighbors proud to have our operations located in the City of Fresno. We will work closely with public officials, law enforcement and commu- nity stakeholders to build relationships and to develop meaningful projects that make a positive impact on City of Fresno and our neighborhood. 1.1 Qualifications The Perfect Union team is made up of leaders and pioneers in the cannabis industry with decades of combined experience that ensure Perfect Union and its associates are managed effectively, transparently, and in full compli- ance with all state and local laws. They have invested significant time and energy into the work of transforming the cannabis industry into the respected and legal growth opportunity it is today. David Spradlin has assisted numerous local governments in better understanding the cannabis industry and has successfully shared his community-based model with regulatory agencies and public officials across the state. These collaborative efforts have shown the positive impacts a professional cannabis business can provide, including economic growth, public safety improvements, and projects that beautify the communities we serve. Perfect Union executive team members are the most experienced and qualified organizational leaders in the industry and are well- respected by their peers, the cities and counties that they work with, and the customers they serve. Their experience and qualifications ensure a City of Fresno location would have the necessary tools to for a retail storefront that will provide revenue, jobs, and direct benefits to those they serve. Please see Appendix A for the Operation Team’s Resumes 9 David Spradlin Founder & Chief Executive Officer David Spradlin is a business development and operations management ex- pert with vast experience in retail and consumer organizations. He found- ed and directed Magnolia Wellness in 2009 and has managed Perfect Union Northside (formerly River City Phoenix) in Sacramento since 2010. Since then, David has opened an additional six retail licenses in Marys- ville, Turlock, Riverbank, Seaside, Morro Bay, and Weed. His operational experience has resulted in success for all projects he has directed, and his track record of creating compliant business structures has provided jobs for hundreds of people. David’s ability to turn vision into reality enables Perfect Union to real- ize consistent growth over the years. It has allowed the organization to continue to build one of the most well-respected business models in the State. In addition to running State-of-the-art facilities, he has developed an award-winning patient services program. As a graduate of Oakster- dam University, he gained a vast knowledge of the history of the can- nabis industry, as well as California cannabis laws, policies, and proce- dures. Mr. Spradlin is responsible for ensuring that the organization is run effectively and efficiently. His experience in managing relationships, recruiting, retaining quality employees, and implementing sound policies and procedures, greatly benefit the cannabis community. Mr. Spradlin works with many local and national charitable organizations to advance Perfect Union’s mission and provide needed resources, further detailed in the community benefits portion of this application. His expertise ensures Perfect Union’s guests have a well-run, financially sound, and profession- al organization that they can depend on. Mr. Spradlin’s experience as a patient helps him better understand the customers’ needs and direct the organization to serve those needs better. David has also dedicated a great deal of time to developing a State Autho- rized Apprenticeship Program that will create sanctioned training cours- es and programs for the entire industry. He has used his experience and understanding of what it takes to effectively operate cannabis businesses to develop programs that will educate those who wish to be a part of the cannabis industry. His close work with UFCW has given him insight into how to serve cannabis workers’ needs best and ensure they have the tools needed to be assets to employers and consumers from all walks of life. 10 Lisah Poore Vice President of Retail Lisah Poore is an incredibly experienced operator in the Cannabis Industry. Lisah began her work in the industry at Harborside, one of the California’s most storied and successful dispensaries. During her time at Harborside Lisah ran all of their retail, delivery, marketing, and call center departments, making huge improvements in a relatively short period. Lisah worked several years as a VP at Sephora where her experience included running the retail services team, leading the national field education team, and overseeing 70+ stores. Before Sephora, Lisah held senior retail roles with Estee Lauder/MAC Cosmetics and Starbucks. With over 25 years of retail experience, Lisah is here to lead while making sure we stay true to the service, loyalty, and grassroots community work that has made Perfect Union the industry leader that it has been for so many years . Arturo Sanchez Vice President of Legal Arturo Sanchez is an expert in regulatory compliance, legislation develop- ment, diversity, and equity. Arturo is a former public official who moved into the cannabis field after a 15-year public service career, most recently as the Assistant City Manager for the City of Sacramento. Arturo’s career has included tenures with three of the ten largest California cities (Oakland, Long Beach, Sacramento), during which he developed an extensive breadth and depth of experience. During his 15-year career as a public servant, in 2004 he drafted the first Dispensary permitting ordinance in the nation; drafted and led the nation’s first competitive dispensary process in 2010; revised the Oakland Dispensary Ordinance; and developed the first large scale cultivation ordinance. One of Arturo’s chief responsibilities was to oversee, audit, inspect and regulate cannabis businesses in the City of Oakland. In 2010 he drafted and led, what is believed to be, the first nationwide score-based cannabis selection process. In 2017 Arturo worked in the private sector where he oversaw state and local regulatory compliance for a publicly traded cannabis company. At the start of 2020 Arturo moved into private practice as a licensed attorney working on public policy and licensing issues in the cannabis field for both public and private entities. Prior to his positions in Oakland, Arturo was a staff Attorney with La Raza Centro Legal, San Francisco, and Centro Legal de La Raza in Oakland where he focused on representing youth at disciplinary and Individual Educational Program hearings. Arturo was 11 Applicant Acknowledgement Perfect Union acknowledges that we have read and understand all the State and local ordinances and municipals codes and laws concerning commercial cannabis activities in the City of Fresno including, but not limited to Building Code and the Americans with Disabilities Act, as certified by the building official of the City. These include the rules and permitting requirements of Fresno Municipal Codes, Ordinances, as well as the Bureau of Cannabis Control (BCC) Rules and Regulations. Perfect Union agrees to abide by all the rules, regulations, and re- quirements laid out in the City Code for the application process to establish a retail storefront in the City of Fresno. born, raised, and spent the majority of his formative years in Bell, CA. Arturo received his Bachelor of Arts Degree from UC Berkeley, and his Juris Doctor from New College of California, School of Law. Katie Abraham Vice President of Finance and Accounting Katie Abraham earned her BA in Accountancy from the University of Illinois at Urbana-Champaign. Katie started her career at Ernst & Young in 2007 while living in Chicago, Illinois. Katie worked up the ranks in public accounting to Senior Manager focusing on real estate and technology clients. Katie has worked on publicly and privately held REITs, SEC Registered Investment Advisors, private equity opportunity and private equity core funds. In 2017, Katie moved to San Francisco and joined Pacific Eagle Holdings as a Director of Accounting. Katie managed all internal and external financial statement reporting requirements in accordance with IFRS to Pacific Eagle’s Hong Kong parent, Great Eagle Holdings. In 2018, Katie joined Nectar Holdings, Inc. in Portland, OR as the VP of Finance and Accounting. Katie onboarded and integrated a new accounting team of 8 to the cannabis business. Katie drove the Company’s first annual IFRS audit, along with creating COSO controls around the cannabis reporting and accounting processes. Katie joined MWG Holdings Group, Inc. as VP of Finance in March 2020. Katie has been instrumental in leading the accounting and finance team’s growth in 2020, establishing a new FDIC banking relationship for the company, modeling the company’s project growth projections, and implementing controls around key risk processes. 12 1.2-1.4 Budget for Construction The budget for construction, maintenance, operational costs and a 3-year Pro forma are attached under Appendix B. These attest to the financial health and ability to finance the proposed retail store- front facility. We are committed to making this Perfect Union location a success through substantial investment in all aspects of the facility. We have selected a location that fits all our needs and have budgeted for a complete buildout of the facility that will provide the community access to clean, locally sourced cannabis products. We will accomplish this while continuing to give back to the community. The following section details our planned investments to buildout the facility. Facilities Perfect Union will ensure its location is fully compliant with all state and local regulations and provides a comfortable and clean environment for customers to shop our products. The facility is located in a zoning district permitted under the City of Fresno’s Municipal Code. Technology As a cannabis business operator for over 10 years, Perfect Union is well aware of the equipment and technology required for operations. We will invest in Treez as our point of sale system. This program has proven reliable to track and monitor the sale of cannabis and cannabis products at all of our retail storefront locations. We will also invest in security features to provide the highest level of safety at our facility. Equipment Throughout the facility, we will focus on the safety of our customers and employees by investing in the latest security equipment. We will invest in custom, high-quality furnishings, and display cases for the facility. We will also ensure that the hardware and software systems we use are well-suited for the point of sale system. The proposed startup budget for Perfect Union’s retail storefront operations is attached in Appendix B. Summary Perfect Union has years of experience developing retail cannabis dispensaries and is aware of potential issues that may arise in the initial stages of operations. Our expertise ensures that we can manage expansion into the City of Fresno without issue. We have a long track record of meeting all obligations to build and operate a successful dispensary. Our goal is to set up a fully compliant retail location as expeditiously as possible. 1.5 Hours of Operation Perfect Union will be open for business from 9 am. to 9 pm, seven days per week. Hours may vary based upon holidays, weather, and other circumstances outside Perfect Union’s control. We acknowledge that Perfect Union’s hours may be further limited as a condition of operation or in response to requests from Federal, State, Local, or other authorities. Perfect Union hours will depend on the approved conditions and subject to the City’s ordinances. 13 Store Opening Procedures At least two employees will be present to open the facility. One employee will enter the facility while the other waits outside in a locked vehicle with access to a mobile phone. The outside employee will maintain a clear view of the facility and wait for the predetermined all-clear signal from his/her associate. If the outside employee notices anything suspicious or does not see an all-clear signal in a reasonable period of time, he/she will immediately call 9-1-1 and then call our store security head and designated contact points. After disarming the premise alarm system, the employee will walk around the premises to look for signs of intruders or forced entry. Store Closing Procedures At closing time, one employee will lock the customer entry door(s) from inside. An employee will be stationed at the front door to let any custom- ers remaining in the facility out one at a time. Employees should take special notice of any customers that seem to be loitering or intentionally trying to be last in line. Anyone who appears to be intentionally loitering should be reported to the manager. No customers will be admitted after the doors have been locked. Any employees attempting to gain entrance must show proper identification. No vendors or service technicians will be allowed access unless they have been given prior authorization. After the final customer leaves and the front door has been locked, one employee will conduct an initial walk- through of the area. Special attention will be paid to restrooms, employee lounge, storage rooms, medicine sale and inventory rooms, and any areas where individuals may be hiding. One employee will be designated to conduct a final walk through of the premises before final closing. At this time, the employee will confirm that all cash, negotiable items, and valuables have been properly stored and that all safes and cabinets have been locked. The alarm system controlling the safes, cash kiosks, and vaults will be armed at this time. Prior to leaving, all lights will be turned off, except for those lights which will allow the lobby to remain visible from the street after hours. Two or more employees will remain in the facility until final closing. Before leaving, one employee will arm the premise alarm system and verify that the employee exit door is locked from outside. Perfect Union’s dispensary operations will occur entirely in the inside of our building and will be secure, locked, and fully enclosed, with a ceiling and roof top. Our building will include a burglar alarm monitored by Crime Alert Security. Our building, including walls, doors, and the roof will be of solid construction meeting the minimum Building Code requirements for commercial structures in Fresno and will include material strong enough to prevent entry except through an open door. 1.6 Day-to-Day Operations Perfect Union understands that our day-to-day duties must be performed in a consistent manner that adheres to all regulatory and organizational standards. We have developed extensive Standard Operating Procedures (SOPs) and controls to ensure that all requirements are met. Our policies and SOPs promote transparency and accountability, and curb misuse by adhering to strict protocols for customer screening, transaction monitoring, and deterring adverse impacts on the community and neighborhood. Each employee is given an employee training guide to ensure they are prepared to give quality service. 14 Staff and customers are educated on all policies and are required to comply with Perfect Union rules. It is under- stood that the responsibility that comes with providing cannabis in a safe and secure environment requires quality operational controls to ensure all standards are met. We go to great lengths to ensure that any abuse of the system is monitored and dealt with in a timely and appropriate manner. We understand the regulations specified by the City of Fresno Code, and our SOPs will include policies designed to adhere to all rules and requirements. This will include staffing protocol, security protocol, and site management, which are detailed in the Security section of this application. i. Check-In Procedure/Facility Access Perfect Union will have an independent exterior entrance that is not shared with any other business or residence. There will be only one front entrance to our dispensary, for use by all customers. Upon arrival at the facility, customers will be greeted by a security employee who is assigned to the entrance area. This guard will advise members on appropriate parking and will help monitor the parking area, as well as direct members to the front entrance. A State and City licensed security guard will monitor the front entrance. Staff either grants or denies access to the dispensing waiting and services areas. In accordance with Fresno Municipal Code and the Bureau of Cannabis Control we will verify the age and all necessary documentation of each individual to ensure the customer is not under the age of eighteen (18) years. If the potential customer is 18 to 20 years old, we will confirm the customer’s possession of a valid doctor’s recommendation and/or H&S 11362.71 identification card (Medical Marijuana Card). For adult-use purchases, we will verify that all customers are 21 years of age or older for the purchase of cannabis or cannabis products. We will also ensure entrances into our facility are locked at all times with entry strictly controlled. In compliance with Fresno Municipal Code, Chapter 9, Article 33, Section 9-3310 (4), We will use a “buzz-in” electronic entry system to limit access to our facility to separate it from the reception/lobby area. Upon becoming a customer of Perfect Union, a customer will submit a valid State-issued identification. In addition, they will fill out a Customer Information Form, a Customer Agreement, a HIPAA Privacy Authorization Form (if customers hold a medical recommendation) and initial the Perfect Union Rules of Conduct. These records will be scanned into the Treez Customer Track System and attached to the customer profile; and hard copies will be stored in a customer file. Each customer will have their own on-site file, so that should the electronic system fail, we will experience little interruption to customer services. All customer records will only be accessible by approved staff with the proper security clearance. Each time a customer returns to the organization and checks-in their customer profile will pop-up and the staff will be able to view or print these documents if needed. They will be verified and added to the customer queue so that the service staff can easily access their information and record their activity for that day. As records are updated, these records will also be added to the customer profile and customer file. All staff will have a strict confidentiality agreement that makes them aware and committed to protecting customer privacy at all cost. Private customer information will only be made available for inspection if proper protocol and documentation allows for it. Perfect Union will go to great lengths to keep detailed customer records to better serve the customer and enable the organization to audit customer transaction histories when necessary. 15 Facility Access Design and Protocol Entrance areas will remain locked at all times and under the control of an employee or a licensed security guard. Both our site, floor plans and our access protocol are designed to provide the highest level of safety and security for our staff, customers, surrounding community, and inventory. Our experience operating dispensaries allows us to have a well-developed understanding of best practices for controlled access protocol, as well as optimal facility design to best promote safety and security with all regulatory requirements in mind. Please see Appendix C for our site and floor plans with incorporated regulatory requirements in its layout, including a dedicated front entrance, emergency exit, and secure safes. In accordance with the City of Fresno Ordinance Code, the interior of the dispensary will be configured so that there is an unobstructed view, by use of the naked eye and unaided by video, closed circuit cameras, or any other means, of every public area of the premises. No public area will be obscured by any door, curtain, wall, two-way mirror, or other device. A manager will be in the public portion of the dispensary at all times it is in operation or open to the public in order to enforce all rules and regulations. Per BCC regulations, vendors will have a separate, secured entrance. Vendors will be met by a security guard. The security guard will then contact the Quality Control Staff that a vendor is present, and that staff will meet the vendor at specified entrance. Only licensed vendors will be used at Perfect Union. Staff will be trained to be alert to strangers and question people who may be looking to unlawfully gain access to the dispensary. Any concerning behaviors will be reported to the security staff and manager on duty immediately. If necessary, we will bring any encountered difficulties to the attention of Local law enforcement to ensure the safety of the dispensary, its membership, and the community. In addition to the main entrance, our facility will have an Emergency Exit located in the dispensary service area which will be marked with clear legible signage. The emergency exit will remain locked from the outside with commercial grade security locks to prevent unwanted access from the exterior of the building but will be able to be opened from the interior in case of emergency through an approved push-bar system that will also activate our alarm systems. Only authorized personnel will have access to the areas that are necessary to perform the function of their job and the number of staff members authorized to access each safe or locked cabinet will be kept to a minimum. All products and cash stored in the safe will be accounted for and logged into PoS inventory control software. All staff must be accompanied by a manager while in the secure storage area, and any products transferred in and out of the room must be signed off on by a manager. Entrance to the dispensing area and any storage areas will be locked at all times, and under the control of the managers. 16 ii. Location and Procedures for Deliveries During Business Hours Per BCC regulations, vendors will have a separate, secured entrance. Vendors will only deliver during regular business hours using a separate, secured vendor entrance. Vendors will be met by a security guard. The security guard will then contact Staff that a vendor is present, and that staff will meet the vendor at the specified entrance. Only verified vendors will be allowed in Perfect Union. If the Vendor needs to access the limited access areas of the dispensary, they will be signed into our limited access record log. All individuals who enter the limited access area and are not employed by the licensee will be escorted by a Perfect Union employee at all times while within the limited-access area. Perfect Union will maintain a record of all authorized individuals who are not employees of the licensee who enter the limited-access areas. The written log will include the name of the individual, the company the individual works for, the reason the individual entered the limited access area, the date, and the times the individual entered and exited the limited-access area. Entrances to all limited-access areas will have a solid door and a lock in compliance with BCC section 5046. Protocol Inventory control is of the utmost importance and the inventory staff are highly trained in keeping meticulous records to ensure accountability and non-diversion of products. Upon receiving new cannabis into the facility, a trained intake employee will inspect the cannabis. It will be entered into the Treez PoS system and Metrc in accor- dance with BCC regulations. Stock levels are inventoried bi-monthly and recorded on the Inventory Report. All necessary forms will be stored and filed. Staff will be trained to be alert to strangers and question people who may be looking to unlawfully gain access to the dispensary. Any concerning behaviors will be reported to the security staff and manager on duty immediately. If necessary, we will bring any encountered difficulties to the attention of local law enforcement to ensure the safety of the dispensary, its membership, and the community. Non-Diversion Safeguards and Policy Overview As in our existing organization businesses, Perfect Union will discourage diversion by using comprehensive inventory control systems previously described, creating and maintaining strict non-diversion policies for staff, and by utilizing physical control measures including video surveillance monitoring of all areas where cannabis is stored, handled, or dispensed; alarm systems; strictly controlled limited access zones; and secure storage areas with commercial grade locking mechanisms and storage safes. Power Outages and Access Perfect Union will have the capability to remain secure during a power outage and will ensure that all access doors to the facility and throughout are not solely controlled by an electronic access panel. Perfect Union will install an alternate locking mechanism that will ensure that locks are not released and do not require power in order to remain locked. Policies for Preventing and Identifying Staff Diversion Perfect Union is committed to staffing our facility with people who are honest and trustworthy. We believe that having a well-trained, professional, and competent staff is our best safeguard against potential diversion. However, we do understand that potential for staff diversion is a concern at cannabis dispensaries, and we will remain continually vigilant to ensure that our staff does not participate in any diversion of marijuana or marijuana products. 17 Our staff training will emphasize staff accountability and will stress our zero tolerance policies for diversion. All employees will be informed in their pre-employment training that if they witness an incidence of suspected diversion, it is their responsibility to report it to management immediately. Any staff suspected of diversion will be immediately r moved from the schedule pending an investigation and a critical incident report will be filed. If staff is found responsible for diversion, this will be grounds for immediate termination and the incident will be reported to law enforcement and the Bureau of Cannabis Control. All Perfect Union managers and staff are responsible for proper inventory handling procedures to ensure that there is traceability throughout the entire supply chain. Pursuant to BCC Reg. § 5424, Perfect Union will, at all times, be able to account for all of its inventory. iii. Point of Sale System Information and Number of POS Systems In compliance with Fresno Municipal Code Chapter 9, Article 33, Section 9-3309 (e), Perfect Union will have in place a Point of Sale System for management and inventory tracking system to track and report all aspects of the business including, but not limited to; cannabis tracking, inventory data, gross sales, by weight and sale and all other pertinent information. Perfect Union will use the Treez Point of Sale and Customer Track system, Treez Interfaces with Metrc, the State mandated track and trace system. These systems are the major hub of the facilities information system, tracking all inventory, customer information, transactions (monitors transactions per customer), gross sales by weight and income transactions. Treez is a preferred software system utilized by existing cannabis retailers in California. The system allows the organization to input cannabis as they are received, interfacing with Metrc and assigning it a number and identifying it by distributor. All cannabis can be tracked by beginning of the day and end of the day inventory to ensure there is no tampering or diversion. All inventory is logged in Metrc, the State mandated track and trace software system. Perfect Union will demonstrate to the Chief of Police, City Manager, or their designee, compliance with Metrc, the state’s track and trace system at any time. Once the inventory is logged in Metrc it will be made available for dispensing and it will be entered into the appropriate inventory module of the Treez PoS system. The PoS system does detailed sales reporting also interfaces with QuickBooks software for financial record keeping. In compliance with Fresno Municipal Code Chapter 9, Article 33, Section 9-3309 (e), We will ensure the Treez POS system is compatible with the City’s’ record keeping system, as well as be able to produce historical transactional data for review. Perfect Union will have the Treez software approved by the Fresno City Manager or designee in compliance with Fresno Municipal Code. This system also tracks customer records and allows the organization to enter customers into a queue. This queue will enable staff to better serve customers by being able to look up previous transactions and make recommendations based on previous visits. It will also enable the staff to know who is in the organization at any given time, and quickly look to see if a customer has been there previously in the day. The Customer Track feature will allow the assignment of each transaction to a customer so that we may audit the system regularly and identify possible abuses. The system scans a customer’s State Issued ID card and keeps it in its memory. It will also attach a record of their scanned medical marijuana card if applicable and any other customer documents to their profile. Staff can 18 quickly look up profiles and histories to help accommodate the customer better and avoid possible problems. For the safety and security of customer information, the system has unique access levels. Employees will be assigned access cards for the system. The system is equipped with a NAS Data Sever and 1gb router switch. Our facility will have Six (6) Point of Sale Stations, which are further detailed on our Floor Plan attached in Appendix C. Records Retention Policies In compliance with BCC Reg. § 5037 and pursuant to its own policies, Perfect Union will keep and maintain detailed confidential logs and records to reflect all transactions, including all financial records, personnel records, training records, contracts, permits, licenses, authorizations, security records, inventory records, documentation for data entered into the track and trace system, and all other books, invoices, and accountings of delivery and storefront sales, including purchaser information, date, time, location, quantity, price, and any other relevant data points. All stored information will be required to be legible and will be kept confidential and only disclosed to those who have a “need to know.” All paper records will be retained in labelled folders and files, sorted accordingly by Month and Year. Pursuant to BCC Reg. § 5037, all records will be retained in dedicated, secure storage spaces where the records are protected from debris, moisture, contamination, hazardous waste, fire, and theft. Furthermore, records will be kept in a manner that allows immediate production, in either physical or electronic form, upon the request of the BCC or other authority. All business-related documentation will be maintained for a minimum of seven years in a secure storage area, which will be “purged” annually. At the time that files are purged, they will be physically removed from the business’s files and transferred to a secured control document compliance/audit office, which will be locked and controlled/monitored at all times by appointed authorized personnel. Financial Records Protocol In order to ensure the viability of the dispensary, accurate and detailed financial records will be maintained. The administrative staff under the direction of the Managing Director will be highly trained and experienced in financial reporting and record maintenance. Each day the service staff will report the income gathered on individual records that will be verified by management, using a Daily Register Sheet. This income will be verified and recorded by the Manager on duty on an End of Day Report that reconciles all registers, cash, credit card, paid out receipts, vouchers and discounts made for the day. This End of Day Report will be kept on file and all information will be entered into the QuickBooks financial software system. All payments to distributors and contractors will also be recorded daily into QuickBooks. A daily sales report from the Treez PoS system will be used to verify the end of day numbers as reported by the manager on duty. Payroll records will be automatically entered into QuickBooks and payroll period reports will be printed and stored with the financial records as well. All monthly, quarterly, and yearly financial audit reports will be subject to oversight from the VP of Finance and the complete Board of Directors. 19 QuickBooks Pro Perfect Union’s financial accounting software will be QuickBooks Pro, as it is the preferred software of the organization’s Local Certified Public Accounting service. The management and administrative staff will be ful- ly trained in the operations of this software, with prior knowledge being a requirement of these positions. All financial transactions will be recorded into the system on business days, with weekend records being entered on Monday morning. The records are submitted to the Certified Public Accounting service. This accounting software provides audit trails of both product and cash where applicable. Audit Reporting and Inspections In addition to the monthly reports that will be completed by a licensed C.P.A., Ello LLC, for internal review by management and directors, our administrative staff will work with the accountants to prepare regular audits for submission to the City. Any required fees will be paid at this time. Also, at the end of our fiscal year we will prepare a detailed audit of all yearly financial activities, including an updated evaluation of the organization’s internal and accounting controls. This report will be filed with the City no later than the allotted time period after the fiscal year, as required. The dispensary will conform to any modifications set forth by the City of Fresno or Regulatory Division to make the system work better. All Statements will be filed as required by the City. City of Fresno officials will be given access to all records for inspection quarterly basis or any reasonable time at the City’s discretion in accordance with the parameters of the City of Fresno Municipal Code governing cannabis businesses. This system will allow Perfect Union to comply with its obligations under BCC Reg. § 5423 to maintain an accurate record of its inventory, including, for each item: a clear description of the product, an accurate quantity measurement, a time and date of receipt, a sell-by or expiration date (if any), the name and license number of the distributor that transported the product to Perfect Union, and the price Perfect Union paid for the product, including taxes, delivery costs, and any other costs. Per BCC Reg. § 5050, if any point Perfect Union loses connectivity to Metrc, the track and trace system for any reason, it will prepare and maintain a comprehensive record detailing all commercial cannabis activities that were conducted during that loss of connectivity. In the event of such an outage, Perfect Union will immediately inform the Bureau, through its Notification and Request Form (BCC-LIC-027), of their loss-of-service and will not transport, receive, or deliver any cannabis goods until connectivity is restored. Once connectivity is restored, Perfect Union will, within three calendar days, enter all commercial activity that occurred during the loss of service into the track and trace system and document the cause for the loss of service, as well as the dates and times that service was lost and restored. Cannabis Records All paper records relating to the operation and management of Perfect Union will be maintained in a secure, locked location at the retail site for a minimum of seven years. Copies of those documents may also be retained digitally and/or in the Owner/Operator’s personal business files. Digital records produced through our point-of- sale, track and trace, or other systems will be maintained in a secured digital storage medium that is remotely 20 accessible by the owner/operator and authorized staff and is printable on request. Perfect Union will utilize state of the art network security protocols to protect computer information and all digital data. Record Keeping Procedures to Discourage Abuse and Unlawful Activity By keeping detailed records Perfect Union will avoid possible abuses and identify potential unlawful activity. Customers will all be logged into the database and their records (including any notes on security) will be verified before allowing them to access the facility. By tracking purchase history, we can identify potential abuse patterns and address any problem areas promptly and professionally. Detailed records enable us to show a customer their purchase history. Staff will adhere to a strict protocol of record keeping safety measures, including limitations on electronic communications while working, security access levels, and not allowing for electronic storage devices to be brought on the premises. Employees must agree to our confidentiality policies before being allowed to work at the organization. Using the dispensary’s Internet service for anything other than company business will be prohibited and periodic audits of system histories will be done to ensure compliance. Confidential Information All parties with whom Perfect Union does business entrust our company with important personal and business information. It is our policy that all such information is considered confidential and thus will not be disclosed to external parties or employees unnecessarily. This policy also applies to all forms of electronic format transfer and submission, which is controlled and monitored by employee password access. Confidential records and/or information are prohibited from view or access by the general public or any other non- authorized personnel, distributors, contractors, interns, etc. Any and all confidential information held by Perfect Union will be used only for appropriate purposes, and every employee will be made aware of their obligation to protect that information. Company information may not be accessed by or disclosed to anyone who does not need that information to perform the activities and fulfill the responsibilities associated with their particular role at Perfect Union. If it is unclear whether certain information is considered confidential, it will be presumed to be so and will not be disclosed or released until determined otherwise by authorized personnel. This policy is intended to alert employees to the need for discretion at all times and is not intended to inhibit normal business communications. All inquiries from media must be referred to Perfect Union’s owner or other authorized personnel. City of Fres- no officials will be given access to all records for inspection quarterly basis or any reasonable time at the City’s discretion in accordance with the parameters of the City of Fresno Ordinance Code governing cannabis businesses. Privacy Policy The purpose of Perfect Union’s privacy notice is to inform our customers and business partners of their rights and how confidential information collected about them or their company is used and/or disclosed. Perfect Union will provide a written privacy notice to all associated affiliates and business partners as deemed appropriate and will make a good faith effort to obtain those parties’ written and signed acknowledgement of those policies. The notice will also be posted in clear and prominent locations throughout the business space and online and hardcopies will be available on request. Whenever the privacy policy is revised, Perfect Union will inform all business affiliates and partners of any substantive changes and will make a good faith effort to obtain those parties’ written and signed acknowledgement of those updates and changes. 21 Employee Access Direct access to Perfect Union’s confidential information will be granted only to the following persons: • CEO • External Auditors • Designated Managers • Official Legal Matters by Court Subpoena Those personnel authorized to access or disclose internal or external company information will be responsible for properly securing, storing, and transferring that information, as well as for securing and protecting any passwords, keys, or other methods for accessing that information. Furthermore, those personnel authorized to grant or revoke access to confidential information are responsible for following Perfect Union’s procedures to ensure that access is appropriate assigned, modified as needed, and cancelled promptly when individuals leave the facility or transfer to other positions that do not require the handling of company records. Employees are expected to ensure that they properly exit any confidential database upon leaving their workstations so that protected information is not left open on a computer screen where it can be viewed or accessed by unauthorized individuals. Employees are also expected not to disclose to other persons any item or process that is used to verify their aut hor it y t o a cce ss or a me nd con fide nt ial i n for m at ion i n Pe r fe ct Un ion’s fi le s, i nclud i ng but not l i m it e d t o, a ny pa ssword s, personal identification numbers, tokens, access cards, or electronic signatures. All employees are responsible for all activities occurring under their account, password, and/or electronic signature. Further, all such activities may be monitored to ensure compliance. Employees should not download, copy, or remove from Perfect Union’s computers or files any confidential information, except as necessary to perform their duties. Upon termination of employment at Perfect Union or upon termination of authorization to access protected records, employees must return any and all copies of business information or any company information housed on laptops, USB, or any other medium that are in that employee’s possession or control. Disclosure of Confidential Information It is forbidden to use or disclose any confidential customer information to any unauthorized entity without the written and signed consent of the customer or their authorized representative. In order to ensure that any customer consent is sufficiently informed, all disclosure consent agreements will contain: a specific description of the information to be disclosed and the purpose for such disclosure, the document(s) to be disclosed, an expiration date for the authorization, a Statement that the customer has the right to revoke their authorization in writing at any time, a Statement that any information disclosed to an outside entity may be subject to re-disclosure for resubmission of original disclosure, and a reference to the consent and privacy notices. Any information that is disclosed will be limited to the infor- mation requested by the outside entity. When Perfect Union utilizes outside services that will receive and use confidential information for the purpose of performing those services, Perfect Union will always confirm that the requesting party is the correct business re- ceiver of Perfect Union’s confidential information. If the entity is not an “authorized receiver,” it will be required to provide its request and a Statement of its need to know in writing, to obtain a business associate agreement 22 with Perfect Union, and to obtain the final approval of the company’s owner/authorized personnel before such information may be released. Transmission of Confidential Information Employees should not transmit any protected confidential information over the Internet, including e-mail, or other unsecured networks unless it has been encrypted and password protected, and the owner/authorized manager has approved the process used and/or the release of that information. Transmission of confidential information by fax may be permitted, subject to the following guidelines: 5. All fax transmissions must include a cover sheet with a confidentiality notice and a Statement that such information is intended for use only by the intended recipient and thus the intended recipient is explicitly prohibited from disclosing the contents of the information to other parties. 6. Confidential information will only be faxed when appropriate and necessary for immediate business or customer needs. 7. Manual faxing will be limited to urgent transmittals only. In order to safeguard Perfect Union’s confidential information most effectively, it will be Perfect Union policy that all information is presumed to be confidential until a final determination can be made by authorized personnel. Like- wise, any uncertainty as to whether or how to disclose confidential information should be elevated to authorized personnel for a final determination. Disciplinary Measures Concerning Confidential Information Parties accepting or processing confidential information on behalf of Perfect Union must ensure that that any and all requirements related to the acceptance of that information are followed and distributed appropriately and securely. Any misuse of company information will be regarded with the utmost seriousness. Alleged violations of this policy will be investigated promptly and addressed in accordance with Perfect Union’s disciplinary procedures, leading up to and including immediate termination. In the event that this policy is violated by any employee, the employee will face disciplinary action(s), leading up to termination. If an employee believes that confidential information has been disclosed inappropriately, they must inform the general manager immediately. Procedures will be put in place to permit the submission of named or anonymous employee reporting. Any such information will be properly documented and investigated for accuracy without delay. In cases of severe violations, Perfect Union reserves the right to forgo typical disciplinary action processes and to recommend immediate termination, subject to final approval by the owner or other authorized personnel. Furthermore, anyone who violates Local, State, or federal law will be held personally liable for such actions under the law as well as under Perfect Union’s policies. Violations of this policy will be immediately reported to authorized personnel responsible for managing access to Perfect Union’s systems, records, files, etc. and appropriate actions will be taken. 23 Data Maintenance and Storage It is Perfect Union established Standard Operating Procedure to maintain and store records for at least seven years. Staff will keep both electronic and some paper records for this period. All data will be entered into one of the databases and maintained on our secure server. Our Treez PoS and Customer Track system records all customer, inventory, and purchase histories on a NAS Data Server, which will be stored in the vault room to ensure absolute security of all electronic records. The NAS Data Server is a dual 500g HD, meaning it should have more than adequate storage for all records to be kept for well over the seven-year period that is policy. If more storage is needed, additional servers will be added to the system to accommodate this need. Certain paper records, such as original customer intake documents, end of day sales reports, cannabis tracking forms, all logs, and other data that is necessary for verification and informational purposes will be kept and stored in case of electronic system failures. These records will also be kept for a period of seven years. Our administra- tive staff will have a strict protocol for the maintenance and storage of all records. All records will be accessible for required inspection at any time. Meticulous record keeping will help the organization to operate effectively, so we will make this a top priority. Disposal of outdated records will be contracted through a confidential document shredding firm. Data to Be Maintained Information to be maintained includes all requirements of City of Fresno Ordinance Code and California State law. Records include information of all staff, management, and board members, all customers and their caregivers to whom the dispensary provides cannabis, all financial activity and receipts of the organization, detailed inventory documents, shipping manifests, quality control and lab testing info such as certificate of Analysis, transfer records of all instance’s cannabis are transferred either to or from the dispensary, physician records and contact info, and any other relevant documentation that verify the dispensary’s organizational duties. Perfect Union will also maintain records of any audio and videotapes for the mandated 60-day security requirements iv. Estimated Customers v. Cannabis Products Offered, Estimated Customers and Sales Perfect Union plans to offer the following cannabis products: Whole Plant and Flowers: Dried flowering clusters and leafy material of the cannabis plant. Raw plant material is used as the basis for all other cannabis products. The flowers can be smoked, vaporized, extracted, or infused into tinctures and food-based products. These products are available in a variety of strengths and types in variable quantities, as well as pre- rolled for convenience. Extractions: Cannabis can be extracted by several different processes resulting in a resinous substance 24 that is more concentrated in nature and thus requires a smaller amount of consumption. Commonly re- ferred to as “hash,” these types of products can be smoked, vaporized, or infused into other products. Ex- tractions are available in a wide variety of types and strength, in varying quantities consistent with industry standards. Kief or Dry Sift Resin Glands: By sifting dried plant matter over a screen of some sort or in a tumbling device, the loose resin glands of the cannabis are detached from the plant, resulting in what is known as kief. The dry, granular substance is effective for people to use to increase cannabinoid intake when smoking, or by adding it to other types of preparations. Food-Based Products: Butter, oils, and simple syrups are infused with cannabis. Then these infused butters, oils and syrups are normally added to foods, such as baked goods and candies. The food helps mask the taste of the cannabis. These functional foods are all prepared in kitchens who are trained in the safe handling of foods. They are all discreetly packaged and clearly labeled to ensure safety and will meet all requirements and regulations. Tinctures: Tinctures are liquid preparations in which the cannabis plant material is infused with alcohol or glycerin. It is then strained and bottled for use, normally in a dropper container to control dosage. They meet all the requirements of Food-Based cannabis. Cannabis Supplements: There are a number of delivery methods that include capsules, pills, sprays, patches, and tonics infused with cannabis. These methods are ideal for people seeking curative treatment and cannabinoid saturation treatments. They are available in a variety of strengths and sizes. Topical Preparations: Cannabis can be infused into topical ointments and lotions that may help with conditions, such as eczema or dry skin. Topical cannabis in has non- psychoactive effects. Estimated Percentage of Sales 25 Expected Quality Customers will look for certain qualities in a cannabis retail business. At Perfect Union we will carry locally sourced products, sourced from licensed distributors in accordance with Bureau of Cannabis Control regulations and Fresno Municipal Code, Chapter 9, Article 33, Section 9-3309 (f). The following are attributes associated with Perfect Union expected quality: Price: We will offer competitive prices while maintaining relative market prices to discourage diversion. Convenience: customers need a convenient location to access a wide variety of products, cannabis and therapies and we have that. Quality: For most people, the higher the quality of the product the less they need to use. A more potent cannabis product actually requires the end user to consume less product. Cleanliness: Cannabis grown in a clean environment that is not exposed to chemical nutrients or pesti- cides creates a safer and more desirable product for the customer. Quality Care: Our personal holistic approach to cannabis helps customers to have a more pleasant and productive experience. Our founding principles are based on the belief that people need more than just cannabis to find health and happiness. We believe a combination of education, social activity, meaningful relationships, and often just a friendly encounter increase wellness potential. Discretion In our personal experiences we have found that even though the legalities of cannabis use have become more widely accepted, often there is still a stigma associated with people who use cannabis. We will provide a discreet and understanding environment and the organization will keep a low public profile to respect the privacy of the people we serve. vi. Delivery Service At this juncture Perfect Union’s operating practices and standards do not include delivery from our retail establishments. Our customer focused approach is centered around knowing the interests and needs of our customers, their goals with the product and helping them achieve the desired outcome in a safe and positive manner. 26 Perfect Union offers the most competitive compensation in the cannabis industry and will continue that tradition should we be licensed to operate in the City of Fresno. We have worked closely with the United Food and Commercial Workers Union (UFCW) for nearly a decade to ensure that our employees are well taken care of and compensated fairly. We believe in taking care of the people who take care of us, and our staff is appreciated for the work they provide to make us a leader in the industry. The organization understands that the reason we have a demonstrated track record of success is because of the amazing people we have hired to implement our vision. It is this philosophy that ensures we provide all workers, from entry level to senior management, with a living wage and opportunity for rapid advancement. We are committed to ensuring that all staff realize a wage that enables them to support themselves and their families comfortably at or above the cost of living in the area. As California’s minimum wage requirements take effect in coming years, we will adjust our pay rates to reflect those increases as they occur. 2.1 Living Wage Perfect Union is committed to ensuring that all staff members are compensated fairly for their hard work and contributions to our company and customers. We will provide a living wage to all staff as part of our social contract with the community. We understand that the cost of living in California continues to increase at a rapid rate and we will continue to ensure that our wage scale is reflective of those increases. Our staff appreciate the competitive compensation and benefits packages, and it shows in the work that they perform. Perfect Union is an incredible success story because of the great team of dedicated staffers that make us a great resource for customers and their caregivers. Wage Scale 2. SOCIAL POLICY & LOCAL ENTERPRISE PLAN 27 Our wage scale is approximate, as every human resource case is unique to the person’s performance, needs, edu- cation, and abilities and can change due to the collective bargaining agreement we have in place with our Union. Below are basic outlines as to each level of pay: Minimum: This is the entry level for the given position, meaning the person fulfills the minimum requirements for the job. Level A: The employee has the experience and knowledge to master most of the duties related to the job in an independent manner. Employees whose salary falls between the Minimum and Level A are in the development phase because they are still learning their job. As a rule, the hourly staff is promoted to Level A after their 90-day probation period if their performance is good. Level B: The employee is highly experienced, and their level of productivity exceeds the job requirements. Employees whose salary falls between Levels A and B are in the maturity phase because they are mastering their job. Maximum: The employee is continuously producing results that are well above the requirements of the job. Employees whose salary falls between Level B and Maximum are in the leadership phase because they have demonstrated superior leadership skills and a strong commitment to the organization. 2.2 Employee Benefits In addition to a living wage, we also provide our full-time staff with an excellent benefits package that includes healthcare, dental, paid time off, sick days, and staff discounts. Details are outlined below: Health Insurance Perfect Union covers (100%) of health insurance premiums for both full and part-time employees after they complete their probationary period. Perfect Union will also pay up to fifty percent (50%) of all dependents medical coverage for the first two (2) years of employment; seventy-five percent (75%) of all dependent’s coverage from years two (2) through four (4) of employment; and one hundred percent (100%) of dependent’s coverage after four (4) years of employment. Dental Insurance Perfect Union agrees to pay one hundred percent (100%) of the first for dental expenses and fifty percent (50%) of the next of dental expenses for each non- probationary employee [total annual maximum benefit of Should employees exercise this benefit though dental offices manager by Dental Source the remainder of the general dental needs will be provided at a reduced fee. 28 Vacation Perfect Union gives all full-time employees 40 hours of vacation for their first three years of employment. After three years of employment, employees get 80 hours of vacation. After five years of employment, employees get 120 hours of vacation. After ten years, employees get 160 hours of vacation. All part-time employees’ vacation hours are pro-rated based on average hours worked. Retirement Plan/Individual Account Plan Through the Perfect Union Collective Bargaining Agreement with the United Food and Commercial Workers (UFCW), Perfect Union has the opportunity to offer a retirement plan for our employees. Perfect Union contributes per straight-time hour to an Individual Account Plan for all current employees for every year of employment. Trustees selected by Perfect Union and UFCW administer the Individual Account Plan. Contributions must be made for two (2) years to vest. Perfect Union and UFCW have established a Trust Fund for the purposes of purchasing and administering the Plan. Sick Leave Perfect Union employees are granted 24 hours of sick and accidental leave with pay after ninety (90) days of employment pursuant to the Healthy Workplaces, Health Families Act of 2014. All employees with one (1) year of service will be entitled to three (3) days’ sick and accident leave with pay, which will be available on the employee’s anniversary date. After two (2) years of service and each succeeding year thereafter, three (3) additional days will be earned and available on the employee’s anniversary date. Unused sick and accident leave will be cumulative to a maximum of twenty-four (24) days. Personal Leave Personal leaves of absence without pay may be granted upon written request by the employee for a period of no longer than thirty (30) cumulative days in anyone (1) calendar year with mutual agreement by the manager. Such leave requests will be for bona fide reasons. All personal leaves will be granted in writing. Personal leaves may be extended for up to fifteen (15) additional days upon extenuating circumstances and with mutual agreement. Maternity/Paternity Leave Perfect Union adheres to California maternity and family leave laws as required by the Family and Medical Leave Act (FMLA), California Family Rights Act (CFRA), California State Disability Insurance (CA-SDI), and Paid Family Leave (PFL). In addition to the leave provided under these laws, Perfect Union offers an additional 4 weeks of paid leave for all full-time employees welcoming a new child. Discounts All Perfect Union Employees are provided with a 30% discount on products. All transactions must be made with a supervisor present. Any abuse of this benefit could result in disciplinary action or termination. 29 Uniforms Perfect Union will be provided uniforms to its employees. The Uniform will consist of shirts, pants, shoes, and sweaters. If the employee decides to purchase their own pants and shoes the company will reimburse the employee upon submission of the receipts up to . Bereavement Pay Perfect Union employees are eligible for up to three (3) days of paid funeral leave upon completion of their probationary period. Leave days are for the purpose of arranging for and attending the funeral of a family member. Union Membership Our organization agrees not to interfere with employees’ decisions to unionize, thereby being a “card check neutral” facility. In fact, we encourage union membership for all of our staff and are proud of our long-term partnership with the United Food and Commercial Workers Union. More information about our union membership is included in Appendix H and J. Union Representation/Shop Steward The facility will have an employee that acts as the Union Representative, also known as a Shop Steward. The shop steward will attend Employer meetings that represent discussion of continuing problems that the Employer needs to address with the employees and the employees have asked their Union Representative/Shop Steward to be present. These benefits are further outlined in the UFCW Labor Peace Agreement, attached in Appendix J. 2.3 Compensation and Opportunities Having a knowledgeable and well-trained staff is essential in establishing a trusting and caring relationship with the customers we serve. Qualified prospects will be hired on a 90-day probationary status. During this time, they will be rigorously trained and evaluated for their ability to perform in a restricted-access environment. Their training will include a detailed Employee Handbook, reading materials, professional lectures, and hands on training. All staff will be tested on knowledge at the end of their 90-day period to ensure they have absorbed the proper information and can perform their tasks safely and effectively. Also, Management and security personnel will be required to take a Red Cross instructed CPR, First Aid, Automated External Defibrillator (ADE) class. As a policy of Perfect Union and in compliance with BCC Reg. § 5002 of the Bureau of Cannabis Control’s regulations, Managers and Floor staff will also take the state required 30-hour Cal-Osha training within the first year of licensure. All employees are given a copy of the Employee Handbook that includes their job description and all staff policies. These descriptions will be used in determining job performance. This ensures that everyone is clear about his or her roles and responsibilities and that they understand how their duties create a safe and efficient working environment. We emphasize teamwork in our day-to-day staff operations and encourage employees to be an involved customer of the team. 30 Perfect Union has also taken a leadership role in the process of establishing a California Division of Apprentice- ship Standards (DAS) registered apprenticeship program for retail occupations, in partnership with United Food and Commercial Workers (UFCW). We are presently designing curriculum and establishing on-the-job training practices. The Cannabis Industry Employers and UFCW Joint Apprenticeship Committee Standards are expected to be approved by California Division of Apprenticeship Standards by June 2021. 2.4-2.5 Social Policy and Local Hires Perfect Union will provide a variety of job opportunities to residents. Working for Perfect Union provides staff the opportunity for a great job and a rewarding career. We are an organization where staff members truly feel they are making a positive difference in customers’ lives. We will make every effort to create positive experiences for our staff and keep them working with us as long as possible. We invest a great deal of time and energy into training staff and seek those who are looking for a long-term opportunity. In accordance we offer compensation that reflects that training and level of commitment. We believe in promoting from within if that talent is available and will always give an opportunity to the best employee for any given position. This is what makes our organiza- tion great, and a rewarding place to work. We intend to provide great wages and a robust benefits package to our staff, including healthcare. Management will be salaried and there will be hourly full and part-time employees. We will work with local staffing companies, such as Pride Staff, Hire Up, Spherion and advertise locally in the paper for all hiring needs for Perfect Union. We also plan to work with the Fresno Regional Workforce Development Board, which focuses on employment service programs and help people find jobs and improve job skills. We will find employees located within the city limits and nearby communities who meet the Social Policy Criteria outlined in Fresno Municipal Code, Chapter 9, Section 9-3316(b), At least one third of the total annual work hours performed at Perfect Union will be secured to those who meet the following criteria: • Annual family income below 80% AMI • Those convicted for a cannabis related crime that could have been prosecuted as a misdemeanor or • citation under current State law • Those who have lived in a low to moderate income census tract in the city for a minimum of three (3) years • Veterans • Former foster home youth who were in foster care as a minor • Unemployed • Receiving public assistance If selected to receive a commercial cannabis business permit, Perfect Union will provide the city with ongoing proof of compliance with this requirement. 2.6 Employee Numbers, Titles and Positions Perfect Union expects to employ approximately 18 to 20 full-time staff to operate, manage and maintain the retail storefront upon start-up. We will also contract with independently trained professionals to provide complimentary services to customers, such as chiropractor, yoga instructor or masseuse. We intend to hire 90% of our staff from 31 the City of Fresno and surrounding Fresno community. Perfect Union will work directly with the United Food and Commercial Workers Union (UFCW) and other local job search organizations to find qualified local candidates that are looking for a quality job with competitive benefits. We believe local employees better serve and understand the needs of the community. In compliance with BCC Reg § 5002, Perfect Union will enter into a Labor Peace Agreement (LPA) and will abide by the terms of the agreement. All employees are given a copy of the Employee Handbook which includes their job description and all staff policies. These descriptions will be used in determining job performance. This ensures that everyone is clear about his or her roles and responsibilities and that they understand how their duties create a safe and efficient working environment. We emphasize teamwork in our day-to-day staff operations and encourage employees to be an involved customer of the team. Per BCC Reg. § 5043, Perfect Union will maintain a current register of the names of all person required to have employee work badges. All agents, offices or other persons acting for or employed by a Perfect Union will display a laminated identification badge. The identification badge will include the our “Doing Business As” name and license number, the employees, first and last name, and a color photograph of the employees that shows the full front of the employees face and that is at least two inches by two inches in size. Per BCC Reg. § 5030, Perfect Union acknowledges that it may be deemed liable for any act, omission, or failure of an agent, officer, representative, or other person acting for or employed by Perfect Union within the scope of their employment of office. Key Personnel The key personnel to staff the Perfect Union facility will be selected based on their prior experience managing large groups of employees and their knowledge of retail business operations, experience in the cannabis industry is desirable. The following criteria will be used to select qualified applicants from the City of Fresno. Chief Executive Officer - David Spradlin • Directs all departments, including services, security, quality, inventory control, administration, community, wellness, and volunteers • Oversees all staff. Recruit, interview, hire, provide training and development, evaluate and discipline • Ensures all operations go according to plan and that organizational standards and requirements are met • Ensures that legally mandated documents and filings are timely, properly maintained, and in compliance • Develops a process for planning, implementing, and evaluating short and long-range goals • Prepares quarterly reports for the Board of Directors and coordinates development activities • Ensures sound planning to ensure the agency’s overall effectiveness, quality, and sustainability Executive Director • Overall leadership of the organization • Ensures compliance with all laws and regulations concerning cannabis in the State and Locally • Implements the organization’s mission and objectives • Carries out operational plans and monitors financial performance for integrity and transparency • Authority over and responsible for all departments, including services, security, quality, inventory 32 control, administration, community, wellness, and volunteers • Evaluates, counsels, provides discipline as needed, and terminates as necessary • Oversees Board and Advisory Committee development • Carries chief responsibility for public accountability of the organization, including legal obligations • Coordinates both written and online communications activities across the organization • Provides a positive work environment conducive to trust and respect General Manager • Administers the daily affairs of the retail storefront in accordance with organizational policies • Oversees preparation of an Annual Report summarizing progress on short and long- range plans • Oversees relations with the City, law enforcement organizations, neighborhood associations, and others • Keeps the Board, staff, and members informed of relevant issues and activities • Oversees customer intake and orientation procedures • Ensures provision of education and training programs to leadership, security officers, and staff members • Manages all bank accounts for the organization and can perform all financial transactions • Oversees preparation of annual budget and annual audit • Hires, supervises, promotes, evaluates and if necessary, dismisses staff members as specified in the Employee Handbook • Oversees workplace operations, including holding meetings, and working with staff to improve service • Oversees administration of staff benefits, and maintenance of personnel and other administrative records • Promotes effective communication on all levels of the organization • Ensures that the leadership of the retail storefront understands the functions and needs of the workplace Retail Manager • Possess a passion and enthusiasm for cannabis • Remarkable ability to manage a large group of employees • Ability to provide an excellent customer service experience and build rapport • Extensive knowledge of cannabis: including but not limited to strains, genetics, cannabis retail practices, modes of administration • Capability to produce sales reports, identify market trends, and provide analysis • Demonstrate an adaptable, flexible, proactive approach • Commitment to accountability • Ability to partner and collaborate both in and outside of the sales department • Inspire trust to form strong working relationships with diverse groups of people: • 3+ years recent management experience of a team of at least 5 employees • 5+ years recent retail/service experience • Experience with high volume retail • Proficiency in using Microsoft Office Suite required • Previous cannabis retail experience highly desirable • Bachelor’s degree or equivalent experience 33 Community Outreach Manager • Focuses on customer service aspects of the organization, including customer intake, dispensing services, therapeutic services, counseling, and all other areas where staff interacts with customers • Develops and implements the customer education materials to reflect the objectives of the retail storefront • Organizes any hospice or disability related services • Recruits and trains employees to project an outgoing and enthusiastic service experience • Deals with customer inquiries and complaints • Supervises the customer intake process and evaluation standards • Coordinates service providers and works with the director to best utilize the facility and services • Organizes events, including celebrations and community projects • Provides guidance to customers wishing to develop support groups • Liaison for the organization, interacting with Local community organizations, neighbors, and officials Retail Staff Retail Staff will be organized, customer service oriented with knowledge of the products that Perfect Union carries. Prior experience in the cannabis industry is desirable, but not required. Any person seeking employment at Perfect Union will apply with the City for an employee work permit prior to being hired. The application will be submitted on a form supplied by the City and will include but not be limited to the: name, address, and description of our proposed employee. The application will also include the name and address of the dispensary, the position the applicant will hold and their fingerprints, if the applicant’s fingerprints are not already on file that the police department. Perfect Union will provide the following information to the City of Fresno for all new hires: • Name, current resident address, and telephone number • Date of Birth • Tax Identification Number • Height, weight, color of eyes, and hair • Be fingerprinted by the Police Department • Such other identification and information as deemed necessary by the Police Chief and pertinent to the employee permit • Authorization for the City, its agents, and employees to seek verification of the information contained within the application • The name of the business owner holding the regulatory permit and the operator for which such person is proposed to work Non-Discrimination Policy Perfect Union is an Equal Opportunity Employer and is in compliance with Title VII of the Civil Rights Act of 1964, as amended, the Age Discrimination in Employment Act of 1967, and the Rehabilitation Act of 1973, and thus employs without regard to sex, race, color, national origin, religion, age, handicap, or status as a disabled or Vietnam-era veteran. 34 Age Policy As a policy of Perfect Union and in compliance with BCC Reg. § 5031 of the Bureau of Cannabis Control’s regulations, all individuals seeking employment with Perfect Union must be at least twenty-one (21) years of age to be considered. Background Check Reporting Perfect Union will ensure all employees undergo a background check. All potential candidates must sign a criminal background release of information authorization form as a condition of employment. Notification of Criminal Acts & Other Judgements Any employee, executive board member, or executive staff member that is convicted for a felony misdemeanor during their tenure with Perfect Union will be discharged, subject to the discretion of the owner(s). Further, pursuant to BCC Reg. § 5035, Perfect Union will notify the BCC within 48 hours of any criminal conviction of any owner, any civil penalty or judgement against a licensee or owner, any administrative order or civil judgement for violations of labor standards against the licensee or any owner, or any revocation of a Local license, permit, or other authorization. New Hire Requirements Perfect Union’s Human Resources representative(s) will collect a copy of all employees’, managers’, directors’, and contractors’ social security cards, drivers’ licenses or other photo IDs, current passports, and work visas for I-9 reporting and employment eligibility verification purposes. Applicant Information Policy All applications and related documents will remain on file for at least one year, in accordance with Perfect Union’s record-keeping and retention policies. As described in the following section, all such documents will be securely maintained in a segregated, locking file space in the business administration office. Likewise, all past, present, and potential new hire candidate information will be maintained in a secure, segregated filing space for personnel files. Security Staff 35 2.7 Labor Peace Agreement In compliance with BCC Reg. § 5002 and Fresno Municipal Code, Chapter 9, Article 33, Section 9-3316 (2), we will enter into a Labor Peace Agreement (LPA) within 30 days. Perfect Union fully intends to execute such an agreement when awarded the license. Our organization does not interfere with employees’ right to collectively bargain as a “card check neutral” facility. We encourage union membership for all of our staff and are proud of our long-term partnership with the United Food and Commercial Workers Union (UFCW) which is a Bona fide labor organization. If Perfect Union is selected to operate in the City of Fresno, we intend to join UFCW Local 8 chapter. Please See Appendix G for the UFCW Local 8 Support Letter, and Appendix J for the LPA between Perfect Union Fresno and UFCW. 2.8.1 Workforce Plan We intend to hire 90% of our staff from the Fresno community. Perfect Union will work directly with the United Food and Commercial Workers Union (UFCW) and other local job search organizations to find qualified local candidates that meet the social policy criteria outline in Fresno Municipal Code, Chapter 9, Section 9-3316 (b) that are looking for a quality job with competitive benefits. We believe local employees better serve and understand the needs of the community. 2.8.2 Commitment to Apprenticeship and Continuing Education We believe that having a well-trained, competent, and professional staff is critical to the success of our operation. We will ensure that our staff is appropriately trained and will verify such training prior to all new staff beginning work at the facility. The following section details our staffing policies, including projected staffing needs, training requirements, and staff policies outlined in employee handbook, included in Appendix H. Apprenticeship UFCW partnered with Perfect Union in 2016 to spearhead a pilot- program unique to the Sacramento area that created a Cannabis Pharmacy Technician Apprenticeship Program. The program is the first-of-its-kind and includes 2,000 hours of training on safety, packaging, patient/customer verification and best business practices. In March of 2017 the Perfect Union Western States Regional Manager, Shayna Schonauer, was awarded her journeyman certificate by the California Apprenticeship Council through the California Department of Industrial Relations. The program is currently being updated to include the new rules and regulations implemented by the Bureau of Cannabis Control. Perfect Union has taken an industry leadership role in the process of establishing a California Division of Apprenticeship Standards (DAS) registered apprenticeship program for retail staff, in partnership with United Food and Commercial Workers (UFCW). We are presently designing curriculum and establishing on-the- job training practices. The Cannabis Industry Employers and UFCW Joint Apprenticeship Committee Standards 36 are expected to be approved by the California Division of Apprenticeship Standards by mid-2021. 2.8.3 Living Wage Perfect Union is committed to ensuring that all staff members receive a living wage for their commitment to working hard and for making our retail location an incredible experience for the customers we serve. We are committed to providing a living wage to all staff as part of our social contract with the community. We understand that the cost of living in California continues to increase at a rapid rate and we will continue to ensure that our wage scale is reflective of those increases over time. Living wage and employee compensation is further detailed in Section 2.1 2.9 Social Equity Incubator Perfect Union will participate in the Social Equity Business Incubator Program, which is geared toward raising funds to support equity businesses, as it is often more challenging for equity business owners to raise capital needed or navigate the cannabis industry. Perfect Union will offer support to local cannabis social equity businesses in the form of mentorship, training, equipment donation, a percentage of shelf space dedicated to Fresno equity business products, legal assistance, financial assistance, and other technical support. 37 Our organization has a long history of being a good neighbor in the communities we serve. If selected for licensure in the City of Fresno, we know that our retail storefront will not only meet all regulatory requirements for neighborhood compatibility but will also be a true asset to the community. This section addresses how the retail storefront will be managed to avoid becoming a nuisance or having adverse impacts on its neighbors and surrounding community. Operational Policies and Standards Our experience in establishing and operating cannabis businesses will enable us to effectively implement policies and operational standards that ensure our full compliance with City of Fresno regulations, and to operate in a way that will not disrupt or negatively impact the existing community in any way. By creating strict rules and regulations for both staff and customers as well as general organizational policies that promote excellent community relations, we believe that we will seamlessly fit in to the existing culture, aesthetics, and expectations of our surrounding community. Good Neighbor Policy One of the hallmarks of well-run cannabis dispensary is its positive role in the community. Good dispensaries have a “good neighbor policy” to ensure that they contribute to the overall wellbeing of the neighborhood. A good neighbor policy includes the following elements: • Restricting membership to legally qualified customers • Providing adequate security to protect customers and the neighborhood • Maintaining a clean facility in good repair • Preventing nuisance activity like loitering or litter • Educating members about rules and appropriate behavior in and around the facility • Excluding customers who break the rules or divert medication for non-medical use • Keeping lines of communication open with neighbors, elected officials, and law enforcement • Responding to community concerns A good neighbor policy will help ensure that customers get the medicine they need and that neighborhoods 3. NEIGHBORHOOD COMPATIBILITY PLAN 38 are protected. Communities have an important role to play in the good neighbor policy, as dispensaries need community input to develop policies that reflect the concerns and values of the neighborhood. Perhaps the most important element of being a good neighbor is participating in an ongoing dialog between dispensary operators and all members of the community. Our Good Neighbor Policy Perfect Union has a responsibility to be the best neighbors we can be. We fully commit to always be friendly, respectful, and caring of our neighbors. It is also important for us to have a great relationship with those in the community, including our neighbors, the City, and law enforcement. We expect our customers and staff to be courteous and respectful in their experiences with those in the neighborhood. It is important that we be considerate of those who live and work nearby and always respect these relationships and avoid activities that could disturb others. We ask that guests and staff be mindful of where they park, always turn down their music and use low voices when entering or leaving the retail area, and never park illegally on the streets surrounding the business or in spaces not intended for the business’s use. If they are having trouble finding appropriate parking, we encourage them to ask our friendly staff for help. We always want guests to feel safe at Perfect Union. We will always provide an escort to their vehicle if requested. We train staff to report any suspicious or illegal activity. Being a good neighbor will help us to have a good relationship with the community and be able to serve our guests needs for years to come. Security Culture Safety for customers and the community is a top priority at our cannabis businesses. Well-run cannabis businesses adopt a security culture to ensure safety. Security culture refers to a set of practices and strategies that work together to maintain community standards. Security culture involves the following elements: • Employing professional, trained security personnel • Staying alert to detect problems before they occur • Mitigating the traffic should it occur • Educating customers to be sure they know the rules • Implementing policies to prevent diversion • Restricting access to the facility to authorized persons • Using appropriate security technology and equipment to monitor and secure the facility • Maintaining communication with Local law enforcement • Training staff to prevent and respond to emergencies • Yearly safety and security staff training from the local police and fire department • Educating staff and members as to their rights and responsibilities under the law Individually, these elements help make a business safer. Taken together, they provide a comprehensive safety strategy that makes a well-run business one of the best and most secure neighbors in any given community. Rather, cannabis businesses carry out important work in a discreet and professional manner. In truth, sufficient security and careful customer screening serves to protect neighborhoods from undesirable elements in general. 39 Perfect Union will ensure our proposed cannabis business is not located within any State or Local designated buffer zones. As set forth in the City of Fresno Municipal Code, our proposed property is be more than 800 feet from a school providing any of the following services: the instruction in kindergarten or any grades 1 through 12, a day care center or a youth center. Alcohol and Tobacco In compliance with Chapter 9, Article 33, Section 9-3309 (a,b) No person will cause or permit the sale, dispensing, or consumption of alcoholic beverages on or about the premises of our cannabis retail business. Nor will we cause or permit the sale of tobacco products on or about our premises. Cannabis Recommendations There will not be a physician located on the premises at any time for the purpose of evaluating patients for the issuance of a cannabis recommendation or card where applicable. Restrooms In compliance with Fresno Municipal Code, Chapter 9, Article 33, Section 9-3310 (6), Perfect Union will ensure all restroom facilities will remain locked and under the control of management. Impact on Local Services We do not anticipate that our business will require resources from local law enforcement, fire, or medical emergency services that exceed the needs any other licensed business in the City of Fresno community. In over 10 years of operating history split between seven retail locations, Perfect Union has never had a serious security issue, and we have an impeccable safety record in all areas. Our facilities exceed expectations for security in all the municipalities where we operate, and we will continue to provide the same level of security should we be selected for a license in the City of Fresno. If anything, our security presence, and community beautification efforts have reduced the need for local police and public safety services by deterring crime before it happens. We are proud of the work we have been able to accomplish in the neighborhoods we serve and look forward to improving the Fresno area through similar efforts. Signage Plan We will install all signage in compliance with Fresno Ordinance Chapter 9, Article 33, Section 9-3309, Perfect Union will ensure signage complies with the following requirements: • Business Signage will conform to the requirements of Chapter 15, Article 26, including, but not limited to, seeking the issuance of a city sign permit. • No signs placed on the premises will obstruct any entrance or exit to the building or any window. • Each entrance will be visibly posted with a clear and legible notice indicating that smoking, ingesting, or otherwise consuming cannabis or cannabis products on the premises or in the areas adjacent to the business is prohibited. • Business identification signage will be limited to that needed for identification only and will not 40 contain any logos or information that identifies, advertises, or lists the services or the products offered. • Advertising will not be visible from the exterior of the facility and will be prohibited on the exterior of the establishment. • We will not advertise by having a person holding a sign and advertising the business to passersby, whether such person is on the premises or elsewhere including, but not limited to, the public right-of- way. • Signage will not be directly illuminated, internally or externally. No banners, flags, billboards, or other prohibited signs may be used at any time. • In accordance with state law and regulations, Perfect Union agrees that, as an express and ongoing condition of permit issuance and subsequent renewal, that we are prohibited from advertising any commercial cannabis business or cannabis retail business located in the city utilizing a billboard (fixed or mobile), bus shelter, placard, aircraft, or other similar forms of advertising, anywhere in the state. • The entrance of our facility will be clearly and legibly posted with a notice that no person under the age of twenty-one (21) years of age is permitted to enter upon the premises of the commercial cannabis business. • The entrance to a medicinal cannabis retail business will be clearly and legibly posted with a notice that no person under the age of eighteen (18) is permitted to enter upon the premises of the medicinal cannabis retail business without a medical recommendation. • The original copy of the commercial cannabis business permit issued by the city pursuant to this Article and the city issued business license will be posted inside the cannabis retail business or a commercial cannabis business in a location readily visible to the public. 3.1-3.2 Community Relations Contact Perfect Union intends to implement a community relations contact at our location. Our community relations contact will act as the community liaison for any community relation concerns. In compliance with Fresno Municipal Code. Chapter 9, Article 33, Section 9-3309(m), Perfect Union will provide the City Manager or designee with the name, telephone number and email of the community relations contact to whom emergency notices can be provided at any hour of the day. The community relations contact will be on the premises during business hours and will be available to address any needs or issues that may arise. We will also provide the name, cell phone number, and email address of the community relations contact to all surrounding businesses and interested parties including the Police and Fire Departments, as well as to any City Departments, Law Enforcement Officials, neighbors and businesses within 1000 feet of the facility, customers of the dispensary, and the general public to ensure all issues are dealt with promptly and professionally. While we do not anticipate there being any issues with our dispensary operations, we will encourage the community to bring any concerns to the community relations contact for appropriate mediation and resolution. In addition, we will hold an open house for the community prior to opening so they can see firsthand the aesthetics, professionalism, and security features of the facility. We believe this will help people better understand what we do, and in turn avoid problematic circumstances due to misconceptions. In compliance with Fresno Municipal Cod, Chapter 9, Article 33, Section 9-3309 (m,2), In the first year of operation Perfect Union’s owner, manager, and community relations representative will attend meetings with the City Manager or his/her designee(s), and other interested parties as deemed appropriate by the City Manager or his/her designee(s), to discuss costs, benefits, and other community issues arising as a result of implementation 41 of this Article. After the first year of operation Perfect Union’s owner, manager, and community relations representative will meet with the City Manager or his/her designee(s) when and as requested by the City Manager or his/her designee(s). 3.3-3.6 Odor Mitigation Process The odor emitted by cannabis is a common concern in neighborhoods surrounding cannabis businesses. Our facility is designed to limit odor from our operations to the public. We will utilize current, industry-leading electronic and carbon air filtration systems by Dynamic Air Quality Solutions. Dynamic AQS is an industry leader in air filtration with products already in operation within the Cannabis industry. The electronic grid Dynamic V8 air filter removes particulate and volatile organic compounds with unsurpassed energy efficiency - a solution that we believe suits the climate of energy efficient industry within the State of California. The Dynamic V8, when paired with the Active Carbon Matrix filter, provides complete and long-lasting odor control. All air exhausted from our facilities will pass through this filtration system before being released, ensuring no odors will be evident exterior to the facility. Commercial air filtration systems and climate-controlled environments significantly dissipate cannabis odor within the retail facility, resulting in no detection of cannabis odors outside the facility. The purpose of the Air Quality Management Plan is to eliminate the odor of cannabis caused by normal business practices inside the facility, around the exterior of facility and surrounding areas. A potential source of Cannabis Odor is when jars are opened for displays, otherwise odor should not emanate from the facility. All cannabis products sold are sealed and packaged which captures the smell, resulting in little to no odor being detected. Nevertheless, Perfect Union will provide, implement, and supervise an odor mitigation plan. Perfect Union will implement and maintain building systems to effectively minimize transmission of odor within the building and outside to surrounding areas. We will supervise the installment and maintenance of a leading electronic and carbon air filtration systems by Dynamic Air Quality Solutions. Dynamic AQS is an industry leader in air filtration with products already in operation within the Cannabis industry. Staff members will be trained to immediately report an odor problem to the manager who will take corrective action, implement upgrades to the system, upgrades to the facility or to the internal handling process of product within the facility to further deter odors. If such upgrades require the approval of any Local or State department, the manager will seek and gain such approval prior to implementing new systems and/or procedures. It is critical to the success of our organization that our various plans remain transparent to the community, so all stake-holders are aware of the importance of mitigated cannabis odors. This mitigation plan and all associated records will be made available to the public for review and documents can be requested at our facility. All requests for documentation will occur via written request only (email is acceptable). The air quality management plan covers the retail storefront facility. All cannabis and cannabis products will be secured within the storage in a secure fashion. All areas containing cannabis will be provided with an exhaust air system for odor control. The exhaust system will be provided with a carbon filter that will mitigate any odors which may emanate from the cannabis products. Any areas positively pressurized will be treated with activated carbon filtration and high velocity discharge to dissipate any potential odors immediately. The exhaust discharge from the HVAC system hall be designed with a high velocity outlet to eject the exhaust up and away from any neighbors or vehicular traffic. The combination of carbon exhaust air filtration and building pressure control represent the current best available technology. This building will also be provided with carbon filters for particulate filtration of supply air into the building. 42 The facility will have no operable windows or be kept locked and sealed at all times. Exterior windows will be hardened, bullet resistant windows as part of any new or existing instruction. All doors will be sealed with proper weather stripping, keeping circulating and filtered air inside the facility. On site usage of cannabis products is strictly prohibited. This will assist in mitigating odors to the surrounding neighbors. The importance of cannabis odor mitigation is very well understood, and we will make decisions that best to prevent the issue of odor to the surrounding areas. If odors are detected outside the facility this plan will serve as a guideline to provide corrective action. Odor Monitoring The manager will assess the on-site and off-site odors daily for the potential release of objectionable odors. The manager on duty will be responsible for assessing and documenting odor impacts on a daily basis. Odor Mitigation Should objectionable off-site cannabis odors be detected by the public and we are notified in writing, the following protocols will take place immediately: • Investigate the likely source of the odor. • Utilize on site management practices to resolve the odor event. • Take steps to reduce the source of objectionable odors. • Determine if the odor traveled off-site by surveying the perimeter and making observations of existing wind patterns. • Document the event for further operational review. If employees are not able to take steps to reduce the odor-generating source, they are to immediately notify the facility manager, who will then notify the general manager. All communication will be documented, and the team will create a proper solution, if applicable. If necessary, we will retain our certified engineer to review the problem and make recommendations for corrective action/s. Staff Training All employees will be trained on how to detect, prevent, and remediate odor outside our facility and all corrective options outlined herein. Documentation The Odor Detection Form (ODF) provided in Appendix D, will be provided to those who suspect objectionable odors emanating from inside the facility. ODFs are available per request, on-site. We will maintain records of all odor detection notifications and/or complaints that will include the remediation measures employed. The records will be made available to the city, county, state, or the general public upon request. All requests will be in writing, email is also acceptable. 43 We will maintain records of all odor detection notifications and/or complaints that will include the remediation measures employed. The records will be made available to the city or the general public on request. All requests will be in writing (email is acceptable). Summary Our organization realizes that it is a great privilege to operate a retail dispensary, and we believe that it is critical to provide a facility that is not only safe, secure, and compliant, but also fits well into the surrounding neighborhood in terms of appearance and maintenance. Being a positive addition to the Fresno community is very important to us, and we intend to manage and maintain our facility in a manner that makes our neighbors proud to have our operations located in Fresno. We will work closely with public officials, law enforcement and community stakeholders to build relationships and to develop meaningful projects that make a positive impact in Fresno. 3.7 Waste Management Plan Destruction and Disposal of Unused Cannabis Goods Pursuant to BCC Reg. § 5054, Perfect Union will not dispose of any cannabis goods that do not meet the definition of “cannabis waste,” as defined in BCC Reg. § 5000(g). Any such cannabis waste will be stored, managed, and disposed of in accordance with all applicable waste management laws, including, but not limited to, Division 30 of the California Public Resources Code. Cannabis goods intended for disposal will remain on Perfect Union’s premises until rendered into cannabis waste. Perfect Union will ensure that any such goods are stored separate and distinct from other cannabis goods and that access to those goods is restricted to authorized personnel. Likewise, all cannabis waste on Perfect Union’s premises will be secured in a receptacle or area that is restricted to authorized personnel and waste-haulers. All cannabis waste activities, up to and including disposal, will be recorded into the track and trace system as required by Chapter 1, Article 6 of the BCC Regulations. Perfect Union has hired a third-party contractor to handle our cannabis waste. Our contractor is Easy Waste Management. All cannabis waste at Perfect Union is logged and deposited into 21- gallon receptacles provided by Easy Waste Management. These receptacles are kept under 24- hour video surveillance inside the premises. All cannabis waste placed in these receptacles is also logged into Metrc, the state’s track and trace system. When the cannabis waste receptacle is filled, Perfect Union contacts an Easy Waste Management representative to schedule a waste pick-up. On arrival at the premises, Easy Waste Management will weigh the cannabis waste, separated by type of waste, using an industrial digital scale. Each type of cannabis waste will be identified and document- ed with their separate weights. Once weighed, Easy Waste will ensure the product is deemed unrecognizable and unusable before leaving the premises by adding the approved 50% of other matter (sand or soil) into the cannabis wastes. The destroyed cannabis wastes that can then be used for composting will be laid out to dry, while non-compostable wastes will be sent to the landfill. 44 Easy Waste Management will record all information concerning each service in an invoice and provide the man- ager with a copy. Each invoice has information related to the driver, the client, the vehicle used to pick up the wastes, and the wastes themselves. All records of waste collection will be retained on site for a minimum of seven years as part of our records retention policy. Pursuant to BCC Reg. § 5037, Perfect Union will retain, for at least seven years, all records relating to the composting or destruction of cannabis goods. 45 4.1 Professional Consultants For the sake of our staff, our customers, facilities, and our community, Perfect Union is committed to creating the safest possible operation to minimize the risk of fire, medical emergencies, security breaches, and other emergency situations. All Perfect Union staff training, operating protocol, security systems, and the facility itself have been carefully designed with safety in mind at every step. We will provide extensive emergency response training for all staff members; training will cover policies for medical emergencies, fire, threatening events, and chemical hazards. Each of our facilities will have designated staff members serving as Emergency Response Managers, who will be the point of contact for reporting emergency situations and responsible for directing mergency response. Before our facility opens for business, we will ensure that our safety plan is prepared and assessed by a professional fire prevention and suppression consultant. 4.2 Accident and Incident Reports Personal safety is a top priority for our organization. We look to have an excellent safety record and making that a tradition is important. Safety depends on safe employees and their safe work practices. Accidents and injuries can be avoided with attention, caution, and care. During staff training and throughout employment, staff leaders train employees on the safest practices for their job. We want people to perform their jobs without danger or injury to themselves or others. We encourage staff and members to immediately discuss any aspect of safety with manage- ment. For additional information regarding hazardous chemicals, emergencies, and accident reporting, there will be an Accident and Safety Book located at the manger’s desk. We will require complete critical incident reporting to management all on-the-job injuries and illness, any unsafe working conditions, hazards, or potentially violent situations. In the case of injury during a work- related activity, an appropriate employee will secure the required information and fill out the proper Critical Incident Report forms. Guideline for Writing an Incident Report An incident report will be completed any time an incident or accident occurs in the workplace. Incidents can be related to accidents and injuries or other health and safety issues, property damage, security issues, and workplace 4. SAFETY PLAN 46 misconduct. The report can be initiated by an employee who witnessed the incident, a manager who has knowledge of the incident, or a customer report. The incident report document should outline: • The name of the person(s) affected and the names of any witnesses to the incident • When and where the incident occurred • The events surrounding the incident • Weather an injury occurred as a direct result of the incident • The response and corrective measures that were taken What qualifies as an incident? Generally, an incident is defined as any event, condition, or situation which: • Causes disruption or interference to an organization • Causes significant risks that could affect members of an organization • Impacts on the systems and operations of worksite • Attracts negative media attention or a negative profile for the worksite When you should write an incident report? As soon as an incident occurs, an incident report should be completed. Minor injuries should be reported and tak- en as seriously as major injuries. These injuries may get worse and lead to more serious injuries or health issues. Sentinel events: Unexpected occurrences that result in serious physical or psychological injury or death (e.g. slips, trips, and falls, natural disasters, vehicle accidents, disease outbreak, etc.) Near misses: People involved had no injuries but could have been potentially harmed by the risks detected. Adverse events: Related to medicine, vaccines, and medical devices. These events occur when an act of commission or omission harmed someone rather than from the existing medical condition. No harm events: Incidents that need to be communicated across an organization to raise awareness of any harm that may happen. Incident reports are intended to capture as many details about the incident as possible. An incident report should be: Accurate: Data must be clear and specific. Avoid vague statements that may lead to confusion. Proofread your report prior to submission. Factual: Data should be objective and supported by facts. Do not include emotional, opinionated, and biased statements. If there is a need to include statements from witnesses, make sure to quote them. Complete: Ensure all essential questions are covered (what, where, when, why, who, and how). Include people who witnessed the incident. Anticipate any other significant details that might be needed for future 47 investigations. Graphic: If appropriate, take photos of the incident (e.g. if there was property damage). Valid: Those who were involved in the incident should sign off to testify and validate all of the information that was mentioned in the report. This confirms that the report is truthful. Incident report forms are attached in Appendix I 4.3 Evacuation Routes Perfect Union Policy: Any manager, in coordination with the Security, may determine the need to evacuate. Reasons for evacuation may include: • Fire • Bomb threat • A hostile or violent employee, visitor, or unknown person • Power outage • Earthquake or other severe weather • Water or gas leak • Hazardous chemical spill • Robbery or hostage situation • Any other disaster as described by the Bureau of Cannabis Control Perfect Union’s telephone system will be used to the extent possible. The building fire alarm system is continuously monitored for alarm by a contracted service. Evacuation drills will be scheduled, conducted, and recorded by Security on a quarterly basis. Staff will Evacuate disabled individuals or others who need assistance under the direction of authorized emergency response manager (ERM) or when there is an immediate threat to personal safety and security. Perfect Union will post evacuation route maps in each work area within Perfect Union’s facility, which will include the following information: • Emergency exits. • Primary and secondary evacuation routes. • Locations of fire extinguishers. • Fire alarm pull stations’ location; and • Assembly points. 48 Evacuation of Facility Management will inform all employees of Perfect Union’s Evacuation Plan and facility evacuation maps as part of their new employee Security and Incident Response Training. Remind staff of the plan as necessary and encour- age them to discuss the Facilities Evacuation Plan with each other. 1. In the event of a required evacuation, begin at the farthest reach of the facility and ensure that the occupants ahead of you have evacuated. Direct occupants to the exits and tell them where to reassemble. 2. Notify emergency personnel. Provide the following information: • Nature of medical emergency; • Location of the emergency (address, building, room number); and • Your name and phone number from which you are calling. 3. Conduct a quick search as you go to make sure hazardous equipment is shut off, doors are closed, and no one is left behind. 4. Instruct all employees and visitors to do the following, if applicable: • Always keep calm; • NOT gather in lobbies; • NOT open a door without first checking for heat; • NOT touch any suspicious items or suspected bombs; • NOT run or panic; • NOT re-enter the building until authorized; and • Assist disabled individuals or others who need assistance. 5. If, in the case of a fire, a stairway is full of smoke, go to another stairway. If there is smoke in the hall, stay low, cover your mouth with a damp cloth or handkerchief, visualize where the exits are, stay close to and use the wall to guide you so you do not become confused. • If there is no smoke, you may have trouble getting people to evacuate. Be assertive, positive, and insistent. • Evacuate disabled individuals or others who need assistance ONLY under the direction of authorized emergency personnel, or when there is an immediate threat to personal safety and security. 6. Once outside of the facility, conduct a headcount to account for all occupants in your area of responsibility. • Immediately report to law enforcement personnel any missing persons on your list and their last known location. • Return conditions to a normalized and secure state. If applicable, notify utility companies of any incidences. 7. Report to the Bureau, state police, and local law enforcement if the evacuation resulted in any theft, burglary, diversion of cannabis goods or other criminal activity at the facility no later than 24 hours after becoming aware of the incident. 49 4.4 Fire Extinguishers and Fire Equipment The operation of a cannabis dispensary is a lot like other service- oriented or retail businesses. There is no open flame or cooking happening on site, and there are no immediate fire dangers. The daily operations of the dispensary have a low risk of fire. Planned Suppression Systems We will contract with licensed fire suppression experts to install/upgrade a sprinkler suppression system if it is deemed necessary by the City of Fresno Planning Department. We do not believe it is required for this use, but we are prepared to install a system in areas if need be. Fire Riser Our Floor Plan has a Fire Riser room located at the northwest corner of the building where a system of valves and pipework are kept permanently charged with water to be easily accessed by the Fire Department in the event of the fire. The Fire Rise room will remain locked, and a key will be provided in the emergency lock box for the facility. Evacuation Route Map 50 Fire Alarm System Advanced Security Technologies will also be monitoring our fire alarm and have provided an assessment of our needs in included documents pertaining to fire safety. The alarm will be tested regularly by Advanced Security Technologies. A separate fire Alarm Panel will be located on-site in the Safety Center and will have the following: • A smoke alarm to protect the panel • Sensors that attach into sprinkler/suppression systems (If applicable) • Fire light manual pull station, metal, single action • Lexan pull stations cover red, weather resistant covers • Horn There will be appropriate handheld extinguishers located through the facility. It will be equipped with portable fire extinguishers as follows: • ABC units located throughout the facility with clear signs identifying their location • CO2 units in each mechanical/electrical room Extinguishers will be mounted 3’-5’ off the ground, with visible signage, annual maintenance, and with sufficient numbers/frequency within each building. Exits The exit doors are located throughout the facility and will be clearly marked with appropriate signage. All hallways and exits will have electrical and battery backup power to all exit lights and exit signs. Escape floor plans will be mounted to the walls. Doors that lock will read, “Doors to remain unlocked during business hours.” Fire Department Access The facility will be equipped with a Fire Department issued lock box containing a key to the facility. This key will be accessible by City of Fresno Police Department and Fire Department for emergencies. Safety Protocols Customers and Staff will not: • Inappropriately activate any emergency warning equipment or falsely report any emergency • Remove, damage, interfere or tamper with fire safety or other emergency warning equipment, including smoke detectors, sprinklers, and fire alarms • Hang any items from or block sprinklers or smoke detectors • Fail to evacuate the facility when a fire alarm is sounded 51 Emergency Response Manager (ERM) ERM staffer designated to do so will contact if necessary: Police, Ambulance, Emergency Electrician/Plumber, medical professionals. All fires need to be reported to the Executive Director and a Critical Incident Report must be filled out. Safety Standards with Regards to Hazardous Items Possession, storage, or use of firearms, explosives, ammunition or other weapons or dangerous articles or substances, including non-lethal items such as pellet guns or fireworks, is prohibited. Regular Inspections Staff will inspect the facility on a regular basis for necessary repairs, cleanliness, and safety checks. Staff will remove items that are found during inspections that violate the fire hazard policy, or otherwise pose a safety risk. Fire Safety Education We will hold a Fire Safety Day at least once per year to ensure that all staff are familiar with equipment and protocol. Prior to opening our business, and annually thereafter, we will allow the City of Fresno Fire Department to conduct on-site training. Plans for Future Improvements in Fire Safety The fire safety system and procedures are periodically reviewed and if it is determined that improvements are needed, then a plan for future improvements will be enacted. 4.5 Training for Fire and Medical Emergencies All staff are given emergency training when they are hired that ensures that they understand our policies and procedures and comprehend all aspects of our detailed Safety and Security plans. Fire Safety Policy All staff will receive training on safety protocol in the event of a fire at our facilities. They will be shown where fire extinguishers, alarm pull stations, and building exits are located. All staff will be instructed on the use of fire safety equipment, including fire extinguishers, suppression systems, smoke alarms, and pull stations. Training will also include fire emergency protocol for staff that includes plans to locate all people within the building, facilitate evacuation, and guide themselves and others to a safe place outside the building. If a fire emergency occurs, staff should immediately notify the ERM, and the ERM will assess the situation and make decisions about the response, including calling 911, the fire department, police, ambulance, and/or medical professionals if necessary. In the case of a fire emergency, leadership staff will be responsible for filing a Critical Incident Report describing the incident, response, and outcome for review by the Board of Directors. 52 Fire Safety Procedures in Case of Fire Emergency 1. Call Fire Department/use fire extinguisher. 2. Activate alarm system. 3. Turn off gas pumps with emergency shut off switch. 4. Announce evacuation procedures 5. Refer to plan by which all staff and all members can be reached as quickly as possible. 6. Guide to a safe place outside of building for safe evacuation. 7. Enlist additional staff to act as support personnel in the case of evacuation or other action (some who direct others as to where to go or what to do, and some who can make a count of those present – example: a person who directs everyone to the emergency exit and the designated safe place outside the building) Document all Incidents The Emergency Response Manager (ERM) records and documents all incidents/expenses incurred as a result of the emergency. For insurance and regulatory purposes, product discard documentation should include product amount and dollar loss. Medical Emergency Policy While we intend to take every possible measure to create and maintain a safe workplace that minimizes the risk of medical emergencies onsite, we believe that training our staff to deal with potential medical emergencies is essential. Staff training will include how to assess the situation, to report promptly to the Emergency Response Manager (ERM) on duty, and to call for immediate help if warranted. All staff must report medical emergencies to the Emergency Response Manager. The Emergency Response Manager will determine if the situation warrants contacting police and/or an ambulance. All staff will be provided with a list of emergency service contacts, including medical services and poison control, and will be provided with the location of the closest medical facilities where a person with a minor injury can be transported. In the case of a more serious medical emergency, staff will be instructed to call 911. Leadership staff, including Emergency Response Managers, will be required to take basic medical training classes as part of their job requirements, including Red-Cross instructed CPR, First Aid, and Automated External Defibrillator (AED) training classes. Staff who have this training will be responsible for assessing medical emergencies and providing support if necessary, until medical professionals arrive. In any case of medical emergency or onsite injury requiring medical attention, leadership staff on duty will be responsible for filing a Critical Incident Report describing the incident, response, and outcome. The report will be reviewed by the Board of Directors to ensure that the incident was handled appropriately. Medical emergency response policies will be reviewed as needed by the Board of Directors and management staff, and training will be offered quarterly. 53 Threatening Events Response The safety of our employees is paramount, and we will train all staff on policies for dealing with potential crisis situations including armed robbery, invasion, burglary, or other criminal incidents. While we will go to great lengths as described in the Security section below, to have security systems and protocol in place to prevent crisis events from happening, we understand that we must train our staff to respond appropriately in case such an event does occur. First and foremost, staff will be instructed not to intercede or otherwise place themselves in danger during an emergency. Staff will be shown the location of panic button alarms throughout our facility and instructed to use them only if they can do so safely. These panic buttons will automatically contact emergency services when deployed. Staff members will be instructed to keep calm during a crisis, and to remain aware of any criminal activity that is occurring, including noting any details of the perpetrators and any activity that happens. The Emergency Response Manager and other leadership staff will be appointed to call law enforcement and secure the facility after an incident occurs. Any staff members involved in criminal incidents will be debriefed using checklists to help provide details of what happened and to describe the people involved in the incident. Staff will also be trained in proper interaction with law enforcement following a criminal incident. Management on duty during the incident will file a Critical Incident Report, which will be provided to reporting officers along with staff debriefing information. Chemical Spill/Hazard While we do not intend to use volatile chemicals in our operations, our staff training will include response to a chemical spill and will familiarize staff with hazards presented by any solvents or other chemicals. Should we ever have solvents or chemicals on our premises, we will notify staff of the location of safety binders with hard copies of safety material data sheets located in the areas of our facilities where the solvents or chemicals are used and/ or stored. Staff will be trained to assess chemical spill or hazardous material emergencies, and follow protocol which may include notifying Emergency Response Manager (ERM) and management staff, calling emergency service responders (police, fire, ambulance, or hazmat response), activating internal alarm systems, and carrying out a notification and evacuation plan for the people in the facility. Our emergency notification and evacuation procedures will be thoroughly reviewed during training. In the case of any chemical spill or hazardous material emergency, management staff onsite during the incident will file a Critical Incident Report that details the incident, the response, and the outcome for Board review. The Emergency Response Manager will be responsible for ensuring that the proper emergency service providers have been contacted, if necessary, including the police, fire department, ambulance, poison control, haz-mat response, and/or medical professionals. Both pre-employment training and required yearly training will include chemical spill emergency response for all staff members. 54 5. SECURITY PLAN 77 6.1-6.3.1 Property Description, Floor and Site Plans 45 E Minarets Ave, Fresno, CA 93650 is located in the appropriate zone for retail storefront use as set forth in of Fresno Ordinance. The proposed activities at the site are storefront retail. The location is within the area approved for retail store- front use as indicated on the Retail Storefront Overlay map that was included with the Application Guidelines. The facility is 2,000 square foot commercial building. It is a very nice, clean freestanding building with a shared parking lot that includes approximately 14 parking spaces. The address is on the map below, note the location of the retail storefront facility and its relation to allowed zoning and sensitive uses in the surrounding community. The proposed cannabis business is not located within any State or Local designated buffer zones. As set forth in the City of Fresno Municipal Code, Chapter 9, Article 33, Sec. 9-3307 (c) Our proposed property is be more than 800 feet from a school providing any of the following services: the instruction in kindergarten or any grades 1 through 12, a day care center or a youth center. Zoning Verification letter is attached under Appendix F 6. LOCATION 78 Distance Category Institution Name Distance from Proposed Facility Schools Pinedale Elementary School .3 Mile Lincoln Elementary School 1.1 Miles Kastner Intermediate School 1.3 Miles Day Care Fresno County Family Child Care .6 Mile Kids Kare River Park 1 Mile Kids Park 1.2 Miles Churches St Agnes Church .2 Mile Apostolic Church Assembly .5 Mile Pinedale Tabernacle .5 Mile Parks River Park Guest Services .6 Mile (listed as a park attached to a commercial building) Kaiser Permanente Neighborhood Park .7 Mile River Park Little League 1.2 Miles Libraries Pinedale Branch Library .4 Mile Cannabis Retail Valley Seed Bank .4 Mile Tiny Weeds .5 Mile 79 Impact on Local Services We do not anticipate that our business will require resources from local law enforcement, fire, or medical emergency services that exceed the needs any other licensed business in the City of Fresno community. In over 10 years of operating history split between three retail locations, Perfect Union has never had a serious security issue, and we have an impeccable safety record in all areas. Our facilities exceed expectations for security in both municipalities where we operate, and we will continue to provide the same level of security should we be selected for a license in the City of Fresno. If anything, our security presence, and community beautification efforts have reduced the need for local police and public safety services by deterring crime before it happens. We are proud of the work we have been able to accomplish in the neighborhoods we serve and look forward to improving the Fresno area through similar efforts. Location and Site Requirements We understand and agree to comply with all requirements set forth by the City of Fresno Ordinance and applicable Code, for site management of our retail storefront facility, including the exterior and interior of our building and the surrounding property. The design of the facility will demonstrate compatibility with the surrounding character of the neighborhood and blend with existing buildings as well as comply with all zoning and developmental standards including but not limited to, parking, lighting, buildings materials and colors. Exterior Site Management We will not use any exterior paint or surfacing designs that simulate an advertising message. Should we elect to plan any external structural changes to our facility at any time, we agree to apply for any required building permits. There will be only one front entrance to the facility, which will serve as the access point for all qualified customers and all business operators, employees, volunteers, and contractors. An additional and separate entrance will be utilized for the delivery of products. No interior or exterior signage will obstruct the entrance or windows. In compliance with Fresno Municipal Code, Chapter 9, Article 33, Section 9-3310 (b,xi), Any bars installed on the windows or doors will be installed only on the interior of the building. All access to both our facility building and the surrounding property perimeter will be monitored with exterior surveillance cameras and alarm systems. Exterior Lighting The building will have exterior lighting that meets or exceeds the City of Fresno requirements. We will ensure that this lighting effectively illuminates all areas of the property including, but not limited to, landscaped areas, parking lots, driveways, walkways, entry areas, and refuse storage areas, with an illumination level of at least one foot-candle as measured at the ground level. Once our facility is operational, we agree to ensure that the illumination system is properly functioning and activated between sunset and sunrise. Interior Site Management Management of our facility’s interior will be carefully designed to comply with all regulations, and our policies will reflect careful consideration of the safety and security of not only our customers and staff, but also the 80 surrounding community. We will ensure that all advertisements, displays of merchandise, signs, and any other exhibits depicting the activities of the retail portion of the business are placed within the interior of our facility and will be arranged to prevent public viewing from outside the building or premises. Interior Lighting Plan The building will have interior lighting that meets or exceeds requirements. We will equip the facility with overhead lighting fixtures of sufficient intensity to provide at least two foot-candles as measured at the floor level, in every interior space throughout the building, where access is allowed to the public or any portion thereof. We agree to provide continuous illumination during business hours, and at any other times there are people allowed inside. Property Maintenance We take great pride in the meticulous upkeep of the exterior and surrounding landscaping in our existing locations. We will ensure the surrounding property is well-maintained, neat, clean, and free from litter or graffiti always. Our staff will conduct visual inspections of our property on a daily basis, and we will address any problems with cleanliness or property maintenance as quickly as possible. Exterior Vegetation will be planted, altered and maintained in a fashion that precludes its use as a hiding place for persons on the premises. Traffic We do not anticipate to adversely impact traffic in our neighborhood. Our location includes a parking lot that will provide adequate parking for all of our customers. We will encourage ridesharing, carpooling and public transit for all our employees. The facility has sufficient on-site parking. In addition, there is ample street parking available for dispensary customers and staff. Any and all parking areas and adjacent walkways and trails, will be regularly monitored by staff for safety and security. Proposed Facility Construction Features The proposed retail storefront site is located at 45 E Minarets Ave, Fresno, CA 93650, and is laid out to make use of the space exclusively for retail use. To open for business as soon as possible upon being granted a permit, Perfect Union proposes utilizing the existing structure already onsite with design modifications. The facility requires minor improvements and will allow Perfect Union to open shortly after being granted approval. There are interior improvements to be made including upgraded flooring, lighting, paint and any and all necessary security upgrades (including cameras, lighting, doors, and locks). Exterior improvements would include an ADA ramp to the front door, parking accommodations, appropriate lighting, and signage. The initial proposed floor plan defines the waiting/reception areas for customers to arrive, check in and wait comfortably as needed. The waiting/reception lobby will have a secured check in area with cameras to monitor new customer arrivals and activity in the lobby. Customers will be greeted first by the security guard who will open the front door for them. Once a customer is checked in with a valid ID and granted access, a buzz-in door will be unlocked, and a Perfect Union team member will meet the customer in the dispensing room. (see Security Plan for more information on security at the entrance). The dispensing area is where customers can meet one-on- one with a team member, gather information, receive information on additional services, as well as register for 81 available classes and treatments, and purchase products. The Perfect Union facility will include secure separation walls to separate the private business and inventory control areas from the customer area of the dispensary. These will be secured entry doors and equipped with electronic security lock technology. These changes and upgrades will be fully permitted and done in compliance with California Building Code. The floorplan design is reminiscent of Perfect Union’s other successful and compliant dispensaries. In addition to the lobby and dispensing room, it includes a product processing and storage room, break room and kitchen, and offices for staff, finance, and management. This project has a proposed building time of 4 months and building permit applications can be started upon approval of the Perfect Union license. All estimates are dependent on City permit approval cycle times, but Perfect Union will do everything possible to expedite that process on our end. Perfect Union’s interior design plan is focused on innovative and intelligent new products, materials, and systems to create a quality space built around comfort, energy/resource efficiency, confidentiality, security, and sustainability. Examples of products to be utilized include: luxury vinyl flooring, reclaimed or recycled wood for furniture and built-ins, faux brick impact wall, LED lighting, Lutron light controls to promote energy use saving, low-VOC nontoxic paint, low flow lavatory faucets for water consumption saving, dual flush toilets, climate control systems, air filtration system that eliminates allergens and odors, and stone or concrete countertops. Please see the Floor Plan and Site Plan below for the complete layout, design of the proposed Perfect Union retail storefront and existing stores. Floor Plan 82 Neighboring Businesses 45 E Minarets Ave, Fresno, CA 93650 is located next to vacant suite, which we also own. We plan on leasing the 4,000 SF Suite to a new business when we are granted a license in the City of Fresno. The neighboring business is D & L roses takeout. The surrounding businesses include: River Park automotive Center, Fresno Tint. 5 Star Repair and Smog, Carl’s Bar Supply, Smog Master, Food Shop and Jacks Market. A member of our team visited each of these business with the letter below and spoke with the business owners and staff about our potential retail facility. Site Plan 83 7.1 Social Responsibility Plan Perfect Union’s community benefit plan will help make City of Fresno a better community in which to live, work and thrive. Perfect Union will use its resources to improve the local landscape through community- based projects and local funding opportunities. We will partner with local charities and non-profit organizations to provide support and funding for projects through grants and volunteerism. The causes that we value and focus on improving in the community include hunger, homelessness, education, youth development and public services. Below are community organizations that we have supported and will continue to support in the Fresno community: Poverello House provides three meals a day, 365 days a year to men, women, and families along with services that improve people’s quality of life. These services include clothing distribution, emergency food bags, a medical clinic, the Men’s Resident Rehabilitation program, temporary overnight shelter for men and women, and social services for individuals seeking to end their homelessness situation. Poverello House follows Papa Mike’s philosophy: Listen with compassion, give with a warm heart and a smile. We donated blankets, toiletries, and food supplies to the Poverello House on 8/25/20. Fresno Barrios Unidos emerged out of a community response to recognize the leadership of young people impacted by gangs in developing more positive solutions for their lives and the community. Since then, everything they do is because of their love and belief in the young people of Fresno. In July 2020, we provided financial support to Barrios Unidos for laptops for their youth academy program. 7. COMMUNITY BENEFITS & INVESTMENT PLAN 84 A Long History of Giving Back Since being founded in 2010, Perfect Union stores have generously contributed to many charitable organizations and have developed robust community benefits programs aimed at improving the communities in which we serve. We pride ourselves on being leaders in community benefits, as our innovative methods of giving and support have become standards in the cannabis industry. Perfect Union works with city staff, elected officials and customers to select organizations to partner with who do amazing work to improve the quality of life of those in need. The mission of the organization has also led to the development of our own altruistic programs that meet the direct need of the local communities and citizens we serve, including youth outreach programs and programs to combat hunger and poverty. 85 Perfect Union Community Programs Perfect Union will also aid programs that contribute to the welfare of dozens of our local members in need. Our dispensaries were able to contribute hundreds of thousands of dollars in resources to charitable foundations and in-house services to the Sacramento and Marysville community last year. We have a long history of compassion and giving back that we are very proud of, and we intend to continue these efforts in the City of Fresno. Programs developed: Food Closet: Every week we provide hundreds of local families in need with direct food assistance and fresh produce. In addition, they are provided support to locate other local food assistance resources to help them through their difficult times. The Village: A non-profit organization we developed to serve underprivileged youth through supportive programs and partnerships with Local youth programs and school districts. • Peach House • Prescott-Joseph Center • Parents 4 Pot • Poverello House (Fresno) • Rainbow Chamber of Commerce • Red Cross • Run to Feed the Hungry • Sacramento LGBT Center • Seaside Chamber of Commerce • Shriners Children’s Hospital • Sol Collective • Step Out Walk for Diabetes • Stonewall Alliance of Chico • Susan G. Komen Race for the Cure • Torres Shelter of Chico • Toys for Tots • UC Davis Medical Center • Walk Now for Autism Speaks • Weed for Warriors • WEAVE -Sacramento • Well Spring Women Center • Wesley’s Fun • Wounded Veteran Run • Yuba Sutter Stand • AIDS Walk • Albie Aware • Autism Speaks • Barrios Unidos of Fresno • Blood Source • Boy Scouts of America • Chamber Gives Back Toy Drives • Chica’s Latina de Sacramento • City of Sacramento Parks & Recreation • Crohn’s & Colitis Foundation • E Center • Friends of Faith • Friendship Park • FREED • Havens Women’s Center • His Well Ministry • Leukemia Lymphoma Society • Light the Night Walk for ALS • Loaves and Fishes – Friendship Park & Mustard Seed School • Marysville Fire Department • Mercy Peddlers • Modesto Gospel • Modesto Pride • Operation Dignity • Operation E.V.AC. Below are some organizations we have been honored to work with over the years, as well as programs we have developed ourselves: 86 Full Belly Backpacks: Focuses on low-income areas to bring after-school and weekend meals to children in need, providing over 200 meals a month. Shelter Support Program: We partner with Local shelters and provide gift bags to kids with toiletries, blankets, entertainment, stuffed toys, age-appropriate books to read, so that kids can have the ability to feel more at home in their displaced situation. Giving Back to Our Customers We also do a great job of taking care of our customers. Our organization provides diverse and supportive programs in the industry for our customers to enjoy, learn, and thrive. We provide medicine to low-income customers or disability who qualify for our compassion programs, detailed below. The organization provides an array of complimentary health services that our members can take part in to help them realize a complete wellness program. We also provide educational classes and support groups where members can expand their knowledge and find members with similar situations that they can share experiences with. These in-house programs greatly benefit the customers we serve, and they, in turn, can better serve the community. We provide a monthly newsletter detailing these services. We are excited to continue to expand our unique service offerings. Below are some of the programs we currently offer at our locations: • Chiropractic Services • Massage Therapy • Acupuncture • Yoga/Pilates Classes • Traditional Chinese Medicine • Support Groups- Veterans, Condition Based, Patient Need, etc. • Educational Classes- Cultivation, Responsible Use, Legal, Vaporization, etc. • Counseling- Life, Employment, Legal, etc. Reduced Pricing Plan Discount Programs We honor our seniors, military veterans, and SSI patients with regular discounts on their fees for medicine. Perfect Union Compassion Program Some medical patients will face physical disabilities that limit their ability to purchase medicine. Medical Patients in compliance with Section 11362.71 of the Health and Safety Code and are in possession of a valid identification card issued under this code will be eligible for free medicine each week. The free cannabis provided to these medical patients will comply with all applicable laboratory testing requirements and will be properly recorded in the track and trace system. We also believe in helping our members that are less fortunate and provide generous discounts to those facing economic hardships. We currently contribute hundreds of thousands of dollars worth of cannabis products to our patients that suffer from debilitating illness such as cancer, aids, and epilepsy. 87 7.1.1 Expungement Clinics Root and Rebound For the past six years Root & Rebound have reimagined how lawyers can support low-income communities and communities of color harmed by mass incarceration. In doing so, they have reached tens of thousands of clients through an innovative model that combines cutting edge community lawyering, education, and policy reform. We are currently partnered with Root and Rebound to provide both funding and support for expungement clinics in the Fresno area as well as surrounding cities. Our first virtual clinic with Root and Rebound was held on October 29th and October 30th.The clinic was able to service over 40 people with the resources to expunge their record, allowing them to speak with a legal professional from Root & Rebound to learn about their legal rights with an arrest or conviction record. During the clinic, they received free legal information to help navigate barriers related to employment, housing, public benefits, family & children, immigration, parole & probation, and more. We plan to provide both funding and support for more expungement clinics in the future. 7.1.2-7.1.2.3 Environmentally Sustainable Business Model A California Green Business Perfect Union is committed to exercising green business practices in all aspects of our retail storefront operations. One of the hallmarks of well-run cannabis business is its positive role in the community. As an organization that promotes health and wellness, we believe that adhering to Green Business standards is an important part of our overall mission. Our organizational best practices reflect the requirements of California Green Business Program membership, including continuous compliance with applicable environmental regulations; conservation of energy, water, and other materials; implementation of sound environmental practices that prevent pollution and waste generation; and sharing environmentally responsible practices with other community businesses. If Perfect Union is chosen to operate a retail storefront in the City of Fresno, we intend to seek and maintain certification as a California Green Business. Commitment to Sustainable and Green Practices Our organization’s principals and staff have a long history of environmental consciousness. We are dedicated to leaving our world in a better place than we found it and spare no expense to ensure our operations have little to no impact on the environment. We believe that it is the duty of every person, business, and organization to employ sustainable practices in their daily walk. Our belief in the need for a greener and more aware society motivates us to employ a variety of practices that reduce our carbon footprint and educate our members on methods they can use in their lives to reduce their impact on the environment. There are many areas in the cannabis industry 88 where we believe energy can be saved and waste can be reduced. From power usage reduction, to green building supplies to everyday best practices, we understand that we can have a direct positive impact on our environment. We continue to find methods of sustainability in every aspect of our duties. Perfect Union understands the importance of having a facility that is well-organized and designed with environmental consciousness in mind. We will ensure that all planned construction is in full compliance with City of Fresno ordinances, as well as all applicable building and zoning codes, under Local, California and Federal laws, while utilizing as many environmentally friendly options as possible. To achieve this, we will incorporate green construction methods and materials whenever possible. Below we will detail how we plan to achieve this in the design of our facility in the City of Fresno. Energy Conservation and Carbon Management Our organization is committed to having as little environmental impact on the world we live in as possible. To achieve these goals, we will employ techniques that maximize our efficiency. In our Fresno location, we will seek partnerships with licensed providers with the same level of environmentally friendly standards. In addition, we will be working with California firms on reforestation and livestock projects that will help to offset the energy consumption that we do have. We will be working together with CarbonFund.org to promote projects that work to reduce carbon build up and better the environment. We will be calculating our output and donating to projects that offset our total energy usage. We also will be implementing many green techniques in our entire organization, including recycling all applicable products in the dispensing departments, and implementing ideas that reduce waste. All computers and electronic devices will use Eco Strips or be unplugged when not in use. The leadership at Perfect Union has been at the forefront of the green revolution for many years and those values influence the organization at every level. Incorporating Green Construction Methods and Materials For our new construction, Perfect Union will work with building contractors that are familiar with green construction and are committed to using sustainable methods in the remodeling of the facility. The facility’s innovative design will create an environment that is beautiful, practical, and good for the environment. We recognize, and believe it to be a good business practice, that commercial recycling is now mandatory in the State of California per AB 341. Below are some materials we plan on using for our construction project: • Recycled Carpet from Mohawk’s Smart Strand Carpet Line • Reclaimed or Recycled Wood for Furniture and Built-Ins • Stained and Polished Concrete Floors in the Main Room and High Foot Traffic Areas • LED lighting • Lutron Light Controls to Promote Energy Use Saving • Low-VOC Nontoxic Paint • Low Flow Lavatory Faucets for Water Consumption Saving • Dual Flush Toilets • Advanced Climate Control Systems • Air Filtration System that Eliminates Allergens and Odors • Recycled Glass or Concrete Countertops • Natural Skylights to Decrease Energy Consumption 89 Solar Power Perfect Union understanding the importance of harnessing Renewable Energy. We will install solar panels on the building providing 100% green energy. Perfect Union has purchased the facility at 45 E Minarets, so we have the capability and resource to ensure that our facility is power grid neutral. Environmentally Safe Supplies For cleaning, administrative tasks, and other organizational tasks we will be using environmentally safe supplies. We will use advanced green cleaning supplies to keep our facilities sanitary and beautiful. organization will print materials on recycled paper and use conscious office supplies wherever possible for our operations. We will use remanufactured toner and printer supplies from greenoffice.com. All plates, cups, napkins, and other break room supplies will be recycled / recyclable. Anywhere we can substitute a less environmentally sound business supply with a more eco conscious one, we will. Preventing Waste and Encouraging Progress Our staff and members are constantly reminded of our commitment to the environment in our daily actions, new letters, and conversation. Our staff is trained to reduce waste wherever they can and encourage other to do so as well. From bringing reusable lunch containers and water bottles to reusing wastepaper for other tasks, our staff is always looking for ways to reduce environmental impact and promote green living. We provide incentives to staff and customers who ride their bikes or use public transportation to travel to and from the retail business, so the more our customers do to save the environment, the more we do to save them money. This symbiotic relatio- ship fosters an understanding and appreciation in our membership that is contagious. By creating an environment where people can buy into the environmental concept and be a part of the solution, we encourage them to be more conscious in their own lives, and we continue to see progress towards a more sustainable environment. Water Conservation We will adhere to all City, County, or State water restrictions, and will employ up to date irrigation methods as well as any on-site landscaping, to ensure that water is not wasted. Our bathrooms will feature low-flow toilets to conserve water. Alternative Transportation Perfect Union will install bike racks on the premises to encourage transportation by bike for both employees and customers. To combat gas emissions and keep City of Fresno green, Perfect Union will be offering green incentives such as discounts to patrons who choose to take a bicycle to the facility. We will encourage employees to take green alternative for transportation. Employees will utilize public transportation, carpooling, biking, or other innovative ways to save energy and reduce greenhouse gas emissions. 90 Non-Cannabis Waste Collection Perfect Union will have both trash and recycling bins through the Dispensary. These bins will Include recycling bins for aluminum, paper, and plastics. These bins will be placed throughout the facility to encourage recycling. Recycling will greatly reduce the impact our business has on the environment. Perfect Union will reduce our greenhouse footprint because new products are created from the waste, we collect instead of having it end up in landfill. 7.1.3 Utilizing Vacant Buildings or Blighted Areas The proposed retail storefront site at 45 E Minarets Ave, Fresno, CA 93650, has been vacant for 10 months. To open for business as soon as possible upon being granted a permit, Perfect Union proposes utilizing the existing structure already onsite with design modifications which will turn this blighted building around. 7.2 Public Health Education and Youth Outreach Program Educational Awareness Program Perfect Union will implement an educational awareness program that explains the benefits and potential abuses of cannabis. We will provide information or referrals to substance abuse disorder education, prevention, and treatment programs. Every new customer, patient or caregiver at our facility will have available resources on information about the benefits of using cannabis as well as information about safe use and potential abuse. During each initial customer intake, we will provide an overview of the information available to our customers. The customers first orientation will include information directing customers to staff points-of-contact at our facility so that they may ask specific questions about cannabis, and if requested, can be directed to additional information about substance abuse disorder education, prevention, and treatment programs. In addition, we will regularly schedule educational opportunities for our patients, including seminars and workgroups on a range of topics. Some of the topics we provide regular educational programming for are Responsible Use, Methods of Ingestion, Nutrition, Home Cultivation, and other topics of interest to our customers and staff. We also provide space for several educational support groups that often are condition related or focused on segments of the patient population such as veteran support groups, cancer support groups and Crohns support groups. Youth Education Program We also propose supporting education and outreach in Fresno that draws upon our extensive experience working with local governments, non-profits and youth. Education Building upon the successful model of education and public awareness aimed at preventing school-age youth from consuming cannabis in Sacramento and enhancing public safety, we propose bringing a similar campaign to Fresno. 91 In Sacramento, the city and county partnered with the cannabis industry to leverage resources to develop a public awareness campaign designed to deter adolescents from trying or using cannabis. We propose employing the same campaign already prepared and deployed with great success in that region to educate Fresno youth. The program proposes engaging the County Office of Education, Department of Public Health Services, Behavioral Health Services and Alcohol & Drug Treatment services to create a comprehensive approach that reaches youth, families, schools, neighborhoods, and communities and reflects the cultural, ethnic, racial, linguistic and LGBTQ diversity of the city. The program would include a broad framework of options for a responsive environmental prevention strategy that could include: • Developing targeted media messaging, including ads at bus stops and in high visibility areas • Limiting youth access to cannabis • Addressing current laws, policies, and practices • Understanding and redirecting social norms Using evidence driven methods, we believe an expansive menu of environmental prevention strategies and cohesive partnerships have the highest potential to produce population-level change and promote public safety. Materials for the Sacramento County Coalition for Youth and their Future Forward campaign can be found below: 7.3 Fresno Reinvestment Fund We understand the importance of ensuring that those who have been impacted by the criminalization of cannabis are able to participate in the market in a meaningful way. Perfect Union has a long track record of giving back and making the communities we operate in better. As a part of that ongoing commitment, we will participate in, and contribute to, the Fresno Reinvestment Fund. This fund is geared toward raising funds to support equity businesses as it is often more challenging for equity business owners to raise capital needed, for example, for equipment or building improvements. 302 SFRETAIL47 SFSECUREDVESTIBULE64 SF(E) RESTROOMATMPOSPOS POSNOT IN SCOPE10' - 5"PROPOSE 3 5/8" MTL STD WALL FROM SLAB TO UNDERSIDE OF (E) FRAMING, TYP105 SFRECEPTIONTYP+/- 3' - 6"RECEPTION DESK72 SFWAITINGROOMNEW DOOR AT EXISTING WINDOW189 SFSECUREDSTORAGEPOS15' - 0"10' - 2"86 SFSECUREDLOADING/PRODUCTOFFICE58 SFRESTROOM187 SFBREAK139 SFOFFICE19' - 0"15' - 5"12' - 1"6' - 5"7' - 2"4' - 10"2' - 6"3' - 0"5' - 5"5' - 9"PASS THROUGH DRAWERSPERFECT UNION45 E MINARETS AVE SUITE 106, FRESNO, CAFLOOR PLANA1.0.011/03/202204041.001/4" = 1'-0"1FLOOR PLAN PLANNING AND DEVELOPMENT DEPARTMENT 2600 Fresno Street • Third Floor Jennifer K. Clark, AICP, Director Fresno, California 93721-3604 (559) 621-8277 FAX (559) 498-1026 December 14, 2020 Please reply to: Rob Holt (559) 621-8056 David Spradlin Perfect Union Fresno 45 E Minarets Ave Fresno, CA 93650 Dear Applicant: SUBJECT: ZONING INQUIRY NUMBER P20-03991 REQUESTING INFORMATION REGARDING CANNABIS RETAIL FOR PROPERTY LOCATED AT 45 EAST MINARETS AVENUE (APN 303-101-16) Thank you for your inquiry regarding the allowance of new cannabis retail uses. The requested information about cannabis retail uses was analyzed using Article 27, Chapter 15 of the Fresno Municipal Code (FMC) of the City of Fresno. Please note, all research for this inquiry is based on existing land development of the subject property. If there are multiple buildings on the subject property, this research was based on the address provided in the request. This research does not take into effect of future development unless provided in your application request. With that, research of a proposed cannabis retail business on the subject property conveys the following: 1. All cannabis retail businesses must be located on property zoned DTN (Downtown Neighborhood), DTG (Downtown General), CMS (Commercial Main Street), CC (Commercial Community), CR (Commercial Regional), CG (Commercial General), CH (Commercial Highway), NMX (Neighborhood Mixed-Use), CMX (Corridor/Center Mixed- Use), RMX (Regional Mixed-Use), and must meet all of the requirements for development in these zones, including, but not limited to, parking, lighting, building materials, etc. The subject property is zoned CMX , which is one of the allowable zone districts for cannabis retail businesses. Development standards of the CMX zone district are available in Sections 15-1103, 15-1104, and 15-1105 of the FMC. The subject location meets the zone district requirement, per Section 15-2739.B.1.a of the FMC, for a cannabis retail business. 2. All building(s) in which a cannabis retail business is located shall be no closer than 800 feet from any property boundary containing the following: (1) A cannabis retail business; (2) A school providing instruction for any grades pre-school through 12 (whether public, private, or charter, including pre-school, transitional kindergarten, and K-12); (3) A day care center licensed by the state Department of Social Services that is in existence at the time a complete commercial cannabis business permit application is submitted; and, (4) A youth center that is in existence at the time a complete commercial cannabis business permit is submitted. Zoning Inquiry P20-03991 45 East Minarets Avenue Page 2 December 14, 2020 The subject tenant space (depicted in the attached site plan and floor plan) does not appear to be located within 800 feet of the property boundary of any of the above- mentioned uses. The subject tenant space, as proposed, appears to meet the separation requirements, per Section 15-2739.B.1.b of the FMC, for a cannabis retail business. 3. No more than 2 cannabis retail businesses may be located in any one Council District. If more than 14 are ever authorized by Council (more than 2 per Council District), they shall be dispersed evenly by Council District. The subject property is in Council District 6. There are currently no cannabis retail businesses located in Council District 6. This location requirement is satisfied for a cannabis retail business. Please review the entirety of Article 33, Chapter 9 (Cannabis Retail Business and Commercial Cannabis), and Section 15-2739 (Adult Use and Medicinal Cannabis Retail Business and Commercial Cannabis Business) of the FMC to understand other requirements of cannabis retail businesses, including but not limited to, application requirements, signage, etc. This information was researched by the undersigned per the zoning request. The undersigned certifies that the above information contained herein is believed to be accurate and is based upon, or relates to, the information supplied by the requestor. The City of Fresno assumes no liability for errors and omissions. All information was obtained from public records held by the Planning and Development Department. A copy of the Fresno Municipal Code may be obtained by contacting the City Clerk’s office at 559-621-7650. The Fresno Municipal Code may also be searched on the Internet, free of charge, by going to www.fresno.gov. If you have questions regarding this matter, please contact me by telephone at 559-621-8056 or at Robert.Holt@fresno.gov. Cordially, Rob Holt, Planner III Development Services Division Planning and Development Department NOT IN SCOPEEXISTING BUILING EXISTING PROPERTY LINEEXISTING CURB, GUTTER AND EXISTING CONCRETE SIDEWALKELECTRICAL VAULT(E) 8 PARKING SPACES(E) 5 PARKING SPACES(E) 1 ADA PARKING SPACES(E) SITE ID SIGNAGEEXISTING 6' HIGH CHAIN LINK FENCE PRIVACY SLATS WITH 3' WIDE GATE(E) FIRE HYDRANT(E) GAS METER LOCATIONEXISTING CONCRETE CURB(E) LANDSCAPE(E) LANDSCAPE(E) LOCATION OF WATER BACK FLOWPROPOSED T.I125' -0"125' -0"EXISTING DRIVEWAY +/- 12' - 0"EXISTING DRIVEWAY+/- 22' - 6"TYP9' - 0" MIN9' - 0 " MIN18' - 0" MINTYP18' - 0" MINTYP9' - 0" MINTYP18' - 0" MINPERFECT UNION45 E MINARETS AVE SUITE SUITE 106, FRESNO CASITE PLANA2.0.012/14/202204041.001/8" = 1'-0"1SITE PLAN 302 SFRETAIL47 SFSECUREDVESTIBULE64 SF(E) RESTROOMATMPOSPOS POSNOT IN SCOPE10' - 5"PROPOSE 3 5/8" MTL STD WALL FROM SLAB TO UNDERSIDE OF (E) FRAMING, TYP105 SFRECEPTIONTYP+/- 3' - 6"RECEPTION DESK72 SFWAITINGROOMNEW DOOR AT EXISTING WINDOW189 SFSECUREDSTORAGEPOS15' - 0"10' - 2"86 SFSECUREDLOADING/PRODUCTOFFICE58 SFRESTROOM187 SFBREAK139 SFOFFICE19' - 0"15' - 5"12' - 1"6' - 5"7' - 2"4' - 10"2' - 6"3' - 0"5' - 5"5' - 9"PASS THROUGH DRAWERSPERFECT UNION45 E MINARETS AVE SUITE 106, FRESNO, CAFLOOR PLANA1.0.011/03/202204041.001/4" = 1'-0"1FLOOR PLAN California Secretary of State Electronic Certified Copy I, ALEX PADILLA, Secretary of State of the State of California, hereby certify that the attached transcript of 1 page is a full, true and correct copy of the original record in the custody of the California Secretary of State’s office. IN WITNESS WHEREOF, I execute this certificate and affix the Great Seal of the State of California on this day of December 08, 2020 ALEX PADILLA Secretary of State Verification Number: Entity (File) Number: T7PY3G 202034310213 To verify the issuance of this Certificate, use the Verification Number above with the Secretary of State Electronic Verification Search available at bizfile.sos.ca.gov California Secretary of State Electronic Filing LLC Registration – Articles of Organization Entity Name: Entity (File) Number: File Date: Perfect Union - Fresno LLC 202034310213 12/04/2020 Entity Type: Domestic LLC Jurisdiction: California Detailed Filing Information 1. Entity Name: 2. Business Addresses: a. Initial Street Address of Designated Office in California: b. Initial Mailing Address: 3. Agent for Service of Process: 4. Management Structure: Perfect Union - Fresno LLC 45 East Minarets Avenue Fresno, California 93650 United States 1610 Arden Way Suite 101 Sacramento , California 95815 United States Arturo Sanchez 1610 Arden Way Suite 101 Sacramento California 95815 United States One Manager 5. Purpose Statement: The purpose of the limited liability company is to engage in any lawful act or activity for which a limited liability company may be organized under the California Revised Uniform Limited Liability Company Act. Electronic Signature: The organizer affirms the information contained herein is true and correct. Organizer: Arturo Sanchez Use bizfile.sos.ca.gov for online filings, searches, business records, and resources. Certificate Verification Number: T7PY3G Use bizfile.sos.ca.gov to verify the certified copy.