HomeMy WebLinkAboutCSE-20-57 Traditional Fresno ME RedactedApplication Type
Social Equity Criteria
Applicant (Entity) Information
Social Equity Cannabis Business
Permit Application
CSE-20-57
Submitted On: Nov 13, 2020
Applicant
Maritza Estrada
maritza.estrada@southcordholdings.com
In order to qualify as a social equity applicant, applicants must
satisfy at least one of the following criteria:
1. Low income household and either:
a. A past conviction for a cannabis crime, or
b. Immediate family member with a past conviction for a
cannabis crime.
2. Low income household in a zip code identified as at least
60% according to the CalEnviroScreen for five (5) consecutive
year period and either:
a. A past conviction for a cannabis crime, or
b. Immediate family member with a past conviction for a
cannabis crime.
3. Low income household and either:
a. Five (5) years cumulative residency in a zip code identified as
at least 70% according to the CalEnviroScreen, or
b. Ten (10) years cumulative residency in a zip code identified
by CalEnviroScreen.
4. Business with no less than fifty-one percent (51%) ownership
by individuals who meet Criteria 1 and 2 above.
5. Cannabis social enterprise with no less than fifty-one percent
(51%) ownership by individuals who meet Criteria 1 and 2
above.
6. An individual with a membership interest in a cannabis
business formed as a cooperative.
Do you meet the above criteria, and want to apply as a Social
Equity Applicant?
Yes
Please state your annual income:
8245
Do you have a past cannabis conviction?
No
Do you claim eligibility based on a family member past
cannabis conviction?
No
Do you represent a cannabis social enterprise?
No
Do you have a membership interest in a cannabis cooperative?
No
Application Type
Proposed Location
Applicant (Entity) Name:
Traditional - Fresno - ME LLC
DBA:
--
Physical Address:City:
Los Angeles
State:
CA
Zip Code:
90011
Primary Contact Same as Above?
No
Primary Contact Name:
Arthur Reyna
Primary Contact Title:
Attorney at Law
Primary Contact Address:
Primary Contact City:
Glendale
Primary Contact State:
CA
Primary Contact Zip Code:
91202
Primary Contact Phone:
2108850517
Primary Contact Email:
ar@arthurreynalaw.com
HAS ANY INDIVIDUAL IN THIS APPLICATION APPLIED FOR
ANY OTHER CANNABIS PERMIT IN THE CITY OF FRESNO?:
Yes
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.
Permit Type
Retail (Storefront)
Business Formation Documentation:
Limited Liability Company
Property Owner Name:
--
Proposed Location Address:
--
City:
--
State:
--
Zip Code:
--
Property Owner Phone:
--
Property Owner Email:
--
Assessor's Parcel Number (APN):
--
Proposed Location Square Footage:
--
Supporting Information
Application Certification
Owner Information
List all fictitious business names the applicant is operating under including the address where each business is located:
--
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:
Majority Member / Owner, Maritza Estrada, has an approved / pending operational license as an owner of 8301 Western Holdings LLC in the
City of Los Angeles, CA.
Minority Member / Owner, Aaron Mamann, has (i) active / operational licenses as an owner of California Organic Treatment Center, Inc., in the
City of Los Angeles, CA, and Essential Co LLC in the City of Adelanto, CA, (ii) approved / pending operational licenses as an owner of Demeter
Retail Group LLC, Kore Retail Group LLC, and Ash Retail Group LLC in the City of Los Angeles, CA, and Essential Co LLC in the City of
Adelanto, CA, and (iii) a pending application as an owner of Virid Retailers LLC in the City of Stanton, CA.
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.I understand that a misrepresentation of the facts is
cause for rejection of this application, denial of a license or
revocation of an issued license.
Name and Digital Signature
true
Title
Majority Member
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.
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:
Maritza Estrada
Owner Title:
Majority Member
TRADITIONAL - FRESNO - ME LLC
ATTN: ARTHUR REYNA, ATTORNEY AT LAW
PHONE: | EMAIL: AR@ARTHURREYNALAW.COM
Page 1 of 19
Business Plan for Traditional - Fresno - ME LLC
Introduction & Executive Summary
Traditional - Fresno - ME LLC (our “Company”), through its Owners / Members and officers has
an unmatched track record of successful and timely development, establishment, and operation of
cannabis businesses—in particular cannabis retail businesses—throughout the State of California.
Our Company’s Owners / Members are a team of experienced professionals and stalwarts of the
cannabis industry that include: (i) the owner and operator of one of the largest and most successful
cannabis business portfolios in California and the U.S. with an established dedication and
investment in social equity cannabis businesses and (ii) a young Latina that overcame growing up
one of the most heavily impacted communities by the War on Drugs to graduate from college and
go on to be a Majority Owner of a social equity retail cannabis business in the City of Los Angeles.
Through its Owners / Members and officers, our Company will bring the Traditional brand to the
City of Fresno (“Fresno” or the “City”) and operate an all-inclusive, elevated cannabis retail
business that is custom-tailored and completely integrative and symbiotic with the local
neighborhood.
I. Company Organizational Chart for Traditional - Fresno - ME LLC
Section 1 – Business Plan
Page 3 of 19
Aaron Mamann, Minority Owner / Member & Retailer
Manager of Traditional - Fresno - ME LLC
Aaron’s vision with regard to the Traditional brand was to
create a company that prided itself as a premiere cannabis
brand in California, but as a distinguished employer, as
well. Aaron and his management team have focused on
creating a positive work environment with some of the best
employee benefits in the industry and ample opportunity for
professional growth. Over the last several years, Aaron has
diversified Traditional’s portfolio by investing and
developing commercial and industrial properties for
cannabis cultivation, manufacturing, distribution, and retail
facilities. The Traditional family of commercial cannabis
businesses own in excess of 75,000 square feet of office
property and are completing the development of over
630,000 square feet of industrial buildings.
As the founder of the Traditional brand, Aaron has worked hard to develop one of the leading,
fully operational, fully vertically integrated commercial cannabis companies. Aaron has overseen
the acquisition and development of seven operating facilities holding 17 California state licenses
for cultivation, manufacturing, distribution, and retail activities throughout Southern California
with confirmed expansions of two additional retail dispensaries in Los Angeles and five additional
confirmed expansions of cultivation, manufacturing, and distribution operations in the state.
Aaron brings with him extensive commercial cannabis business experience as a co-founder and
owner of the Traditional brand. With over 15 years of experience in the California cannabis
industry, Aaron has created and grown several successful and profitable cannabis businesses in
various segments of the industry. He specializes in designing and building out licensed world-
class cultivation, manufacturing, and distribution facilities and retail dispensaries that both
maximize production while minimizing costs and inputs.
Aaron has managed specialized cannabis employees and processes on all levels of the cannabis
industry for many years. He is a hands-on leader who will be involved in the day-to-day executive
management of the business. Aaron has a penchant for negotiation and an eye for spotting and
fostering talent from within his businesses. In addition to the Traditional’s own branded products,
by leveraging Aaron’s long-standing industry relationships, he ensures a varied, consistent supply
of high-quality, tested, and compliant cannabis and cannabis products is stocked in each of the
retail dispensaries under the Traditional family of commercial cannabis businesses.
Aaron’s deep knowledge of designing state-of-the-art cultivation facilities has allowed Traditional
to develop a line of high-quality flower that it sells and distributes the rapidly growing Traditional
brand. Aaron’s guidance on every level of Traditional’s cultivation operations has contributed
Section 1 – Business Plan
Page 4 of 19
greatly to the overall success of the brand by ensuring that all of Traditional’s retail dispensaries
are always fully stocked.
The contributions Aaron has made to the building designs and systems layouts of Traditional’s
large-scale cultivation, manufacturing, and distribution facilities have become industry-leading
examples. With an eye for quality cannabis genetics and a skill for selecting the right phenotypes,
Aaron’s ongoing work developing the line of cannabis flower products that Traditional offers
cannot be understated. As the Traditional brand continues to expand across California, this
growing menu of strains makes the brand even more desirable. With Aaron ensures not only high-
quality flower in every Traditional jar, but also a wide variety of flavors that keep customers
interested in the brand and its research and development of different strains of cannabis flower.
Aaron has a long history of creating well-paid, full time jobs with benefits in the expanding
cannabis industry. He is a passionate leader who aims to continue setting the industry standards
for licensed cannabis operators in California. This commitment to quality shines through in all of
Traditional’s facilities, operations, and product offerings.
Section 1 – Business Plan
Page 5 of 19
II. Operating Budget & Pro Forma for Traditional - Fresno - ME LLC
Our Company’s pro forma is based on the real-world experience of its Owners / Members
successfully developing and operating numerous other cannabis business—in particular, cannabis
retail businesses—throughout Southern California. In other words, our Company’s pro forma is
NOT based on estimates or some “model”, but rather is built from the actual financial data from
an existing cannabis retail business operation. More specifically, our Company has taken the
existing financial performance of the highly successful cannabis retail business and extrapolated
that data based on the following assumptions:
A. After having submitted its original Commercial Cannabis Permit application in November
2020, the City of Fresno will approve our Company’s Commercial Cannabis Business
Permit Application by May 2021.
B. Our Company will spend approximately in professional fees to prepare its
Commercial Cannabis Business Permit Application and will owe the City’s additional fees
upon submission and approval.
C. Upon approval of its Commercial Cannabis Business Permit Application, our Company
will engage legal counsel, land use consultants, and architects and spend in
professional fees to acquire a Certificate of Occupancy.
D. Our Company will have a construction budget and schedule prepared by our Owners /
Members’ long-time cannabis construction contractor.
E. The estimated construction budget for our Company’s proposed cannabis retail business is
(not including budgeted for furniture, fixtures, and equipment).
F. In the extensive experience of our Owners / Members’ successfully developing cannabis
retail businesses in California, upon approval of our Company’s Commercial Cannabis
Business Permit Application in June 2021, development of our Company’s cannabis retail
business will follow the timeline below:
1. May 2021 to July 2021: In our Company’s experience, it takes 45 to 60 days to
prepare a building permit application and 30 to 60 days for local approval of said
building permit application. Our Company will submit its building permit
application as soon as logistically and legally possible.
2. August 2021 to October 2021: Upon the approval of building permits, our Company
will immediately commence construction according to the following 13-week
schedule:
Section 1 – Business Plan
Page 6 of 19
3. October 2021: Our Company will begin hiring and training employees in the month
prior to opening.
G. Our Company’s cannabis retail business will commence operations in November 2021 and
owe approximately in licensing fees to the City and the State prior to legally
commencing operations.
H. Our Company’s proposed cannabis retail business will take 12 months to reach the current
revenue levels of our Owner / Member’s existing cannabis retail businesses.
I. After attaining the current revenue levels of our Owner / existing cannabis retail businesses,
gross revenue at our Company’s proposed cannabis retail business will grow approximately
2% every month.
J. Our Company will agree to a public / community benefits / social equity contribution to
the City of 3% of gross revenue.
K. Our Company considers the first year of rent and the first three months of estimated
operating expenses and inventory on hand as startup costs for a cannabis retail business.
L. Our Company’s Owners / Managers will serve as officers of our Company and perform
vital executive roles for our dispensary without the guarantee of salary compensation, but
pay all other employees a Living Wage plus benefits.
II.A Proof of Capitalization for Traditional - Fresno - ME LLC
Our Company will be capitalized by the personal wealth of our Owner’s / Member’s and his highly
successful existing cannabis businesses.
Section 1 – Business Plan
Page 7 of 19
II.B Prospective Start-Up Costs
II.C Employees & Payroll
Section 1 – Business Plan
Page 8 of 19
II.D Cannabis Retail Business Operations Pro Formas
II.D.1 Cannabis Retail Business Operating Pro Forma – 2020
Section 1 – Business Plan
Page 9 of 19
II.D.2 Cannabis Retail Business Operating Pro Forma – 2021
Section 1 – Business Plan
Page 13 of 19
III. Cannabis Retail Business Operations
Our Company will establish and operate cannabis retail business (the “dispensary”), pursuant to a
Commercial Cannabis Business Permit issued by the City. At a high-level, the Company will
conduct the following activities as part of its dispensary operation: (i) Our Company will purchase,
from licensed distributors, finished cannabis and cannabis products (“cannabis products”) that
have undergone the quality assurance, inspection, and testing procedures contained in Section
26110 of the California Business and Professions Code (the “B&P Code”) and (ii) our Company
will offer cannabis products for retail sale to customers and patients (“customers”) at the
dispensary and via delivery vehicles from the dispensary, as follows:
III.A Day-to-Day Operations
1. Following security check-in, transportation vehicles of licensed distributors approach rear
of the dispensary and then distribution personnel enter Vendor Entry, and our Company's
employees offload cannabis and cannabis products.
2. The Company’s employees transfer cannabis and cannabis products from the Vendor Entry
to Intake / Order Processing / Prep, and after verifying that cannabis and cannabis products
have (i) passed the quality assurance and inspection procedures contained in Section 26110
of the B&P Code, (ii) been issued a certificate of analysis pursuant to Section 26110 of the
B&P Code, and (iii) all applicable METRC tags and matches the cannabis products in the
METRC system, our Company’s employees transfer the cannabis products into their
METRC packages and physically from Intake / Order Processing / Prep to Secure Storage.
3. Prior to staging and display for final sale, our Company’s employees transfer cannabis
products from Secure Storage to Intake / Order Processing / Prep for barcoding, and then
our Company’s employees transfer properly tagged cannabis products staged and entered
into our point-of-sale system from Intake / Order Processing / Prep (i) to Vendor Entry for
loading into delivery vehicles by the Company’s delivery drivers for retail sale to
customers via delivery vehicles or (ii) to Product Point-of-Sale Stations for purchase by
customers via the Retail-Buy Room.
4. Customers enter the dispensary via the Lobby where employees and security scan their
government issued identification and verify medical recommendations for patients to
ensure they are allowed to purchase cannabis products.
5. Validated customers enter the Retail-Buy Room via a limited access door and (i) interact
with the employees, (ii) observe securely displayed cannabis and cannabis products, and
(iii) have limited and/or supervised interaction (touching, smelling, etc.) with securely
displayed cannabis products; validated customers purchase and take possession of
processed orders of cannabis products at the Product Point-of-Sale Stations. After finishing
their business purpose for visiting the dispensary, customers are securely allowed to exit
the dispensary by our Company’s employees.
Section 1 – Business Plan
Page 15 of 19
III.C Hours of Operation & Closing Procedures
Our Company shall operate the dispensary Monday through Sunday (seven days a week) pursuant
to the following daily schedule: (i) Morning-shift employees and security disarm the alarm and
open the dispensary for non-public operations at 9:00 a.m.; (ii) from 9:00 a.m. to 10:00 a.m.,
morning-shift employees stage cannabis products for display and ultimate retail sale to customers;
(iii) morning-shift employees open the dispensary for public operations at 10:00 a.m.; (iv) from
10:00 a.m. to 10:00 p.m., the dispensary is open to the public and customers may engage in the
retail purchase of cannabis products; (v) evening-shift employees close the dispensary for public
operations at 10:00 p.m.; (vi) from 10:00 p.m. to 11:00 p.m., evening-shift employees return unsold
cannabis and cannabis products back to overnight secured storage; and (vii) evening-shift
employees close the dispensary and arm the burglar alarm at 11:00 p.m.
An overnight camera monitoring service observes to ensure no one enters or comes near the
dispensary until the following day at 9:00 a.m. Any time the dispensary is not open for operations,
our Company shall ensure the following: (i) the dispensary will be securely locked with
commercial-grade, non-residential door locks; (ii) the dispensary’s alarm system shall be active
and an overnight security monitoring service will watch to ensure no one attempts to get close or
enter the dispensary; (iii) all cannabis products shall be stored in a locked safe or vault; and (iv)
only authorized employees and contractors shall be allowed to enter the dispensary.
III.D Cash Handling & Opening Procedures
Many customer transactions at our Company’s dispensary will be conducted in cash. As a result,
our Company has developed special procedures. Our Company will have all cash in locked fire
and waterproof safes inside a secure vault accessible only with a key code. The cash safes will be
monitored 24/7 with a camera and our alarm monitoring service. Prior to opening our dispensary
for business each day, our onsite manager who has access to the vault room and safe and a witness
will remove the cash left in vault and count out the cash and sign off on a receipt with date, time
amount, and name and signature of person leaving the cash in vault. This same procedure will be
repeated every day at closing. Every two hours, the onsite manager will pull cash from all the
registers and above procedure will take place with receipt before placing the cash in the vault room
and safe. Employees will be instructed to place all large currency bills under the top drawer and
to have the onsite manager remove the funds prior to every two hours if their register count is
higher than . Cash is not to be accepted or disbursed by employees unless that employee
has been authorized by the onsite manager to handle cash for a specified purpose. When an
employee receives cash, it is to be deposited promptly as authorized. Any employee that handles
cash is responsible for that cash. Retention of cash received from outside sources for use as petty
cash or for making change is prohibited. Use of cash funds or cash receipts for cashing checks is
prohibited. Access to cash shall be limited and all funds shall be kept secure at all times. Cash
receipts / handling operations are subject to management review. In all instances, one person will
check the work performed by another. All cash receipts must be completely and accurately
recorded in the financial records of the dispensary.
Appropriate separation of duties shall be employed in all cash operations/handling functions. All
cash receipts shall be deposited daily. Employees shall count all cash drawers and safe transfers
Section 1 – Business Plan
Page 16 of 19
in a location in the dispensary that is not accessible by customers. Employees shall not count or
reconcile cash drawers while standing at the cash register during business hours. All change funds
and cash register drawers shall be kept in a locked safe when not in use. Deposits bags shall be
stored in a separate, locked section of the safe. Only the onsite manager shall have access to the
safe combination and the safe room. Our Company will attempt to contract with a local financial
institution for arrangements to be made for armored car cash pickups daily for same financial
institution. In the event that our Company is unable to procure financial institution-based armored
car services, our Company has identified The Night Drop Retrieval System for aiding the safe
transportation and depositing of cash. In addition to the above, whenever possible our Company
will evaluate and develop cashless business solutions.
III.E Receiving Deliveries & Product Handling Procedures
Our Company shall prearrange the receipt and transportation of cannabis and cannabis products,
and preauthorized transportation personnel shall schedule time to arrive at the dispensary. Prior
to receiving or transporting cannabis and cannabis products, the Company shall request a complete
electronic shipping manifest which shall contain the following information to provide a clear chain
of custody to include and shall make it available upon request to the State or the City: (i) Our
Company’s name and license number; (ii) the distributor’s name and license number; (iii) the
names of authorized transportation vehicle drivers; (iv) a list of all cannabis products, including a
description of the quantity transported; (v) the METRC UID of the cannabis products; (vi) the time
and location of departure; (vii) the time and location of expected arrival; (viii) the make, model,
and license plate number of the transportation vehicle; and (ix) any other information required by
the State or City.
Upon arrival at the dispensary, the transportation personnel shall check-in with a security guard,
and the security guard will inform the onsite manager. The onsite manager will then allow the
transportation personnel to enter the dispensary and provide the licensed distributor’s personnel a
visitor badge and have them sign into a visitor log. Once signed in, security personnel escort the
distributor’s vehicle to the limited access Vendor Entry for our Company’s employees to help
offload cannabis products. Our Company’s employees then transfer the cannabis products from
Vendor Entry to Intake / Order Processing / Prep for review. After verifying that (a) the cannabis
products have (i) passed the quality assurance and inspection procedures contained in Section
26110 of the B&P Code, (ii) been issued a certificate of analysis pursuant to Section 26110 of the
B&P Code, and (iii) all applicable METRC tags and (b) the shipping manifest that has all the
information pursuant to Section 5049 of the BCC Regulations, our Company’s employees then
verify the manifest also matches the cannabis products in the State’s online METRC system so
that our Company can transfer the cannabis products into our Company’s METRC packages. Our
Company then pays the distributor for excise tax and any money owed before physically moving
the cannabis products from Intake / Order Processing / Prep to Secure Storage.
Upon receipt of a shipment of cannabis products, the Company shall create a record verifying
receipt of the shipment and the details of the shipment. After accepting cannabis products from a
licensed distributor, our Company shall enter the following information into our internal point-of-
sale tracking system: (i) The name and license number of the State licensed distributor providing
the cannabis products; (ii) the name and employee number of the person entering the cannabis
Section 1 – Business Plan
Page 17 of 19
products into our Company’s internal point-of-sale tracking system; (iii) the best-by, sell-by, or
expiration date of the cannabis products; (iv) the date of receipt of the cannabis products; (v) the
METRC UID; (vi) the quantity, product name, and individual price, and applicable tax amounts;
(vii) laboratory-test results; and (viii) any other information required elsewhere by the City or
State. All records collected by our Company related to the receipt and acceptance of cannabis
products shall be maintained for a minimum of seven (7) years and shall be made available by our
Company to the officers, employees, or agents of the State or the City upon request.
III.F Inventory Control Procedures & Track-and-Trace Systems
Our Company shall create and maintain an active account within METRC, the State’s track and
trace system prior to buying or selling any cannabis products. Our Company’s onsite manager
shall serve as our Company’s designated track and trace administrator. Our Company will utilize
TREEZ for its Point-of-Sale and inventory tracking system. Our Company will ensure that
following policies are put into place in regards to allowing access to METRC and TREEZ. Our
Company’s designated track and trace administrator will authorize additional representatives to
obtain administrator accounts for both METRC and TREEZ (“track and trace systems”). Each
authorized representative who is authorized to access the track and trace systems on behalf of our
Company, shall obtain his or her own unique track and trace systems administrator log-on and
password. Authorized representatives of our Company shall only log into the track and trace
systems and submit information to the track and trace systems using a log-on that has been assigned
to that representative. Our Company will maintain a complete and accurate list of all track and
trace systems administrators and shall ensure that only authorized individuals are able to access
the track and trace systems on behalf of our Company. Our Company shall accurately record all
transactions involving the purchase, sale, physical movement, or destruction of cannabis and
cannabis products in the track and trace system. Upon the retail sale of cannabis and cannabis
products to a customer or patient, our Company shall collect the following information into
TREEZ: (i) The name of our Company employee who processed the sale; (ii) the name or
identification number of the customer who made the purchase; (iii) the date and time of the
transaction; (iv) a list of all of the cannabis and cannabis products, including a description of the
quantity purchased by weight and count; (v) the METRC Unique Identifier associated with the
cannabis and cannabis products; (vi) any other information required by the State or City.
Our Company will maintain an accurate record of its inventory and provide the City or the State
with the record of inventory containing the following information for all cannabis products our
Company has in its inventory: (i) A description of each item such that the cannabis and cannabis
products can easily be identified; (ii) an accurate measurement of the quantity by weight and count
of the item; (iii) the date and time the cannabis products were received by our Company; (vi) the
sell-by or expiration date provided on the package of finished cannabis products; (v) the name and
license number of the distributor that transported the cannabis products to our Company; (vi) the
price paid for the cannabis products, including taxes, transportation costs, and any other costs; (vii)
the gross sales by weight or count depending on the particular cannabis product.
Our Company will provide a unique user login for TREEZ to the City to access our inventory at
any time in real-time. Further, our Company can provide historical data using TREEZ’s reports
functions that are able to access all sales that can be either printed or provided via .CSV or PDF
Section 1 – Business Plan
Page 18 of 19
file depending on the preference of the City. The City can readily track our Company’s cannabis
inventory via TREEZ by the following categories: (i) Licensed distributor name, (ii) product type
(flower, concentrate, edibles, tinctures, etc.), (iii) price, (iv) area where cannabis product is in
dispensary (retail floor, vault, delivery vehicle), (v) date of entry into system, (vi) product name,
weight, and count. Our Company will keep and maintain all inventory and sales data on file for at
least seven (7) years. To verify that our Company’s physical inventory matches our Company’s
records pertaining to inventory, our Company shall perform a reconciliation of its inventory at
least once every 14 days. The results of inventory reconciliation shall be retained in our
Company’s records and shall be made available to the City and the State upon request. If a
significant discrepancy is discovered between our Company’s physical inventory and our
Company’s inventory records, our Company shall notify the City and the State pursuant to our
Regulatory Compliance Program.
III.G Customer Check-In Procedures
Our Company will require that all customers and qualified patients (and the latter’s primary
caregivers) caregivers who wish to obtain cannabis goods must present one of the following types
of identification (“ID”) upon arrival at the dispensary: (i) A document issued by a federal, state,
county, or municipal government, or a political subdivision or agency thereof, including, but not
limited to, a valid motor vehicle operator's license, that contains the name, date of birth, height,
gender, and photo of the person; (ii) a valid identification card issued to a member of the Armed
Forces that includes the person’s name, date of birth, and photo; or (iii) a valid passport issued by
the United States or by a foreign government. The receptionist will run a customer’s ID through
a certified ID scanner to confirm it is valid and the customer is the required age to enter the
dispensary. All non-medicinal cannabis customers must possess a valid form of ID showing they
are 21 years old or over; medicinal customers must possess a current and valid form of ID showing
they are 18 years old or over with a valid medical recommendation or medical cannabis
identification card. If the ID scanner clears the ID, but the receptionists still suspects that the ID
is fraudulent, the receptionist will confirm with security the validity of the ID and do an online
search (e.g., Google, Facebook, Instagram, Twitter, etc.) of the customer or cardholder’s name to
see if the search shows that they are underage. Employees will go through these protocols to verify
medical recommendations: (i) Only the original Medical Recommendation will be acceptable (no
copies), which should have an embossed seal and/or authenticity mark; (ii) verify the Medical
Recommendation directly with the issuing physician or a reputable online service; and (iii) only
accept Medical Recommendations from licensed California physicians. Our Company shall have
the Retail-Buy Room entrances locked at all times. All customers shall be “buzzed-in” by
electronic entry to ensure limited and controlled access from the Lobby to the Retail-Buy Room.
There will be a large lobby space to accompany people waiting to get into the Retail-Buy Room.
Our Company follows a strict policy of no more than three (3) customers allowed on the Retail-
Buy Room per one (1) employee.
III.H Product Line & Customers
Our Company expects to have sell a wide variety of cannabis and cannabis products including:
cannabis flower, cannabis pre-rolls, infused pre-polls, vape cartridges, concentrates, edibles,
tinctures, topicals, and capsules. The expected volume of sales of flower versus manufactured
Section 1 – Business Plan
Page 19 of 19
products is about a 50-50 ratio based on our Company’s Owners / Members previous experience
operating cannabis retail businesses. The Company's dispensary will have seven point-of-sale
locations and anticipates that about 15 to 30 customers will be served per hour and 175 to 300
customers served per day on a typical business day. During particularly busy days such as the
unofficial cannabis holiday, 4-20, our dispensary could serve up to 50 patients per hour and 500
customers per day.
III.I Delivery Service Procedures
Our Company shall operate out of our dispensary initially consisting of one delivery vehicle.
During deliveries, the Company’s drivers shall carry the following kept in the secured vehicle at
all times: (i) A copy of our Company’s permits, licenses, and approvals; (ii) the driver’s California
Driver’s License; and (iii) the driver’s laminated identification badge issued by the Company. Our
Company’s drivers shall also maintain a copy of the delivery request, which shall comply with
State and City law regarding the protection of confidential medical information. Our Company
may only deliver cannabis and cannabis products to a physical address in the State; but shall not
deliver cannabis products to a physical address located on publicly owned land or any address on
land or in a building leased by a public agency. Our Company’s delivery vehicles shall be (i)
insured at or above the legal requirement for the State; (ii) capable of securing (locking) finished
cannabis and cannabis products during delivery; and (iii) temperature controlled for the storage of
cannabis products during delivery. Further, our Company shall equip its delivery vehicles with
web-based closed-circuit video monitoring equipment meeting the requirements of the Company’s
Security Plan and incorporated into the Company’s video surveillance system. The Company shall
equip its delivery vehicles with an active vehicle alarm system and all doors and windows shall be
locked when unoccupied. Our Company’s delivery vehicle drivers shall ensure that cannabis and
cannabis products are not visible to the public from the exterior of the delivery vehicle, and our
Company’s delivery vehicles shall not display advertising or symbols visible from the exterior of
the delivery vehicle that suggest the driver or delivery vehicle is used for the delivery of cannabis
products. During delivery, cannabis products shall be locked in a fully enclosed box, container,
or cage that is secured on the inside of the vehicle, includes the trunk. However, no portion of the
enclosed box, container, or cage shall be comprised of any part of the body of the vehicle or trailer.
In processing delivery orders, our Company will request customers email our Company a copy of
their government issued ID and in the case of a qualified patient or primary caregiver, a copy of
their medical recommendation or primary caregiver registration card, prior to requesting a
delivery. Our Company will first verify the medical recommendations and primary caregiver
registration card directly with the issuing physician or a reputable online service and only accept
medical recommendation from licensed California physicians. When the delivery driver arrives,
they will use a certified ID scanner to verify the ID as well as verify the customer matches the ID
that was sent via email. For qualified patients and primary caregivers, the driver will request the
original medical recommendation and primary caregiver cards for the particular qualified patient
to verify it matches what was sent via email. Once the delivery driver returns to the dispensary,
the delivery driver gives the dispensary employee who prepared the order, the signed record
receipts and that dispensary employee closes out the sale in TREEZ to verify the delivery occurred.
The dispensary employee will then put the payment received into the cash register and put the
signed receipt along with the final TREEZ receipt to be scanned and saved digitally.
TRADITIONAL - FRESNO - ME LLC
ATTN: ARTHUR REYNA, ATTORNEY AT LAW
PHONE: ( | EMAIL: AR@ARTHURREYNALAW.COM
Page 1 of 21
Social Policy & Local Enterprise Plan for Traditional - Fresno - ME LLC
Introduction & Executive Summary
Traditional - Fresno - ME LLC (our “Company”), through its Owners / Members and officers has
an unmatched track record of successful and timely development, establishment, and operation of
cannabis businesses—in particular cannabis retail businesses—throughout the State of California.
Our Company’s Owners / Members are a team of experienced professionals and stalwarts of the
cannabis industry that include: (i) the owner and operator of one of the largest and most successful
cannabis business portfolios in California and the U.S. with an established dedication and
investment in social equity cannabis businesses and (ii) a young Latina that overcame growing up
one of the most heavily impacted communities by the War on Drugs to graduate from college and
go on to be a Majority Owner of a social equity retail cannabis business in the City of Los Angeles.
Through its Owners / Members and officers, our Company will bring the Traditional brand to the
City of Fresno (“Fresno” or the “City”) and operate an all-inclusive, elevated cannabis retail
business that is custom-tailored and completely integrative and symbiotic with the local
neighborhood.
I. Social Policies & Local Enterprise
Our Company has set forth a Social Policies & Local Enterprise Plan that we are confident will
meet and exceed the requirements set forth by City. On that note, we consider the employees to
be our most valuable resources and the local community to be our most important stakeholder. As
such, our Company will offer employee training and continuing education to ensure our staff is
knowledgeable about customer service, as well as trends and information on the cannabis products
we carry. It is our intention to have a locally diverse, well-educated, and knowledgeable staff from
social equity backgrounds. Training shall include topics such as, but not limited to: (i) Applicable
local and State rules and regulations; (ii) safe handling of cannabis and cannabis products,
including an overview of common industry hazards, current health and safety standards, and
cannabis retail business best practices; (iii) guidelines provided by the City and State, (iv) METRC,
the State’s track and trace system; (v) proper use of security measures and controls adopted to
prevent diversion, theft, or loss of cannabis products; (vi) legal requirements for remaining
compliant as a licensed employee; regulatory inspection preparedness; (vii) law enforcement
interaction; (viii) diversity, including gender identity, racial equity, and inclusivity; and (ix) HR
policies. Our Company is an equal opportunity employer, looking to invest in the local
community. We will have a Company policy preference to hire local employees and those from
social equity backgrounds, and we will pay our all employees a “living wage”.
Section 2 – Social Policy & Local Enterprise Plan
Page 2 of 16
II. Community Reinvestment
In support on the Social Policies & Local Enterprise Plan articulated below, our Company will
commit via a Community Benefits Agreement to donate the equivalent of 3% of “gross receipts”
to local community organizations / nonprofits in Fresno and/or the Fresno Community
Reinvestment Fund with the specific allocation of funds to be determined by our Company
working with the City and local community organizations / nonprofits in Fresno—over and above
any cannabis business taxes!
III. Workforce Plan – Employee Commitments
III.A Living Wage
Our Company is committed to providing a living wage to employees and will ensure our wages
are in compliance with the current minimum wage as adopted by the State. Our Company uses
the following benchmark for the definition of “living wage”: 200% of the Federal Poverty Level
for a family of two. The current Federal Poverty Level for a family of two is . Using
these benchmarks (which are just the bare minimum), our Company’s definition of “living wage”
is at least per year for full-time employees and (ii) per hour for part-time
employees and independent contractors. This is above the current minimum wage as adopted by
the State of per hour.
Demonstrating its commitment to paying its employees a “living wage”, below the employment
roles in our cannabis retail business and the annual salary for those positions: (i) Retailer Manager:
N/A - Owner / Member; (ii) Chief Compliance Officer: ; (iii) Real Estate Development
Officer: ; (iv) Chief Medical Officer: ; (v) Community Liaison: ; (vi)
Bookkeeper / Administration: ; (vii) Dispensary General Manager: ; (viii)
Assistant Dispensary General Manager: ; (ix) Dispensary Sales Representatives: ;
and (x) Delivery Drivers:
Our Company shall conduct semi-annual performance reviews to ensure employees are meeting
satisfactory work standards, and we shall use this opportunity to administer raises. Our Company
utilizes a system of formal performance evaluations as a necessary management tool to ensure
satisfactory performance is maintained at all times and to aid in decisions regarding promotions,
compensation, training, and disciplinary action. Employees will be given an opportunity to
provide feedback on their work performance as well. Our Company believes having open
communication is paramount to our success. The appraisal system is designed to focus on the job
performance of the individual as it relates to the individual’s job description, to assess progress,
set goals, and identify improvements needed. The performance evaluation process enhances
teamwork and promotes open, ongoing communication.
Section 2 – Social Policy & Local Enterprise Plan
Page 3 of 16
III.B Employee Education Assistance
Our Company will reasonably accommodate and assist any employee who wants to attend
conferences, classes, or educational workshops, in particular educational workshops held by our
Company, which will allow them to become more knowledgeable and, therefore, better employees.
We strongly encourage educational programs, which highlight safety and security in cannabis to
ensure the Company can provide the best experience for our customers. Our Company will pay
any fees associated with any conferences, classes, or educational workshops that employees wish
to attend in order to allow them these opportunities of continuing education. Our Company will
be a leader in educating its staff and thereby its customers about the different strains of cannabis
current availability, methods of ingestion and the effects of each strain. We will coordinate with
medical professionals knowledgeable regarding cannabis and cannabinoid therapies to curate
ongoing staff and educational materials. By employing this strategy our staff will have the tools
to provide customers and patients with the most up-to-date information about cannabis and the
growing list of aliments it can benefit and the effects on the body and mind.
III.C Overtime
Non-exempt employees will be paid overtime (one and one-half times the regular rate of pay) for
all hours worked over eight in one workday, over 40 in one work week, and for the first eight hours
of work performed on the seventh consecutive workday in one work week, without regard to the
total number of hours worked in the previous six days. Overtime is paid at the rate of double the
regular rate of pay for every hour worked after the completion of eight hours worked on the 7th
consecutive workday in any workweek. In addition, overtime is paid at the rate of two times the
regular rate of pay for every hour worked after the completion of 12 hours worked in one workday.
III.D Rest & Meal Periods
Non-exempt employees who work shifts over five hours in length are required to take an unpaid
30-minute meal period, to be taken before the end of the 5th work hour. Non-exempt employees
who work in excess of 10 hours in a day are entitled to a 2nd, 30-minute meal period, to be taken
before the end of the tenth hour. Meal periods should not be taken at the employee’s work area.
III.E Personal Leave of Absence
Unpaid personal leave of absence may be granted, upon request, to regular full-time employees
for important pressing personal needs subject to the following provisions: unpaid personal leave
may only be requested once all other appropriate leave balances have been exhausted. Our
Company will attempt to hold an employee’s position open for the period of unpaid personal leave
if such leave is six weeks or less. If leave is greater than six weeks, the employee, if qualified,
will be entitled to the first reemployment opportunity available over the next six months.
Employee health benefits will be continued in the same manner as received prior to the leave, if
the leave is for six weeks or less, but the employee will be expected to remit payment for the
employee's portion of the health insurance premium prior to departing for unpaid personal leave,
and in an amount equivalent to the expected period of absence. If an employee requests leave
which will extend beyond the 6-week period, he/she will be advised of his / her COBRA rights.
Section 2 – Social Policy & Local Enterprise Plan
Page 4 of 16
III.F Vacation
Vacation accrual begins after completing the 90-day orientation period per the schedule below:
Years of Service Hours per year Hours accrual rate
0-4 years 80 .058
5+ 120 .061
III.G Sick Leave
All employees part-time, full-time, and temporary employees will receive sick leave as follows:
(i) Lump Sum Method: Our Company will provide eligible employees with five days or 40 hours
of paid sick time on their first day of employment with our Company that will be bank each year
on the employee’s anniversary date; (ii) Accrual Method: Employees will accrue one hour of
paid sick leave for every 30 hours worked.
III.H Leave for Specific Circumstances
Our Company’s Employee Handbook grants employee leave under the following specific
circumstances: (i) Time off to Vote; (ii) Bereavement Leave; (iii) Jury Duty; (iv) Witness Duty;
(v) Temporary Disability Leave; (vi) Volunteer Emergency Responder Leave; (vii) Victims of
Felony Crime Leave; (viii) Civil Air Patrol Leave; (ix) School Leave for Disciplinary Matters; (x)
Bone Marrow Donation Leave; (xi) Organ Donation Leave; (xii) Pregnancy Disability Leave;
(xiii) Military Leave; (xiv) Military Spousal Leave; (xv) School Activities Leave; (xvi) Domestic
Violence / Sexual Assault Leave; and (xvii) Rehabilitation Leave.
III.I Workers’ Compensation
As required by law, our Company provides workers’ compensation benefits for the protection of
employees with work-related injuries or illnesses. Workers’ compensation insurance provides
coverage to employees who receive job related injuries or illnesses. If an employee is injured or
becomes ill as a result of his/her job, it is the employee’s responsibility to immediately notify a
supervisor of their injury in order to receive benefits. Our Company will advise the employee of
the procedure for submitting a workers’ compensation claim. If necessary, injured employees will
be referred to a medical care facility. Employees should retain all paperwork provided to them by
the medical facility. An employee’s report should contain as many details as possible, including
the date, time, description of the illness or injury, and the names of any witnesses. A separate
insurance company administers the worker’s compensation insurance. Representatives of this
company may contact injured employees regarding their benefits under the plan.
III.J Health Benefits
Our Company will make group health benefits available to full-time employees who work 30+
hours a week. Pursuant to its desire to provide a “living wage”, our Company shall contribute at
least per hour or per year per employee. Part-time employees will also be given
Section 2 – Social Policy & Local Enterprise Plan
Page 5 of 16
an opportunity to participate partially in health group benefits after being employed for at least six
months. All employees will receive details about benefits provided, contribution rates, and
eligibility in their hiring packet.
III.K Retirement Benefits
Our Company will make retirement benefits available to full-time employees who work 30+ hours
a week after working one year with the Company. Pursuant to its desire to provide a “living wage”,
our Company shall look to provide a matching contribution of 3% to whatever the employee
contributes to their retirement plan up to a maximum of
IV. Workforce Plan – Hiring Practices
IV.A Local & Social Equity Hiring Policy
As stated above, our Company’s policy will be to hire employees who live close to our cannabis
retail business from the City of Fresno and from social equity backgrounds as defined in Section
9-3316(b)(1) of the Fresno Municipal Code. In an effort to support our policy initiative, we will
also seek to utilize professional services from within the local area to stimulate all sectors of
business from physical construction to professional services such as accountants, bookkeepers,
and web developers. Accordingly, our Company will commit via a Community Benefits
Agreement to having (i) at least 50% of all our employees reside in Fresno and at least 50%
employee personnel hours are from employees residing in Fresno AND (ii) at least 50% of all our
employees are from social equity backgrounds as defined in Section 9-3316(b)(1) of the Fresno
Municipal Code and at least 50% employee personnel hours are from employees from social equity
backgrounds as defined in Section 9-3316(b)(1) of the Fresno Municipal Code. Our Company will
take an all-inclusive approach to hiring and prioritize adults over the age of 21 from Fresno with
social equity backgrounds. For our Company, this is a two-fold process. First, residents of Fresno
with social equity backgrounds must be actively targeted with job offers and postings. For our
Company this means, rather than using traditional job-posting media such Indeed, Craigslist, or
other mainstream Internet websites, going directly to local publications targeted / catered towards
Fresno residents. On that note, our Company will look to post flyers outside of the company’s
proposed cannabis retail business a few months prior to opening with a link to all job postings and
availabilities for the cannabis retail business in order to help with hiring local residents. Most
importantly and well-beyond passive publications, our Company will look to establish deep ties
with local nonprofits and public service organizations. Often times, local nonprofits and public
service organizations missions are geared towards helping the members of the local community
that our Company seeks to hire as employees. Relatedly, Fresno has a robust educational base for
sourcing / recruiting employees with the presence of Fresno State University, Fresno City College,
and Clovis Community College. With that point in mind, our Company has already begun
engaging with the State Center Community College District on community engagement and hiring
initiatives. The second element of our Company’s hiring program involves the interview process,
with that point in mind, and recognizing that job interviewing is a specific skill, our Company will
work with its community engagement partners to provide interview training to Fresno residents
from social equity backgrounds before interviewing with our Company.
Section 2 – Social Policy & Local Enterprise Plan
Page 6 of 16
To show the good faith effort to hiring 50% of employees from the City of Fresno with social
equity backgrounds, our Company will document the following: (i) Records of emails reaching
out to community members and organizations; (ii) printed job flyers and list of addresses where
flyers were posted and dropped off; (iii) links to localized online job postings; and (vi) proof of
attending any local job fairs. In addition, our Company will keep track of job applications that
were submitted to our Company and a list of all candidates that were interviewed by our Company
where we will have copies showing their home address indicating if they are residents of Fresno.
As for verifying social equity backgrounds as defined in Section 9-3316(b)(1) of the Fresno
Municipal Code, the presents additional challenges for our Company, as certain qualifications for
social equity status under Section 9-3316(b)(1) of the Fresno Municipal Code (for example,
“Former foster home youth who was in foster care as a minor” and “receiving public assistance”)
are inappropriate, or arguably unlawful, inquiries during the interview process. As a result, our
Company will employ legal counsel specialized in employment law to develop solutions for
acquiring and retaining verification documentation of social equity status as defined in Section 9-
3316(b)(1) of the Fresno Municipal Code in a way that provides all potential social equity
backgrounds an equal opportunity in our Company’s hiring process. One such solution that our
Company is considering to this legal / human resources obstacle is to partner with the City or local
community organizations to have the City or local community organizations do the vetting of
social equity status under Section 9-3316(b)(1) of the Fresno Municipal Code (who may not have
the same legal obstacles as our Company) and then forward vetted candidates to our Company for
interviews. If after our Company reaches out to various resources in order to hire local, social
equity candidates, our Company is unable to meet its goals of 50% of employees personnel hours
from Fresno residents from social equity backgrounds, our Company will attempt to coordinate
with the City and other approved cannabis businesses in City to host a local “Cannabis Job Fair”.
If after hosting its own “Cannabis Job Fair”, our Company is still unable to meet local and social
equity hiring goals, we will then look to use more traditional job platforms such as Indeed and
ZipRecruiter to hire the remaining employees needed to properly staff the cannabis retail business,
and our Company will collaborate with the City to determine other ways to divert additional
community benefits to the City of Fresno and its residents, such as increased public benefits via
its Community Benefits Agreement.
IV.B Expungement Clinics
Our Company is committed to helping individuals from social equity backgrounds as defined in
Section 9-3316(b)(1) of the Fresno Municipal Code overcome obstacles to employment regardless
of whether such individuals end up working for our Company. One such obstacle is criminal
records. Our Company will host expungement fairs for individuals from social equity backgrounds
as defined in Section 9-3316(b)(1) of the Fresno Municipal Code and others with community
partners.
IV.C Social Equity Incubator / Apprenticeship Program
Our Company will commit via a Community Benefits Agreement 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, and/or other technical assistance
support. Appreciating that it is paramount to address the negative consequences of the War on
Section 2 – Social Policy & Local Enterprise Plan
Page 7 of 16
Drugs, our Company believes that individuals negatively impacted by the War on Drugs should
have resources available to assist them in participating in the cannabis industry.
Accordingly, our Company’s Owners / Members have a long history of embracing cannabis Social
Equity Programs throughout the State and through their existing cannabis retail business
operations. To illustrate, Minority Owner / Member & Retailer Manager, Aaron Mamann, is an
Owner / Member of three Social Equity cannabis businesses in the City of Los Angeles and
Majority Owner / Member, Maritza Estrada, is an Owner / Member of one Social Equity cannabis
retail business approved applicant in the City of Los Angeles.
IV.D Diversity Policy
Consistent with its our mission, we will provide a welcoming workplace and will promote the
involvement of diverse employees and diverse groups in its operations. As a result, our Company
will implement a zero-tolerance policy relating to discrimination and employees will be
encouraged to report any and all occurrences of workplace discrimination. Our Company will
monitor discrimination in the workplace and immediately address any discovery of discrimination.
We will also train employees to identify workplace discrimination in the context of two general
categories: (i) overt discrimination and (ii) covert discrimination.
IV.E Equal Opportunity Employment
It is the policy of our Company to provide equal employment opportunities to all qualified
individuals and to administer all aspects and conditions of employment without regard to the
following: race, color, age, sex, sexual orientation, gender, gender identity, religion, national
origin, pregnancy, marital status, AIDS/HIV, genetic information, including family medical
history, physical or mental disability, medical condition, political activities or affiliations, child or
spousal support withholding, domestic violence, assault, or stalking victim status, lawful conduct
occurring during nonworking hours away from the employer’s premises, military or veteran status,
credit report or credit information, prior non-conviction arrest record, citizenship and/or
immigration status, or any other protected class, in accordance with applicable federal, state, and
local laws. We take allegations of discrimination, intimidation, harassment, and retaliation very
seriously and will promptly conduct an investigation when warranted. If any of our employees are
caught violating this policy, they will be subject to IMMEDIATE disciplinary action.
V. Workforce Plan – Employee Training
V.A Regulatory Knowledge & Education
Our Company’s top priority when training its employees will be for it to understand the rules and
regulations that govern the cannabis retail business in order to run a safe and compliant workplace.
Our Company will ensure that the training will be at least two hours long and cover the below
modules: (i) Health and safety concerns of cannabis use, including the responsible use of cannabis,
its physical effects, onset of physiological effects; (ii) Recognizing signs of impairment and
appropriate responses in the event of overconsumption; (iii) Laws and regulations on driving while
under the influence; (iv) Prohibiting sales to minors; (v) Daily sales limits to customers and
patients; (vi) Acceptable forms of identification as well as how to check identification and common
Section 2 – Social Policy & Local Enterprise Plan
Page 8 of 16
mistakes made in verification; (vii) Safe and secure storage of cannabis; (viii) Compliance with all
inventory tracking system regulations; (ix) Waste handling, management, and disposal; (x) Health
and safety standards; (xi) Maintenance of records; (xii) Security and surveillance requirements;
(xiii) Permitting inspections by the City and State; and (xiv) Packaging and labeling requirement
for all cannabis products.
V.B Cannabis Knowledge
Our Company will train employees about general information in regards to cannabis in order to
better inform themselves and the customer. This will include the detailed information that goes
over the following topics: (i) What cannabis is; (ii) The different ways cannabis is smoked and
consumed; (iii) How cannabis effects the brain in short-term and long-term effects; (iv) Suggested
consumption methods and dosing guidelines; (v) Understanding edible consumption and dosage;
(vi) Customers guidelines to safe cannabis use; (viii) What the physical effects are of using
cannabis and cannabis products; (ix) The mental effects of cannabis and cannabis products; (x)
Long term effects of cannabis use; (xi) Treatments for Cannabis Use Disorder; (xii) Effects of
secondhand cannabis smoke; (xiii) Cannabis as a possible gateway drug; (xiv) Overdosing on
cannabis; (xv) Cannabis addiction; and (xvi) Dangers of synthetic cannabinoids.
Dispensary employees will be trained on how to interact with customers, give recommendations
based on their requests, give advice, guidance, and counsel customers on products. Dispensary
employees will not give medical advice, as they are not licensed health professionals, and will be
advised to tell customers to talk to their physician. Our Company holds a high expectation for
employees’ knowledge of cannabis quality and strains. Accordingly, our Company will put
together Information Sheets from the cannabis products we receive from our vendors and compile
it in a binder that all staff can access and reference. These Information Sheets will include a
description of the product, how it was cultivated or manufactured, and what effects to associate
with the product. Our Company will require employees to take a quiz on Cannabis and Regulatory
Knowledge and be expected to pass it by their third try. If they do not pass the quiz the employee
will not be hired.
V.C Security Training
Our Company understands that security is of paramount importance. We are keenly aware of the
added security challenges that a business of this nature faces, and we have taken extensive
measures to have professionally-vetted policies, procedures, and systems in place to provide
comprehensive protection, not only for our physical store, but also for our employees. Our
Company will train managers on how to use the security alarms set up by the alarm company and
then train all necessary employees on how the system works. It is critical that employees
understand exactly what to do when specific breaches and threats take place. This ensures
employee and customer safety and gives law enforcement and security personnel the ability to
respond to a specific rapid response without fear of injury. Our Company’s Security Officer will
provide specific training to management and employees in the following areas: (i) Security
awareness training; (ii) responding to a robbery attempt; (iii) interacting with a disruptive
customer; (iv) alarm activation response; (v) attempted theft; (vi) working with local law
enforcement; (vii) medical emergencies; (viii) proper use of the “panic button”; (ix) being a good
Section 2 – Social Policy & Local Enterprise Plan
Page 9 of 16
witness/report writing; (x) theft and diversion training; (xi) OSHA compliance; and (xii) training
developed for all compliance issues. In addition to the items listed above, our Community Liaison
will work with security companies and with management to design and implement continued
training in security related matters on a regular basis. Employees shall be tested on training content
and must pass a comprehensive test by their third attempt in order to remain employed. All staff
shall also go through periodic refresher seminars, as well as new training on any policy updates or
changes in procedure. All emergency procedures will be rehearsed in periodic drills.
In addition to training and periodic drills, all employees will receive official Company reference
material, written in plain English and presented in an easy-to-use outline format, explaining all
operational, safety, and security policies and protocols. In developing our official safety and
security policies, our Company shall consult with local law enforcement. We shall also work with
local law enforcement to develop effective ongoing employee training seminars and practices
especially in developing our policies and training procedures on crime prevention and security
threat response. After the security-related training, all employees should be able to: (i) know how
to assess situations to determine the type and level of threat they may pose; (ii) know how to
respond to different kinds of security threats; (iii) know which types of situations warrant the
activation of panic buttons; and (iv) know how to proceed when a security alarm goes off or a
panic buttons has been activated
V.D Dispensary Operational Procedures
V.D.1 Training Delivery
Our Company believes that the better informed our employees are, the better they can answer
questions and teach our customers how to safely use and enjoy the cannabis products we will carry.
To ensure all employees are properly, our Company utilizes the following approaches to employee
training: (i) New hire training; (ii) hands-on training; and (iii) employee-to-employee training.
Additionally and as highlighted above in training subject specific sections, employees will be
tested on training content and must pass the test by their third attempt in order to remain employed.
All employees will go through annual refresher training, as well as new training on any policy
updates or changes in procedure as they arise.
V.D.2 New Hire Training
Upon starting with our Company, all new employees will attend a full eight hour Employee
Educational Course that will coincide with the Regulatory and Cannabis Knowledge, and Security
Measure Training and focus on the following subjects: (i) Point-of-sale (“POS”) system; (ii) State
inventory system, METRC; (iii) time and attendance system; (iv) medical patient verification; (v)
adult-use age verification; (vi) inventory control; (vii) cannabis laws and regulations; (viii) secure
electronic record keeping; (ix) procedures for patient and customer reception and registration; and
(x) procedures for cannabis product sales. Further, our Company will also encourage all
employees to work on continuing their education in all these fields and will be encouraged to attend
third-party courses offered by our Company to pursue the highest levels of cannabis retail business
employee qualification.
Section 2 – Social Policy & Local Enterprise Plan
Page 10 of 16
V.D.3 Hands-On Training
Our Company follows up new hire training with work one-on-one with new employees to review
training materials with them. Regardless whether training is about cannabis products or proper
procedures, our Company believes it is important to follow up and test staff’s knowledge. We
want staff to be able to articulate knowledge in both words and actions. This ongoing training
with staff also ensures employee retention and consists of the following methods:
• Management will ask employees a series of increasingly complicated questions. Our
Company will work to do their best to ensure staff can be successful when being quizzed.
The goal will not be to stump the employees, but to work on building their confidence in
being knowledgeable in all policies and procedures.
• Management will do role-playing training exercises with employees. Although it can
sometimes be an awkward training method, it is also very effective. Role-playing allows
our Company to see if employees can effectively articulate information back to us and how
employees handle themselves in common operational scenarios. Management will not
focus on delivery as is common with forced scenarios, but rather focus on employees’
knowledge and understanding of the training materials and decision-making in the role-
playing scenarios.
• Management will take turns with an employee where first management will deal with a
real customer and one where management will watch how the employee interacts with a
customer. Employees will pay attention on how the manager is working with customers,
and then attempt to mimic / copy those skills. In so doing, management will make close
observation of employees as they perform their duties and make notes and either positively
correct, or give approval, as needed.
V.D.4 Employee-to-Employee Training
Employee-to-employee training is a great way for employees to learn information in a non-
threatening way and this form of training is the ideal way for employees to learn from one another.
Our Company will utilize team-building exercises that allow everyone in the cannabis retail
business to come together without the pressures of daily routines. Management will also be
responsible for assigning sales associates for training on any area where an employee requires
additional training.
VI. Workforce Plan – Codes of Conduct
VI.A Drug Free / Alcohol Free
Our Company is dedicated to providing employees with a workplace that is free of drugs and
alcohol. For the safety of our employees and customers, we reserve the right to test any employee
for the use of illegal drugs or alcohol under state, federal, or local laws. This may be done in cases
where the employee’s job carries a risk of injury or accident due to such use, or if there is an
apparent inability to perform the duties required of that position. Any employee found to use, sell,
Section 2 – Social Policy & Local Enterprise Plan
Page 11 of 16
possess, or distribute drugs that are illegal under state, federal, or local laws, including cannabis,
or any unauthorized drugs (including excessive quantities of prescription or over-the-counter
drugs) while on the Company premises, performing Company-related duties, or while operating
any Company equipment is subject to disciplinary action, up to and including termination of
employment. Any suspected illegal drugs confiscated will be turned over to the appropriate law
enforcement agency.
VI.B Sexual Harassment & Other Unlawful Harassment
Applicable federal and state law defines sexual harassment as unwanted sexual advances, requests
for sexual favors, or visual, verbal, or physical conduct of a sexual nature when: (i) submission of
the conduct is made a term or condition of employment; (ii) submission to or rejection of the
conduct is used as basis for employment decisions affecting the individual; or (iii) the conduct has
the purpose or effect of unreasonably interfering with the employees work performance or creating
an intimidating, hostile, or offensive working environment. Sexual harassment and unlawful
harassment are prohibited behavior and against Company policy. Our Company is committed to
providing a work environment free of inappropriate and disrespectful behavior, intimidation,
communications, and other conduct directed at an individual because of their sex, including
conduct that may be defined as sexual harassment.
VI.B.1 Other Types of Harassment
Prohibited harassment on the basis of race, color, religion, national origin, ancestry, physical or
mental disability, veteran status, age, or any other basis protected under local, state or federal law,
includes behavior similar to sexual harassment, such as: verbal conduct such as threats, epithets,
derogatory comments, or slurs; visual conduct such as derogatory posters, photographs, cartoons,
drawings, or gestures; physical conduct such as assault, unwanted touching, or blocking normal
movement; and retaliation for reporting harassment or threatening to report harassment.
VI.B.2 Retaliation
It is against our Company’s policies and unlawful to retaliate in any way against anyone who has
lodged a harassment complaint, has expressed a concern about harassment, including sexual
harassment, or has cooperated in a harassment investigation. Therefore, the initiation of a
complaint, in good faith, will not under any circumstances be grounds for disciplinary action.
VI.B.3 Enforcement
All managers and supervisors are responsible for: (i) Implementing our Company’s policies on
harassment, which includes, but is not limited to, sexual harassment and retaliation; (ii) ensuring
that all employees they supervise have knowledge of and understand our Company’s policies; (iii)
reporting any complaints of misconduct to the designated Company representative so they may be
investigated and resolved immediately; (iv) taking and/or assisting in prompt and appropriate
corrective action when necessary to ensure compliance with the policy; and (v) conducting
themselves in a manner consistent with our Company’s policies on harassment.
Section 2 – Social Policy & Local Enterprise Plan
Page 12 of 16
VI.C Abusive Conduct
Abusive conduct means malicious conduct of an employer or employee in the workplace that a
reasonable person would find hostile, offensive, and unrelated to an employer’s legitimate business
interests. Abusive conduct may include repeated infliction of verbal abuse, such as the use of
derogatory remarks, insults, and epithets, verbal or physical conduct that a reasonable person
would find threatening, intimidating, or humiliating, or the gratuitous sabotage or undermining of
a person’s work performance. Our Company considers abusive conduct in the workplace
unacceptable and will not tolerate it under any circumstances. Employees should report any
abusive conduct to a supervisor or manager with whom employees are comfortable speaking.
Supervisors and managers are to assume the responsibility to ensure employees are not subjected
to abusive conduct. All complaints will be treated seriously and investigated promptly. During
the investigation process our Company will attempt to maintain confidentiality to the fullest extent
possible. It is a violation of Company policy to retaliate or otherwise victimize an employee who
makes a complaint or a witness who serves in the investigation of the abusive conduct allegation.
VI.D Open Door Policy
We encourage employees to bring their work-related questions, suggestions, and complaints to our
Company’s attention. Employee input is important to us, and they should bring their good faith
concerns to the attention of management without the fear of retaliation. We will consider and
investigate the concerns brought to our attention in order to attempt to resolve problems and/or
improve our operations. We hope to be able to satisfactorily resolve most matters.
VI.E Workplace Safety
We are committed to providing and maintaining a healthy and safe work environment for all
employees. However, a safety program can only be successful if everyone cooperates. Employee
assistance in eliminating hazards and unsafe conditions and attention to good housekeeping will
do much to make our Company a safe place to work. As a result, every employee is required to
follow safe and healthy work practices at all times. Employees may be subject to discipline for
engaging in any unsafe or unhealthy work practices. In addition to compliance with safety
measures imposed by federal Occupational Safety and Health Act (“OSHA”) and state law, our
Company has an independent interest in making its facilities a safe and healthy place to work. Our
Company recognizes that employees may be in a position to notice dangerous conditions and
practices and therefore encourages employees to report such conditions, as well as all non-
functioning or hazardous equipment, to a supervisor or manager immediately. Following
employee reporting, our Company will take appropriate remedial measures. Employees will not
be retaliated or discriminated against for reporting of accidents, injuries, or illnesses, filing of
safety-related complaints, or requesting to see injury and illness logs.
Employees are required to promptly report all injuries at work, or other work-related injuries, no
matter how minor, to their immediate supervisor. Supervisors are responsible for obtaining first
aid and proper medical care, and promptly reporting the injury to Human Resources, who will fill
out all appropriate forms and reports. The location of the nearest doctor and/or medical facility is
posted on the bulletin board(s). An employee’s employment status will not be affected by the
Section 2 – Social Policy & Local Enterprise Plan
Page 13 of 16
report of a work-related injury or the filing of a workers’ compensation claim. Our Company
provides insurance for all work-related injuries or illness.
VII. Number of Employees & Job Descriptions
Below is the chart of our expected number of employees for starting up and the first three full
years of operation:
VII.A Job Descriptions and Duties
VII.A.1 Retailer Manager
Our Company’s Retailer Manager is the senior executive officer for our overall Company and
overall cannabis retail business operation and has direct authority, control, or supervision over all
personnel.
VII.A.2 Real Estate Development Officer
Our Company’s Real Estate Development Officer is a real estate professional to advise our
Company’s executive officers on the location, acquisition, development, and construction of
cannabis retail businesses in the State.
VII.A.3 Community Liaison / Community Organizer
Our Company’s Community Liaison is a senior executive officer that serves as our Company’s
point-of-contact for on-site community relations to whom government representatives and
members of the community can provide notice if there are operating problems associated with our
Company’s cannabis retail business.
VII.A.4 Chief Medical Officer
Our Company’s Medical Officer is a licensed physician responsible for advising our Company’s
Section 2 – Social Policy & Local Enterprise Plan
Page 14 of 16
executive officers on the selection, purchasing, and development of medical-grade cannabis and
cannabinoid pharmaceuticals for our cannabis retail business’s cannabis product inventory.
VII.A.5 Chief Compliance Officer
Our Company’s Compliance Officer is the senior executive officer that responsible for ensuring
our cannabis retail business operates in compliance with the State and City law and day-to-day
executive officer responsible for inventory, tracking, and control of all cannabis and cannabis
products to include all procurement and quality control of cannabis and cannabis products and has
direct authority, control, or supervision over all personnel who engage in accounting for and
quality control of cannabis and cannabis products. As a result, our Company’s Compliance Officer
will serve as the administrator for our Company’s track and trace systems.
VII.A.6 Bookkeeper / Administration
Our Company’s Bookkeeper / Administration is an employee that provides general financial and
administrative support to our Company and frontline employee working directly for our
Company’s Compliance Officer. They will perform analytical reviews of financial results and
assist with developing and reviewing key performance indicators as well as execute a variety of
general accounting support tasks and will function in accordance with established standards,
procedures, and applicable laws
VII.A.7 Dispensary General Manager
Our Company’s Dispensary General Manager (“GM”) is the day-to-day supervisor of our
Company’s cannabis retail business operation and has direct authority, control, or supervision over
all personnel who engage in the retail sale of cannabis and cannabis products. The GM serves as
a role model, liaison, and resource for cannabis retail business staff concerning products and
services, policies and procedures, industry news and changes in regulations. They ensure
compliance with all State and local rules and regulations, and directly supervises the activity within
the cannabis retail business to include staff training and education. The GM manages the receipt,
storage and auditing of all inventory, and are responsible for ordering new inventory and supplies,
and maintains accurate records. The GM resolves all inventory discrepancies and reconciliations
while accurately documenting all inventory movements to be recorded in the company’s track and
trace system and into the State’s track and trace software, METRC in order to identify the proper
location and quantity of product at all time. The GM supervises assistant managers on all daily
tasks consistent with established procedures with an emphasis on inventory control actions such
as receiving, counting and inspecting all incoming cannabis products for quality and compliance;
implement HR policies, programs, and systems in support of company initiatives; directs all
compliance efforts for the company to minimize risk and deal with any internal conflicts.
The GM will conduct investigations: respond to unemployment claims, EEOC, DOL, and/or
employee relation issues such as employee complaints, harassment allegations, and civic rights
complaints. The GM conduct exit interviews, analyze data, and make recommendations to
corporate management team for corrective action and continuous improvement as well as conduct
performance reviews with employees and monitor employee productivity, attitudes, and
Section 2 – Social Policy & Local Enterprise Plan
Page 15 of 16
performance results. They will maintain excellent facilities conducive to enhancing employee
productivity and compliance, and ensure employee safety, wellness, health and welfare.
VII.A.8 Assistant Dispensary General Managers
Our Assistant Dispensary General Managers (“AM”) assist our GM with day-to-day operations of
the cannabis retail cannabis retail business in accordance with the State of California, local
regulations, and standards set by our Company. The AM will help maintain organization and
operations at the cannabis retail business with detail to inventory duties. Assistance is also given
to the sales team to ensure efficiency and customer satisfaction. The AM will provide support to
store manager and all employees, and patients/customers. Overall duties also include: light cash-
handling, training, providing policy and procedure updates, and keeping updated with industry
news and cannabis product information. The AM provides management and leadership in the
cannabis retail business to include monitoring all point-of-sale transactions. They respond to all
staff questions, concerns, or suggestions within scope and reports to the GM for resolution. The
AM directs and monitors sales representatives to accomplish goals of the days consistent with
established operational procedures. The AM maintains records required by public health law and
ensures quality assurance plans, including but not limited to plans to detect, identify, and prevent
dispensing errors related to product packaging and labeling.
The AM monitors employee productivity, attitudes, and performance results, and make
recommendations to the GM for corrective action and continuous improvement for product and
policies. The AM Responds to all patient/customer complaints, requests, concerns, suggestions
and takes action when directed by the GM to resolve conflicts including responses and replies
across social platforms. The AM manages the receipt, storage, record keeping, and auditing of all
inventory, and maintaining cannabis retail business compliance and cleanliness. The AM performs
inventory control actions such as receiving, counting, and inspecting for quality and compliance.
The AM assists the GM (i) in accurately documenting all inventory movements to be recorded in
the company’s track and trace system and into the State’s track and trace software, METRC to
identify the proper location and quantity of product at all time and (ii) with bi-monthly
reconciliation inventory counts based on company requirements, and works with the store manager
to resolve all inventory discrepancies and light-cash handling.
VII.A.9 Dispensary Sales Representatives
Our sales representatives (“SR”) assist guests, clients, vendors, and management whenever
possible. Our SR assist the management team with the activities and operations of the store, while
abiding by policies, procedures, and operational guidelines. The SR is responsible for helping
customers, checking them out, cash handling, and customer service. They welcome visitors by
warmly greeting them, in person or on the telephone and answering or directing inquiries through
proper channels. They accurately process payments from customers; issues receipts, refunds,
credits, and change. They establish or identify prices of goods, services or admission; tabulates
bills using calculators, cash registers, and optical price scanners. The SR operates a cash register
and itemize total purchases by recording prices, departments, taxable and nontaxable items and
balance cash drawers by counting cash at beginning and end of work shift to ensure that amounts
are correct and that there is adequate change. The SR helps maintain a compliant and clean
Section 2 – Social Policy & Local Enterprise Plan
Page 16 of 16
cannabis retail business and assures side-work completion every shift. They establish, develop,
and maintain relationships with current and prospective customers to generate business for our
cannabis products. They use information-based training to educate customers with the SR
expected to continue education on all products. They maintain product knowledge of all products
in-store in order to communicate to customers and patients. They ensure the sales floor is properly
stocked and the cleanliness of the store is well maintained. The SR promotes a work environment
that is positive, customer-service oriented, and compliant with established policies and procedures.
VII.A.10 Delivery Drivers
Our delivery drivers have similar responsibilities to our SR, but with the added responsibilities of
handling proper record receipts to be given and signed by customers, and understands safety and
delivery compliance protocols for all deliveries. They must obey all traffic laws and always have
all necessary paperwork required by the City and State at all times via hard copy or electronically.
VII.A.11 Security Guards
Our Company will use a third-party security company that will ensure the safety of customers and
employees and the protection of assets. This is accomplished through the use of foot patrols,
professional presence, camera monitoring, escort procedures, access control, and enforcement of
company security policies. All security guards will be certified through the Bureau of Security
and Investigative Services. They will check identification cards for all persons entering cannabis
retail business to ensure only those over the age of 21, or those over 18 with a proper medical
recommendation are let inside the cannabis sales area.
TRADITIONAL - FRESNO - ME LLC
ATTN: ARTHUR REYNA, ATTORNEY AT LAW
PHONE: | EMAIL: AR@ARTHURREYNALAW.COM
Page 1 of 21
Social Policy & Local Enterprise Plan for Traditional - Fresno - ME LLC
Introduction & Executive Summary
Traditional - Fresno - ME LLC (our “Company”), through its Owners / Members and officers has
an unmatched track record of successful and timely development, establishment, and operation of
cannabis businesses—in particular cannabis retail businesses—throughout the State of California.
Our Company’s Owners / Members are a team of experienced professionals and stalwarts of the
cannabis industry that include: (i) the owner and operator of one of the largest and most successful
cannabis business portfolios in California and the U.S. with an established dedication and
investment in social equity cannabis businesses and (ii) a young Latina that overcame growing up
one of the most heavily impacted communities by the War on Drugs to graduate from college and
go on to be a Majority Owner of a social equity retail cannabis business in the City of Los Angeles.
Through its Owners / Members and officers, our Company will bring the Traditional brand to the
City of Fresno (“Fresno” or the “City”) and operate an all-inclusive, elevated cannabis retail
business that is custom-tailored and completely integrative and symbiotic with the local
neighborhood.
I. Social Policies & Local Enterprise
Our Company has set forth a Social Policies & Local Enterprise Plan that we are confident will
meet and exceed the requirements set forth by City. On that note, we consider the employees to
be our most valuable resources and the local community to be our most important stakeholder. As
such, our Company will offer employee training and continuing education to ensure our staff is
knowledgeable about customer service, as well as trends and information on the cannabis products
we carry. It is our intention to have a locally diverse, well-educated, and knowledgeable staff from
social equity backgrounds. Training shall include topics such as, but not limited to: (i) Applicable
local and State rules and regulations; (ii) safe handling of cannabis and cannabis products,
including an overview of common industry hazards, current health and safety standards, and
cannabis retail business best practices; (iii) guidelines provided by the City and State, (iv) METRC,
the State’s track and trace system; (v) proper use of security measures and controls adopted to
prevent diversion, theft, or loss of cannabis products; (vi) legal requirements for remaining
compliant as a licensed employee; regulatory inspection preparedness; (vii) law enforcement
interaction; (viii) diversity, including gender identity, racial equity, and inclusivity; and (ix) HR
policies. Our Company is an equal opportunity employer, looking to invest in the local
community. We will have a Company policy preference to hire local employees and those from
social equity backgrounds, and we will pay our all employees a “living wage”.
Section 2 – Social Policy & Local Enterprise Plan
Page 2 of 16
II. Community Reinvestment
In support on the Social Policies & Local Enterprise Plan articulated below, our Company will
commit via a Community Benefits Agreement to donate the equivalent of 3% of “gross receipts”
to local community organizations / nonprofits in Fresno and/or the Fresno Community
Reinvestment Fund with the specific allocation of funds to be determined by our Company
working with the City and local community organizations / nonprofits in Fresno—over and above
any cannabis business taxes!
III. Workforce Plan – Employee Commitments
III.A Living Wage
Our Company is committed to providing a living wage to employees and will ensure our wages
are in compliance with the current minimum wage as adopted by the State. Our Company uses
the following benchmark for the definition of “living wage”: 200% of the Federal Poverty Level
for a family of two. The current Federal Poverty Level for a family of two is $17,240.00. Using
these benchmarks (which are just the bare minimum), our Company’s definition of “living wage”
is at least per year for full-time employees and (ii) $ per hour for part-time
employees and independent contractors. This is above the current minimum wage as adopted by
the State of $12.00 per hour.
Demonstrating its commitment to paying its employees a “living wage”, below the employment
roles in our cannabis retail business and the annual salary for those positions: (i) Retailer Manager:
N/A - Owner / Member; (ii) Chief Compliance Officer: ; (iii) Real Estate Development
Officer:; (iv) Chief Medical Officer: ; (v) Community Liaison:; (vi)
Bookkeeper / Administration: ; (vii) Dispensary General Manager: ; (viii)
Assistant Dispensary General Manager: ; (ix) Dispensary Sales Representatives: 0;
and (x) Delivery Drivers: .
Our Company shall conduct semi-annual performance reviews to ensure employees are meeting
satisfactory work standards, and we shall use this opportunity to administer raises. Our Company
utilizes a system of formal performance evaluations as a necessary management tool to ensure
satisfactory performance is maintained at all times and to aid in decisions regarding promotions,
compensation, training, and disciplinary action. Employees will be given an opportunity to
provide feedback on their work performance as well. Our Company believes having open
communication is paramount to our success. The appraisal system is designed to focus on the job
performance of the individual as it relates to the individual’s job description, to assess progress,
set goals, and identify improvements needed. The performance evaluation process enhances
teamwork and promotes open, ongoing communication.
Section 2 – Social Policy & Local Enterprise Plan
Page 3 of 16
III.B Employee Education Assistance
Our Company will reasonably accommodate and assist any employee who wants to attend
conferences, classes, or educational workshops, in particular educational workshops held by our
Company, which will allow them to become more knowledgeable and, therefore, better employees.
We strongly encourage educational programs, which highlight safety and security in cannabis to
ensure the Company can provide the best experience for our customers. Our Company will pay
any fees associated with any conferences, classes, or educational workshops that employees wish
to attend in order to allow them these opportunities of continuing education. Our Company will
be a leader in educating its staff and thereby its customers about the different strains of cannabis
current availability, methods of ingestion and the effects of each strain. We will coordinate with
medical professionals knowledgeable regarding cannabis and cannabinoid therapies to curate
ongoing staff and educational materials. By employing this strategy our staff will have the tools
to provide customers and patients with the most up-to-date information about cannabis and the
growing list of aliments it can benefit and the effects on the body and mind.
III.C Overtime
Non-exempt employees will be paid overtime (one and one-half times the regular rate of pay) for
all hours worked over eight in one workday, over 40 in one work week, and for the first eight hours
of work performed on the seventh consecutive workday in one work week, without regard to the
total number of hours worked in the previous six days. Overtime is paid at the rate of double the
regular rate of pay for every hour worked after the completion of eight hours worked on the 7th
consecutive workday in any workweek. In addition, overtime is paid at the rate of two times the
regular rate of pay for every hour worked after the completion of 12 hours worked in one workday.
III.D Rest & Meal Periods
Non-exempt employees who work shifts over five hours in length are required to take an unpaid
30-minute meal period, to be taken before the end of the 5th work hour. Non-exempt employees
who work in excess of 10 hours in a day are entitled to a 2nd, 30-minute meal period, to be taken
before the end of the tenth hour. Meal periods should not be taken at the employee’s work area.
III.E Personal Leave of Absence
Unpaid personal leave of absence may be granted, upon request, to regular full-time employees
for important pressing personal needs subject to the following provisions: unpaid personal leave
may only be requested once all other appropriate leave balances have been exhausted. Our
Company will attempt to hold an employee’s position open for the period of unpaid personal leave
if such leave is six weeks or less. If leave is greater than six weeks, the employee, if qualified,
will be entitled to the first reemployment opportunity available over the next six months.
Employee health benefits will be continued in the same manner as received prior to the leave, if
the leave is for six weeks or less, but the employee will be expected to remit payment for the
employee's portion of the health insurance premium prior to departing for unpaid personal leave,
and in an amount equivalent to the expected period of absence. If an employee requests leave
which will extend beyond the 6-week period, he/she will be advised of his / her COBRA rights.
Section 2 – Social Policy & Local Enterprise Plan
Page 4 of 16
III.F Vacation
Vacation accrual begins after completing the 90-day orientation period per the schedule below:
Years of Service Hours per year Hours accrual rate
0-4 years 80 .058
5+ 120 .061
III.G Sick Leave
All employees part-time, full-time, and temporary employees will receive sick leave as follows:
(i) Lump Sum Method: Our Company will provide eligible employees with five days or 40 hours
of paid sick time on their first day of employment with our Company that will be bank each year
on the employee’s anniversary date; (ii) Accrual Method: Employees will accrue one hour of
paid sick leave for every 30 hours worked.
III.H Leave for Specific Circumstances
Our Company’s Employee Handbook grants employee leave under the following specific
circumstances: (i) Time off to Vote; (ii) Bereavement Leave; (iii) Jury Duty; (iv) Witness Duty;
(v) Temporary Disability Leave; (vi) Volunteer Emergency Responder Leave; (vii) Victims of
Felony Crime Leave; (viii) Civil Air Patrol Leave; (ix) School Leave for Disciplinary Matters; (x)
Bone Marrow Donation Leave; (xi) Organ Donation Leave; (xii) Pregnancy Disability Leave;
(xiii) Military Leave; (xiv) Military Spousal Leave; (xv) School Activities Leave; (xvi) Domestic
Violence / Sexual Assault Leave; and (xvii) Rehabilitation Leave.
III.I Workers’ Compensation
As required by law, our Company provides workers’ compensation benefits for the protection of
employees with work-related injuries or illnesses. Workers’ compensation insurance provides
coverage to employees who receive job related injuries or illnesses. If an employee is injured or
becomes ill as a result of his/her job, it is the employee’s responsibility to immediately notify a
supervisor of their injury in order to receive benefits. Our Company will advise the employee of
the procedure for submitting a workers’ compensation claim. If necessary, injured employees will
be referred to a medical care facility. Employees should retain all paperwork provided to them by
the medical facility. An employee’s report should contain as many details as possible, including
the date, time, description of the illness or injury, and the names of any witnesses. A separate
insurance company administers the worker’s compensation insurance. Representatives of this
company may contact injured employees regarding their benefits under the plan.
III.J Health Benefits
Our Company will make group health benefits available to full-time employees who work 30+
hours a week. Pursuant to its desire to provide a “living wage”, our Company shall contribute at
least per hour or per year per employee. Part-time employees will also be given
Section 2 – Social Policy & Local Enterprise Plan
Page 5 of 16
an opportunity to participate partially in health group benefits after being employed for at least six
months. All employees will receive details about benefits provided, contribution rates, and
eligibility in their hiring packet.
III.K Retirement Benefits
Our Company will make retirement benefits available to full-time employees who work 30+ hours
a week after working one year with the Company. Pursuant to its desire to provide a “living wage”,
our Company shall look to provide a matching contribution of 3% to whatever the employee
contributes to their retirement plan up to a maximum of .
IV. Workforce Plan – Hiring Practices
IV.A Local & Social Equity Hiring Policy
As stated above, our Company’s policy will be to hire employees who live close to our cannabis
retail business from the City of Fresno and from social equity backgrounds as defined in Section
9-3316(b)(1) of the Fresno Municipal Code. In an effort to support our policy initiative, we will
also seek to utilize professional services from within the local area to stimulate all sectors of
business from physical construction to professional services such as accountants, bookkeepers,
and web developers. Accordingly, our Company will commit via a Community Benefits
Agreement to having (i) at least 50% of all our employees reside in Fresno and at least 50%
employee personnel hours are from employees residing in Fresno AND (ii) at least 50% of all our
employees are from social equity backgrounds as defined in Section 9-3316(b)(1) of the Fresno
Municipal Code and at least 50% employee personnel hours are from employees from social equity
backgrounds as defined in Section 9-3316(b)(1) of the Fresno Municipal Code. Our Company will
take an all-inclusive approach to hiring and prioritize adults over the age of 21 from Fresno with
social equity backgrounds. For our Company, this is a two-fold process. First, residents of Fresno
with social equity backgrounds must be actively targeted with job offers and postings. For our
Company this means, rather than using traditional job-posting media such Indeed, Craigslist, or
other mainstream Internet websites, going directly to local publications targeted / catered towards
Fresno residents. On that note, our Company will look to post flyers outside of the company’s
proposed cannabis retail business a few months prior to opening with a link to all job postings and
availabilities for the cannabis retail business in order to help with hiring local residents. Most
importantly and well-beyond passive publications, our Company will look to establish deep ties
with local nonprofits and public service organizations. Often times, local nonprofits and public
service organizations missions are geared towards helping the members of the local community
that our Company seeks to hire as employees. Relatedly, Fresno has a robust educational base for
sourcing / recruiting employees with the presence of Fresno State University, Fresno City College,
and Clovis Community College. With that point in mind, our Company has already begun
engaging with the State Center Community College District on community engagement and hiring
initiatives. The second element of our Company’s hiring program involves the interview process,
with that point in mind, and recognizing that job interviewing is a specific skill, our Company will
work with its community engagement partners to provide interview training to Fresno residents
from social equity backgrounds before interviewing with our Company.
Section 2 – Social Policy & Local Enterprise Plan
Page 6 of 16
To show the good faith effort to hiring 50% of employees from the City of Fresno with social
equity backgrounds, our Company will document the following: (i) Records of emails reaching
out to community members and organizations; (ii) printed job flyers and list of addresses where
flyers were posted and dropped off; (iii) links to localized online job postings; and (vi) proof of
attending any local job fairs. In addition, our Company will keep track of job applications that
were submitted to our Company and a list of all candidates that were interviewed by our Company
where we will have copies showing their home address indicating if they are residents of Fresno.
As for verifying social equity backgrounds as defined in Section 9-3316(b)(1) of the Fresno
Municipal Code, the presents additional challenges for our Company, as certain qualifications for
social equity status under Section 9-3316(b)(1) of the Fresno Municipal Code (for example,
“Former foster home youth who was in foster care as a minor” and “receiving public assistance”)
are inappropriate, or arguably unlawful, inquiries during the interview process. As a result, our
Company will employ legal counsel specialized in employment law to develop solutions for
acquiring and retaining verification documentation of social equity status as defined in Section 9-
3316(b)(1) of the Fresno Municipal Code in a way that provides all potential social equity
backgrounds an equal opportunity in our Company’s hiring process. One such solution that our
Company is considering to this legal / human resources obstacle is to partner with the City or local
community organizations to have the City or local community organizations do the vetting of
social equity status under Section 9-3316(b)(1) of the Fresno Municipal Code (who may not have
the same legal obstacles as our Company) and then forward vetted candidates to our Company for
interviews. If after our Company reaches out to various resources in order to hire local, social
equity candidates, our Company is unable to meet its goals of 50% of employees personnel hours
from Fresno residents from social equity backgrounds, our Company will attempt to coordinate
with the City and other approved cannabis businesses in City to host a local “Cannabis Job Fair”.
If after hosting its own “Cannabis Job Fair”, our Company is still unable to meet local and social
equity hiring goals, we will then look to use more traditional job platforms such as Indeed and
ZipRecruiter to hire the remaining employees needed to properly staff the cannabis retail business,
and our Company will collaborate with the City to determine other ways to divert additional
community benefits to the City of Fresno and its residents, such as increased public benefits via
its Community Benefits Agreement.
IV.B Expungement Clinics
Our Company is committed to helping individuals from social equity backgrounds as defined in
Section 9-3316(b)(1) of the Fresno Municipal Code overcome obstacles to employment regardless
of whether such individuals end up working for our Company. One such obstacle is criminal
records. Our Company will host expungement fairs for individuals from social equity backgrounds
as defined in Section 9-3316(b)(1) of the Fresno Municipal Code and others with community
partners.
IV.C Social Equity Incubator / Apprenticeship Program
Our Company will commit via a Community Benefits Agreement 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, and/or other technical assistance
support. Appreciating that it is paramount to address the negative consequences of the War on
Section 2 – Social Policy & Local Enterprise Plan
Page 7 of 16
Drugs, our Company believes that individuals negatively impacted by the War on Drugs should
have resources available to assist them in participating in the cannabis industry.
Accordingly, our Company’s Owners / Members have a long history of embracing cannabis Social
Equity Programs throughout the State and through their existing cannabis retail business
operations. To illustrate, Minority Owner / Member & Retailer Manager, Aaron Mamann, is an
Owner / Member of three Social Equity cannabis businesses in the City of Los Angeles and
Majority Owner / Member, Maritza Estrada, is an Owner / Member of one Social Equity cannabis
retail business approved applicant in the City of Los Angeles.
IV.D Diversity Policy
Consistent with its our mission, we will provide a welcoming workplace and will promote the
involvement of diverse employees and diverse groups in its operations. As a result, our Company
will implement a zero-tolerance policy relating to discrimination and employees will be
encouraged to report any and all occurrences of workplace discrimination. Our Company will
monitor discrimination in the workplace and immediately address any discovery of discrimination.
We will also train employees to identify workplace discrimination in the context of two general
categories: (i) overt discrimination and (ii) covert discrimination.
IV.E Equal Opportunity Employment
It is the policy of our Company to provide equal employment opportunities to all qualified
individuals and to administer all aspects and conditions of employment without regard to the
following: race, color, age, sex, sexual orientation, gender, gender identity, religion, national
origin, pregnancy, marital status, AIDS/HIV, genetic information, including family medical
history, physical or mental disability, medical condition, political activities or affiliations, child or
spousal support withholding, domestic violence, assault, or stalking victim status, lawful conduct
occurring during nonworking hours away from the employer’s premises, military or veteran status,
credit report or credit information, prior non-conviction arrest record, citizenship and/or
immigration status, or any other protected class, in accordance with applicable federal, state, and
local laws. We take allegations of discrimination, intimidation, harassment, and retaliation very
seriously and will promptly conduct an investigation when warranted. If any of our employees are
caught violating this policy, they will be subject to IMMEDIATE disciplinary action.
V. Workforce Plan – Employee Training
V.A Regulatory Knowledge & Education
Our Company’s top priority when training its employees will be for it to understand the rules and
regulations that govern the cannabis retail business in order to run a safe and compliant workplace.
Our Company will ensure that the training will be at least two hours long and cover the below
modules: (i) Health and safety concerns of cannabis use, including the responsible use of cannabis,
its physical effects, onset of physiological effects; (ii) Recognizing signs of impairment and
appropriate responses in the event of overconsumption; (iii) Laws and regulations on driving while
under the influence; (iv) Prohibiting sales to minors; (v) Daily sales limits to customers and
patients; (vi) Acceptable forms of identification as well as how to check identification and common
Section 2 – Social Policy & Local Enterprise Plan
Page 8 of 16
mistakes made in verification; (vii) Safe and secure storage of cannabis; (viii) Compliance with all
inventory tracking system regulations; (ix) Waste handling, management, and disposal; (x) Health
and safety standards; (xi) Maintenance of records; (xii) Security and surveillance requirements;
(xiii) Permitting inspections by the City and State; and (xiv) Packaging and labeling requirement
for all cannabis products.
V.B Cannabis Knowledge
Our Company will train employees about general information in regards to cannabis in order to
better inform themselves and the customer. This will include the detailed information that goes
over the following topics: (i) What cannabis is; (ii) The different ways cannabis is smoked and
consumed; (iii) How cannabis effects the brain in short-term and long-term effects; (iv) Suggested
consumption methods and dosing guidelines; (v) Understanding edible consumption and dosage;
(vi) Customers guidelines to safe cannabis use; (viii) What the physical effects are of using
cannabis and cannabis products; (ix) The mental effects of cannabis and cannabis products; (x)
Long term effects of cannabis use; (xi) Treatments for Cannabis Use Disorder; (xii) Effects of
secondhand cannabis smoke; (xiii) Cannabis as a possible gateway drug; (xiv) Overdosing on
cannabis; (xv) Cannabis addiction; and (xvi) Dangers of synthetic cannabinoids.
Dispensary employees will be trained on how to interact with customers, give recommendations
based on their requests, give advice, guidance, and counsel customers on products. Dispensary
employees will not give medical advice, as they are not licensed health professionals, and will be
advised to tell customers to talk to their physician. Our Company holds a high expectation for
employees’ knowledge of cannabis quality and strains. Accordingly, our Company will put
together Information Sheets from the cannabis products we receive from our vendors and compile
it in a binder that all staff can access and reference. These Information Sheets will include a
description of the product, how it was cultivated or manufactured, and what effects to associate
with the product. Our Company will require employees to take a quiz on Cannabis and Regulatory
Knowledge and be expected to pass it by their third try. If they do not pass the quiz the employee
will not be hired.
V.C Security Training
Our Company understands that security is of paramount importance. We are keenly aware of the
added security challenges that a business of this nature faces, and we have taken extensive
measures to have professionally-vetted policies, procedures, and systems in place to provide
comprehensive protection, not only for our physical store, but also for our employees. Our
Company will train managers on how to use the security alarms set up by the alarm company and
then train all necessary employees on how the system works. It is critical that employees
understand exactly what to do when specific breaches and threats take place. This ensures
employee and customer safety and gives law enforcement and security personnel the ability to
respond to a specific rapid response without fear of injury. Our Company’s Security Officer will
provide specific training to management and employees in the following areas: (i) Security
awareness training; (ii) responding to a robbery attempt; (iii) interacting with a disruptive
customer; (iv) alarm activation response; (v) attempted theft; (vi) working with local law
enforcement; (vii) medical emergencies; (viii) proper use of the “panic button”; (ix) being a good
Section 2 – Social Policy & Local Enterprise Plan
Page 9 of 16
witness/report writing; (x) theft and diversion training; (xi) OSHA compliance; and (xii) training
developed for all compliance issues. In addition to the items listed above, our Community Liaison
will work with security companies and with management to design and implement continued
training in security related matters on a regular basis. Employees shall be tested on training content
and must pass a comprehensive test by their third attempt in order to remain employed. All staff
shall also go through periodic refresher seminars, as well as new training on any policy updates or
changes in procedure. All emergency procedures will be rehearsed in periodic drills.
In addition to training and periodic drills, all employees will receive official Company reference
material, written in plain English and presented in an easy-to-use outline format, explaining all
operational, safety, and security policies and protocols. In developing our official safety and
security policies, our Company shall consult with local law enforcement. We shall also work with
local law enforcement to develop effective ongoing employee training seminars and practices
especially in developing our policies and training procedures on crime prevention and security
threat response. After the security-related training, all employees should be able to: (i) know how
to assess situations to determine the type and level of threat they may pose; (ii) know how to
respond to different kinds of security threats; (iii) know which types of situations warrant the
activation of panic buttons; and (iv) know how to proceed when a security alarm goes off or a
panic buttons has been activated
V.D Dispensary Operational Procedures
V.D.1 Training Delivery
Our Company believes that the better informed our employees are, the better they can answer
questions and teach our customers how to safely use and enjoy the cannabis products we will carry.
To ensure all employees are properly, our Company utilizes the following approaches to employee
training: (i) New hire training; (ii) hands-on training; and (iii) employee-to-employee training.
Additionally and as highlighted above in training subject specific sections, employees will be
tested on training content and must pass the test by their third attempt in order to remain employed.
All employees will go through annual refresher training, as well as new training on any policy
updates or changes in procedure as they arise.
V.D.2 New Hire Training
Upon starting with our Company, all new employees will attend a full eight hour Employee
Educational Course that will coincide with the Regulatory and Cannabis Knowledge, and Security
Measure Training and focus on the following subjects: (i) Point-of-sale (“POS”) system; (ii) State
inventory system, METRC; (iii) time and attendance system; (iv) medical patient verification; (v)
adult-use age verification; (vi) inventory control; (vii) cannabis laws and regulations; (viii) secure
electronic record keeping; (ix) procedures for patient and customer reception and registration; and
(x) procedures for cannabis product sales. Further, our Company will also encourage all
employees to work on continuing their education in all these fields and will be encouraged to attend
third-party courses offered by our Company to pursue the highest levels of cannabis retail business
employee qualification.
Section 2 – Social Policy & Local Enterprise Plan
Page 10 of 16
V.D.3 Hands-On Training
Our Company follows up new hire training with work one-on-one with new employees to review
training materials with them. Regardless whether training is about cannabis products or proper
procedures, our Company believes it is important to follow up and test staff’s knowledge. We
want staff to be able to articulate knowledge in both words and actions. This ongoing training
with staff also ensures employee retention and consists of the following methods:
• Management will ask employees a series of increasingly complicated questions. Our
Company will work to do their best to ensure staff can be successful when being quizzed.
The goal will not be to stump the employees, but to work on building their confidence in
being knowledgeable in all policies and procedures.
• Management will do role-playing training exercises with employees. Although it can
sometimes be an awkward training method, it is also very effective. Role-playing allows
our Company to see if employees can effectively articulate information back to us and how
employees handle themselves in common operational scenarios. Management will not
focus on delivery as is common with forced scenarios, but rather focus on employees’
knowledge and understanding of the training materials and decision-making in the role-
playing scenarios.
• Management will take turns with an employee where first management will deal with a
real customer and one where management will watch how the employee interacts with a
customer. Employees will pay attention on how the manager is working with customers,
and then attempt to mimic / copy those skills. In so doing, management will make close
observation of employees as they perform their duties and make notes and either positively
correct, or give approval, as needed.
V.D.4 Employee-to-Employee Training
Employee-to-employee training is a great way for employees to learn information in a non-
threatening way and this form of training is the ideal way for employees to learn from one another.
Our Company will utilize team-building exercises that allow everyone in the cannabis retail
business to come together without the pressures of daily routines. Management will also be
responsible for assigning sales associates for training on any area where an employee requires
additional training.
VI. Workforce Plan – Codes of Conduct
VI.A Drug Free / Alcohol Free
Our Company is dedicated to providing employees with a workplace that is free of drugs and
alcohol. For the safety of our employees and customers, we reserve the right to test any employee
for the use of illegal drugs or alcohol under state, federal, or local laws. This may be done in cases
where the employee’s job carries a risk of injury or accident due to such use, or if there is an
apparent inability to perform the duties required of that position. Any employee found to use, sell,
Section 2 – Social Policy & Local Enterprise Plan
Page 11 of 16
possess, or distribute drugs that are illegal under state, federal, or local laws, including cannabis,
or any unauthorized drugs (including excessive quantities of prescription or over-the-counter
drugs) while on the Company premises, performing Company-related duties, or while operating
any Company equipment is subject to disciplinary action, up to and including termination of
employment. Any suspected illegal drugs confiscated will be turned over to the appropriate law
enforcement agency.
VI.B Sexual Harassment & Other Unlawful Harassment
Applicable federal and state law defines sexual harassment as unwanted sexual advances, requests
for sexual favors, or visual, verbal, or physical conduct of a sexual nature when: (i) submission of
the conduct is made a term or condition of employment; (ii) submission to or rejection of the
conduct is used as basis for employment decisions affecting the individual; or (iii) the conduct has
the purpose or effect of unreasonably interfering with the employees work performance or creating
an intimidating, hostile, or offensive working environment. Sexual harassment and unlawful
harassment are prohibited behavior and against Company policy. Our Company is committed to
providing a work environment free of inappropriate and disrespectful behavior, intimidation,
communications, and other conduct directed at an individual because of their sex, including
conduct that may be defined as sexual harassment.
VI.B.1 Other Types of Harassment
Prohibited harassment on the basis of race, color, religion, national origin, ancestry, physical or
mental disability, veteran status, age, or any other basis protected under local, state or federal law,
includes behavior similar to sexual harassment, such as: verbal conduct such as threats, epithets,
derogatory comments, or slurs; visual conduct such as derogatory posters, photographs, cartoons,
drawings, or gestures; physical conduct such as assault, unwanted touching, or blocking normal
movement; and retaliation for reporting harassment or threatening to report harassment.
VI.B.2 Retaliation
It is against our Company’s policies and unlawful to retaliate in any way against anyone who has
lodged a harassment complaint, has expressed a concern about harassment, including sexual
harassment, or has cooperated in a harassment investigation. Therefore, the initiation of a
complaint, in good faith, will not under any circumstances be grounds for disciplinary action.
VI.B.3 Enforcement
All managers and supervisors are responsible for: (i) Implementing our Company’s policies on
harassment, which includes, but is not limited to, sexual harassment and retaliation; (ii) ensuring
that all employees they supervise have knowledge of and understand our Company’s policies; (iii)
reporting any complaints of misconduct to the designated Company representative so they may be
investigated and resolved immediately; (iv) taking and/or assisting in prompt and appropriate
corrective action when necessary to ensure compliance with the policy; and (v) conducting
themselves in a manner consistent with our Company’s policies on harassment.
Section 2 – Social Policy & Local Enterprise Plan
Page 12 of 16
VI.C Abusive Conduct
Abusive conduct means malicious conduct of an employer or employee in the workplace that a
reasonable person would find hostile, offensive, and unrelated to an employer’s legitimate business
interests. Abusive conduct may include repeated infliction of verbal abuse, such as the use of
derogatory remarks, insults, and epithets, verbal or physical conduct that a reasonable person
would find threatening, intimidating, or humiliating, or the gratuitous sabotage or undermining of
a person’s work performance. Our Company considers abusive conduct in the workplace
unacceptable and will not tolerate it under any circumstances. Employees should report any
abusive conduct to a supervisor or manager with whom employees are comfortable speaking.
Supervisors and managers are to assume the responsibility to ensure employees are not subjected
to abusive conduct. All complaints will be treated seriously and investigated promptly. During
the investigation process our Company will attempt to maintain confidentiality to the fullest extent
possible. It is a violation of Company policy to retaliate or otherwise victimize an employee who
makes a complaint or a witness who serves in the investigation of the abusive conduct allegation.
VI.D Open Door Policy
We encourage employees to bring their work-related questions, suggestions, and complaints to our
Company’s attention. Employee input is important to us, and they should bring their good faith
concerns to the attention of management without the fear of retaliation. We will consider and
investigate the concerns brought to our attention in order to attempt to resolve problems and/or
improve our operations. We hope to be able to satisfactorily resolve most matters.
VI.E Workplace Safety
We are committed to providing and maintaining a healthy and safe work environment for all
employees. However, a safety program can only be successful if everyone cooperates. Employee
assistance in eliminating hazards and unsafe conditions and attention to good housekeeping will
do much to make our Company a safe place to work. As a result, every employee is required to
follow safe and healthy work practices at all times. Employees may be subject to discipline for
engaging in any unsafe or unhealthy work practices. In addition to compliance with safety
measures imposed by federal Occupational Safety and Health Act (“OSHA”) and state law, our
Company has an independent interest in making its facilities a safe and healthy place to work. Our
Company recognizes that employees may be in a position to notice dangerous conditions and
practices and therefore encourages employees to report such conditions, as well as all non-
functioning or hazardous equipment, to a supervisor or manager immediately. Following
employee reporting, our Company will take appropriate remedial measures. Employees will not
be retaliated or discriminated against for reporting of accidents, injuries, or illnesses, filing of
safety-related complaints, or requesting to see injury and illness logs.
Employees are required to promptly report all injuries at work, or other work-related injuries, no
matter how minor, to their immediate supervisor. Supervisors are responsible for obtaining first
aid and proper medical care, and promptly reporting the injury to Human Resources, who will fill
out all appropriate forms and reports. The location of the nearest doctor and/or medical facility is
posted on the bulletin board(s). An employee’s employment status will not be affected by the
Section 2 – Social Policy & Local Enterprise Plan
Page 13 of 16
report of a work-related injury or the filing of a workers’ compensation claim. Our Company
provides insurance for all work-related injuries or illness.
VII. Number of Employees & Job Descriptions
Below is the chart of our expected number of employees for starting up and the first three full
years of operation:
VII.A Job Descriptions and Duties
VII.A.1 Retailer Manager
Our Company’s Retailer Manager is the senior executive officer for our overall Company and
overall cannabis retail business operation and has direct authority, control, or supervision over all
personnel.
VII.A.2 Real Estate Development Officer
Our Company’s Real Estate Development Officer is a real estate professional to advise our
Company’s executive officers on the location, acquisition, development, and construction of
cannabis retail businesses in the State.
VII.A.3 Community Liaison / Community Organizer
Our Company’s Community Liaison is a senior executive officer that serves as our Company’s
point-of-contact for on-site community relations to whom government representatives and
members of the community can provide notice if there are operating problems associated with our
Company’s cannabis retail business.
VII.A.4 Chief Medical Officer
Our Company’s Medical Officer is a licensed physician responsible for advising our Company’s
Personnel Annual Salary 2020 2021 2022 2023 2024
Retailer Manager 1 1 1 1 1
Chief Compliance Officer 0 1 1 1 1
Community Liaison 0 1 1 1 1
Chief Medical Officer 0 1 1 1 1
Real Estate Development Officer 0 1 1 1 1
Bookkeeper / Administration 0 1 1 1 1
Dispensary General Manager 0 1 1 1 1
Assistant Dispensary General Manager 0 2 2 3 3
Dispensary Sales Representatives 0 4 5 6 7
Delivery Drivers 0 1 1 2 2
Security Guards 0 4 4 5 5
1 18 19 23 24Total
Section 2 – Social Policy & Local Enterprise Plan
Page 14 of 16
executive officers on the selection, purchasing, and development of medical-grade cannabis and
cannabinoid pharmaceuticals for our cannabis retail business’s cannabis product inventory.
VII.A.5 Chief Compliance Officer
Our Company’s Compliance Officer is the senior executive officer that responsible for ensuring
our cannabis retail business operates in compliance with the State and City law and day-to-day
executive officer responsible for inventory, tracking, and control of all cannabis and cannabis
products to include all procurement and quality control of cannabis and cannabis products and has
direct authority, control, or supervision over all personnel who engage in accounting for and
quality control of cannabis and cannabis products. As a result, our Company’s Compliance Officer
will serve as the administrator for our Company’s track and trace systems.
VII.A.6 Bookkeeper / Administration
Our Company’s Bookkeeper / Administration is an employee that provides general financial and
administrative support to our Company and frontline employee working directly for our
Company’s Compliance Officer. They will perform analytical reviews of financial results and
assist with developing and reviewing key performance indicators as well as execute a variety of
general accounting support tasks and will function in accordance with established standards,
procedures, and applicable laws
VII.A.7 Dispensary General Manager
Our Company’s Dispensary General Manager (“GM”) is the day-to-day supervisor of our
Company’s cannabis retail business operation and has direct authority, control, or supervision over
all personnel who engage in the retail sale of cannabis and cannabis products. The GM serves as
a role model, liaison, and resource for cannabis retail business staff concerning products and
services, policies and procedures, industry news and changes in regulations. They ensure
compliance with all State and local rules and regulations, and directly supervises the activity within
the cannabis retail business to include staff training and education. The GM manages the receipt,
storage and auditing of all inventory, and are responsible for ordering new inventory and supplies,
and maintains accurate records. The GM resolves all inventory discrepancies and reconciliations
while accurately documenting all inventory movements to be recorded in the company’s track and
trace system and into the State’s track and trace software, METRC in order to identify the proper
location and quantity of product at all time. The GM supervises assistant managers on all daily
tasks consistent with established procedures with an emphasis on inventory control actions such
as receiving, counting and inspecting all incoming cannabis products for quality and compliance;
implement HR policies, programs, and systems in support of company initiatives; directs all
compliance efforts for the company to minimize risk and deal with any internal conflicts.
The GM will conduct investigations: respond to unemployment claims, EEOC, DOL, and/or
employee relation issues such as employee complaints, harassment allegations, and civic rights
complaints. The GM conduct exit interviews, analyze data, and make recommendations to
corporate management team for corrective action and continuous improvement as well as conduct
performance reviews with employees and monitor employee productivity, attitudes, and
Section 2 – Social Policy & Local Enterprise Plan
Page 15 of 16
performance results. They will maintain excellent facilities conducive to enhancing employee
productivity and compliance, and ensure employee safety, wellness, health and welfare.
VII.A.8 Assistant Dispensary General Managers
Our Assistant Dispensary General Managers (“AM”) assist our GM with day-to-day operations of
the cannabis retail cannabis retail business in accordance with the State of California, local
regulations, and standards set by our Company. The AM will help maintain organization and
operations at the cannabis retail business with detail to inventory duties. Assistance is also given
to the sales team to ensure efficiency and customer satisfaction. The AM will provide support to
store manager and all employees, and patients/customers. Overall duties also include: light cash-
handling, training, providing policy and procedure updates, and keeping updated with industry
news and cannabis product information. The AM provides management and leadership in the
cannabis retail business to include monitoring all point-of-sale transactions. They respond to all
staff questions, concerns, or suggestions within scope and reports to the GM for resolution. The
AM directs and monitors sales representatives to accomplish goals of the days consistent with
established operational procedures. The AM maintains records required by public health law and
ensures quality assurance plans, including but not limited to plans to detect, identify, and prevent
dispensing errors related to product packaging and labeling.
The AM monitors employee productivity, attitudes, and performance results, and make
recommendations to the GM for corrective action and continuous improvement for product and
policies. The AM Responds to all patient/customer complaints, requests, concerns, suggestions
and takes action when directed by the GM to resolve conflicts including responses and replies
across social platforms. The AM manages the receipt, storage, record keeping, and auditing of all
inventory, and maintaining cannabis retail business compliance and cleanliness. The AM performs
inventory control actions such as receiving, counting, and inspecting for quality and compliance.
The AM assists the GM (i) in accurately documenting all inventory movements to be recorded in
the company’s track and trace system and into the State’s track and trace software, METRC to
identify the proper location and quantity of product at all time and (ii) with bi-monthly
reconciliation inventory counts based on company requirements, and works with the store manager
to resolve all inventory discrepancies and light-cash handling.
VII.A.9 Dispensary Sales Representatives
Our sales representatives (“SR”) assist guests, clients, vendors, and management whenever
possible. Our SR assist the management team with the activities and operations of the store, while
abiding by policies, procedures, and operational guidelines. The SR is responsible for helping
customers, checking them out, cash handling, and customer service. They welcome visitors by
warmly greeting them, in person or on the telephone and answering or directing inquiries through
proper channels. They accurately process payments from customers; issues receipts, refunds,
credits, and change. They establish or identify prices of goods, services or admission; tabulates
bills using calculators, cash registers, and optical price scanners. The SR operates a cash register
and itemize total purchases by recording prices, departments, taxable and nontaxable items and
balance cash drawers by counting cash at beginning and end of work shift to ensure that amounts
are correct and that there is adequate change. The SR helps maintain a compliant and clean
Section 2 – Social Policy & Local Enterprise Plan
Page 16 of 16
cannabis retail business and assures side-work completion every shift. They establish, develop,
and maintain relationships with current and prospective customers to generate business for our
cannabis products. They use information-based training to educate customers with the SR
expected to continue education on all products. They maintain product knowledge of all products
in-store in order to communicate to customers and patients. They ensure the sales floor is properly
stocked and the cleanliness of the store is well maintained. The SR promotes a work environment
that is positive, customer-service oriented, and compliant with established policies and procedures.
VII.A.10 Delivery Drivers
Our delivery drivers have similar responsibilities to our SR, but with the added responsibilities of
handling proper record receipts to be given and signed by customers, and understands safety and
delivery compliance protocols for all deliveries. They must obey all traffic laws and always have
all necessary paperwork required by the City and State at all times via hard copy or electronically.
VII.A.11 Security Guards
Our Company will use a third-party security company that will ensure the safety of customers and
employees and the protection of assets. This is accomplished through the use of foot patrols,
professional presence, camera monitoring, escort procedures, access control, and enforcement of
company security policies. All security guards will be certified through the Bureau of Security
and Investigative Services. They will check identification cards for all persons entering cannabis
retail business to ensure only those over the age of 21, or those over 18 with a proper medical
recommendation are let inside the cannabis sales area.
TRADITIONAL - FRESNO - ME LLC
ATTN: ARTHUR REYNA, ATTORNEY AT LAW
PHONE: | EMAIL: AR@ARTHURREYNALAW.COM
Page 1 of 19
Neighborhood Compatibility Plan for Traditional - Fresno - ME LLC
Introduction & Executive Summary
Traditional - Fresno - ME LLC (our “Company”), through its Owners / Members and officers has
an unmatched track record of successful and timely development, establishment, and operation of
cannabis businesses—in particular cannabis retail businesses—throughout the State of California.
Our Company’s Owners / Members are a team of experienced professionals and stalwarts of the
cannabis industry that include: (i) the owner and operator of one of the largest and most successful
cannabis business portfolios in California and the U.S. with an established dedication and
investment in social equity cannabis businesses and (ii) a young Latina that overcame growing up
one of the most heavily impacted communities by the War on Drugs to graduate from college and
go on to be a Majority Owner of a social equity retail cannabis business in the City of Los Angeles.
Through its Owners / Members and officers, our Company will bring the Traditional brand to the
City of Fresno (“Fresno” or the “City”) and operate an all-inclusive, elevated cannabis retail
business that is custom-tailored and completely integrative and symbiotic with the local
neighborhood.
Accordingly, our Company will manage its operations in a manner that curbs any potential
nuisance or detriment to the public health, safety, convenience, and welfare of people residing,
working, visiting, or recreating in the area and the larger community. The following policies—
which together constitute our “Good Neighbor Policy”—are in place to demonstrate how we as a
business will achieve this objective and how we will manage our staff and operations to minimize
and remove any and all negative impacts.
I. Nuisance Mitigation & Neighborhood Protection
Our Company will establish and operate a cannabis storefront retailer (the “dispensary”), pursuant
to a Commercial Cannabis Business Permit issued by the City. At a high-level, the Company will
conduct the following activities as part of its dispensary operation: (i) our Company will purchase,
from licensed distributors, finished cannabis and cannabis products (“cannabis products”) that
have undergone the quality assurance, inspection, and testing procedures contained in Section
26110 of the California Business and Professions Code (the “B&P Code”) and (ii) our Company
will offer cannabis products for retail sale to customers and patients (“customers”) at the
dispensary and via delivery vehicles from the dispensary.
Section 3 – Neighborhood Compatibility Plan
Page 2 of 19
I.A Nuisance Mitigation & Consumer Protection Practices
As part of our Company’s Good Neighbor Policy, the dispensary shall implement and enforce the
following operational requirements to prevent its cannabis dispensary from becoming a public
nuisance:
• An Onsite Manager to whom emergency notice can be provided shall be present in the
dispensary at all times during hours of operation. Our Company will also provide
employees, the City, and local business and residents with the name and telephone number
of an Owner or Manager to whom emergency notice may be provided twenty-four (24)
hours a day. Contact information for our Company’s Onsite Manager(s) and community
relations contact (“Community Liaison”) shall be made readily available both via our
Company’s website and on file with the City and State.
• Our Company will provide the City and all businesses and residences located within 1,000
feet of the dispensary premises with the name, telephone number, and email address of a
designated Community Liaison to whom notice of problems associated with the business
can be provided. The Community Liaison shall respond to any such complaints within
forty-eight (48) hours of receipt of any complaint.
• Our Company shall prominently display a copy of its State and City-issued permits in a
conspicuous location visible and accessible to customers and the public.
• At no time shall any of the following items be allowed in the dispensary or on the property
grounds: (i) any controlled substance, other than cannabis; (ii) any paraphernalia used for
the ingestion of any type of controlled substance, including cannabis (except for cannabis
accessories for incidental retail sale to customers); (iii) alcoholic beverages; or (iv)
firearms, except in strict compliance with federal, State, and City laws and regulations.
These prohibitions will be strictly enforced by employees and security personnel.
• All cannabis products sold by our Company shall be cultivated, manufactured, and
transported by licensed facilities that maintain operations in full conformance with State
and local regulations; to track and report on all aspects of the cannabis outlet, our Company
shall have in place a point-of-sale or management inventory tracking system, which shall
have the capability to produce historical transactional data for review and shall be in
compliance with the State’s track-and-trace system, METRC.
• Our Company shall not sell alcoholic beverages or tobacco at the dispensary and shall
prohibit the smoking, vaporization, ingestion, or consumption of alcohol, tobacco, or
cannabis in any form at the dispensary and on the dispensary premises. No employee shall
be under the influence of alcohol or drugs while on the dispensary premises.
• Our Company shall not have an onsite physician for the purpose of evaluating patients for
issuance of a medicinal cannabis recommendation or identification card nor shall our
Company give or offer to give any form of remuneration to a physician if the physician or
his or her immediate family have a “financial interest” (as that term is defined in Section
Section 3 – Neighborhood Compatibility Plan
Page 3 of 19
650.01 of the California Business and Professions Code (“B&P Code”) in our Company or
its cannabis outlet.
• Our Company shall not distribute any form of advertising for physician recommendations
for medicinal cannabis unless the advertisement bears the notice contained in Section
2525.5 of the B&P Code.
• Our Company shall not hire to employ any person under 21 years of age at the dispensary.
Our Company shall not allow any individual under the age of 21 in the dispensary unless
the individual has a medical recommendation and is over the age of 18.
• Our Company shall not discriminate or exclude patrons in violation of local, State, or
federal laws and regulations.
• Our Company shall ensure that no outdoor storage of cannabis or cannabis products occurs
at the dispensary at any time and shall ensure that cannabis or cannabis products, or
graphics depicting cannabis or cannabis products, shall not be visible with the naked eye
from the exterior of the dispensary or from any public or other private property owned or
controlled by our Company.
• Our Company shall ensure outdoor trash receptacles shall be available near the entrances
to and exits of the dispensary, and the dispensary shall be continuously maintained in a
safe, clean, and orderly condition with twice daily litter pick‐up within 50 feet of the
dispensary. Such litter pick‐up shall include inspections for graffiti, which shall be
removed within 24 hours of detection.
• Our Company shall ensure that all areas recorded by the video surveillance system shall at
all times have adequate lighting to allow the surveillance cameras to effectively record
images.
• All exterior windows, doors, loading and unloading docks or bays, and any points of
ingress or egress into the dispensary shall be secured from unauthorized entry by
commercial grade, nonresidential locks, and in a manner approved by the Fresno Police
Department. The exterior of each of the foregoing areas shall be illuminated during
evening and early morning hours. The ingress and egress points of any storage areas for
cannabis or cannabis products shall be locked and secured at all times, and under the control
of and accessible only by our Company’s authorized personnel.
• All waste generated by or resulting from commercial cannabis activities shall be disposed
of as required by law, and pending disposal shall be stored in a locked and secure area that
is under the control of and accessible only by our Company’s authorized personnel.
• Our Company shall employ odor control devices and techniques to ensure that odors from
cannabis and cannabis products are not detectable offsite of the dispensary.
Section 3 – Neighborhood Compatibility Plan
Page 4 of 19
• Signage for the dispensary shall comply with the Fresno Municipal Code, including, but
not limited to, seeking the issuance of a sign permit, if required.
• Our Company shall notify customers of the following verbally (or by written agreement)
and by posting of a notice or notices in a minimum of 24-point font conspicuously within
the dispensary:
o “The sale or diversion of cannabis or cannabis products without a license issued by
the City of Fresno is a violation of State law and the Fresno Municipal Code.”
o “Secondary sale, barter, or distribution of cannabis or cannabis products purchased
from a licensee is a crime and can lead to arrest.”
o “Customers must not loiter in or near these premises and may not consume cannabis
or cannabis products in the vicinity of this business or in any place not lawfully
permitted. These premises and vicinity are monitored to ensure compliance.”
o “WARNING: The use of cannabis or cannabis products may impair a person’s
ability to drive a motor vehicle or operate heavy machinery.”
o “CALIFORNIA PROP. 65 WARNING: Smoking of cannabis and cannabis-
derived products will expose you and those in your immediate vicinity to cannabis
smoke. Cannabis smoke is known by the State of California to cause cancer.”
• Our Company shall prevent loitering within 50 feet of the dispensary; our Company shall
take all reasonable steps to discourage and correct conditions that constitute a nuisance in
parking areas, sidewalks, alleys and areas surrounding the dispensary and adjacent
properties during business hours. “Reasonable steps” shall include immediately calling the
Fresno Police Department upon observation of the activity and requesting that those
engaging in activities that constitute a nuisance or are otherwise illegal to cease those
activities, unless personal safety would be threatened in making the request. Our Company
will post 12” x 12” signs at entrances, exits, parking lots, and other conspicuous places
stating, “LOITERING, PUBLIC DRINKING, OR PUBLIC SMOKING, VAPING,
INGESTING OR OTHERWISE CONSUMING CANNABIS ON THE PREMISES OR
IN THE AREAS ADJACENT TO THE PROPERTY IS PROHIBITED; NO ONE UNDER
THE AGE OF TWENTY-ONE SHALL BE PERMITTED WITHIN THE PREMISES
EXCEPT A QUALIFIED PATIENT OVER THE AGE OF EIGHTEEN”.
• 12" x 12" signs will be posted in conspicuous places in- and outside of the dispensary
stating, “THESE PREMISES ARE BEING DIGITALLY RECORDED; ALARM
MONITORED”, notifying the public that the surveillance cameras and alarm monitoring
system is operative and is actively monitoring.
A visual presentation of our Company’s nuisance mitigation practices can be seen in the
architectural renderings presented below. A more detailed discussion on specific nuisance
mitigation practices follows the architectural renderings.
Section 3 – Neighborhood Compatibility Plan
Page 6 of 19
I.B.1 Customer & Patient Policies Agreement
Our Company believes each customer and patient acts as an ambassador for our entire cannabis
dispensary as well as the cannabis community and the City of Fresno. We want our customers to
feel cared for, to be recognized as important to society, and to leave our dispensary inspired to be
a positive voice for cannabis and the local community. We have developed the below policies to
maintain strong relationships with our surrounding neighborhood and to ensure that all of our
customers are treated with respect and dignity. Each customer is required to comply with these
policies and our Company reserves the right to refuse service for any violations with no warnings
or second chances. These policies will be posted prominently in the lobby and retail sales area
and each customer will need to sign a statement agreeing to adhere to these policies.
• Customers and patients agree to turn phones, video gaming devices, or other electronics to
“silent” or “vibrate”, and to refrain from making or receiving calls while on the sales floor.
• Customers and patients agree that they will not use any electronic communication or
recording devices while in the dispensary.
• Customers and patients may not take photographs or record video or audio on the premises
without consent from an authorized employee.
• Customers are required to carry valid, government-issued identification and patients must
provide proof of their status as a valid California qualified patient or primary caregiver
whenever they are visiting the dispensary.
• All cannabis obtained through the dispensary is for the personal use of the customer or
patient and may not be resold or distributed under any circumstances.
• Customers and patients shall be respectful of the neighborhood where the dispensary is
located. No loitering, loud music, littering, posting, or soliciting is allowed on or in the
vicinity of the dispensary.
• Customers and patients and staff are to treat each other with respect and courtesy at all
times; offensive, abusive and/or threatening language and/or behavior is prohibited.
• Customers and patients are not to bring and/or use alcohol, illegal drugs, or weapons inside
or around the dispensary.
• Customers and patients are not to misrepresent our Company by posting stickers, posters,
or any other materials in any public spaces.
• Guests other than prospective customers or patients are prohibited from the dispensary and
premises; each customer or patient is responsible for guest behavior at all times on or in
the vicinity of the dispensary.
• No consumption of cannabis is allowed on or in the vicinity of the dispensary.
Section 3 – Neighborhood Compatibility Plan
Page 7 of 19
• Customers and patients are limited to one visit per day at the dispensary.
• Only qualified service animals are allowed inside the dispensary; all other pets are not
allowed.
• All cannabis and cannabis products shall be kept in opaque exit packaging and out of sight
before leaving the dispensary.
• Customers and patients shall be friendly and are encouraged to support our neighbors with
patronage.
• In case of an emergency (law enforcement action, fire, power outage, etc.) customers and
patients are to stay calm and follow instructions from the staff.
I.B.2 Noise Preventative Measures
To comply with Article 1 of Chapter 10, Noise Regulations, of the City of Fresno Municipal Code,
our Company will abide by the following regulations.
• Our Company will not exceed 65 decibels (“dBa”) for exterior sounds that may be emitted
from the dispensary during business hours and no more than 60 dBa when the business is
closed. Our Company will make sure interior sounds do not exceed 50 dBA.
• Within the area of the dispensary, our Company will not create, maintain, cause or allow
any sound on the property which causes the above sound level, when measured on any
other property, to exceed: (i) The allowable exterior sound level for a cumulative period
of more than 30 minutes in any hour; (ii) the allowable exterior sound level plus five dBA
for a cumulative period of more than 15 minutes in any hour; (iii) the allowable exterior
sound level plus ten dBA for a cumulative period of more than five minutes in any hour;
(iv) the allowable exterior sound level plus 15 dBA for a cumulative period of more than
one minute in any hour; or (v) the allowable exterior sound level plus 20 dBA for any
period of time. In the event the ambient sound level exceeds any of the first four sound
level categories above, the dispensary will allow the exterior sound level applicable to the
category to be increased to reflect ambient sound level.
• If the sound level is continuous and goes beyond the reasonably allotted time, security will
work with the Onsite Manager to make sure the noise is discontinued or stopped for a time
period to the allowable exterior and interior sound level.
• Sounds associated with the maintenance of the dispensary will be exempt from the above
measures, but our Company will ensure these activities occur between the hours of 7:00
a.m. and 6:00 p.m. every day. Relatedly, sounds associated with the maintenance and
inspection of emergency machinery, vehicle, work, or alarm will only occur between the
hours of 7:00 a.m. and 6:00 p.m., Monday through Friday.
Section 3 – Neighborhood Compatibility Plan
Page 8 of 19
• If our Company receives noise complaints that are deemed outside of the parameters of the
above, we will give all neighboring businesses the Onsite Manager’s information to whom
notice can be provided, as well as the name and telephone number of an Owner or Manager
of our Company. If our Company receives the complaint, we will immediately address the
problem within the hour.
I.B.3 Lighting Measures
Outdoor lighting systems shall be designed and installed to comply with the following:
• The minimum requirements in the California Energy Code for Lighting Zones 1-4 as
defined in Chapter 10 of the California Administrative Code;
• Backlight, Uplight, and Glare (“BUG”) ratings as defined in IES TM-15-11; and
• Allowable BUG ratings not exceeding those listed in the City Municipal Code.
The only exceptions to the above outdoor lighting system requirements will be the following:
• Luminaires that qualify as exceptions in Section 140.7 of the California Energy Code;
• Emergency lighting;
• Building façade lighting meeting the requirements in Table 140.7-B of the California
Energy Code, Part 6; and
• Custom lighting features as allowed by the local enforcing agency.
For both interior and exterior lighting, our Company shall utilize best management practices and
technologies for reducing glare, light pollution, and light trespass onto adjacent properties, and
shall ensure compliance with the following standards:
• Exterior lighting systems shall be provided for security purposes in a manner sufficient to
provide illumination and clear visibility to all outdoor areas of the dispensary, including all
points of ingress and egress. Exterior lighting shall be stationary, fully shielded, directed
away from adjacent properties and public rights of way, and of an intensity compatible
with the neighborhood. All exterior lighting shall be California Building Code and Fresno
Municipal Code compliant.
• Outdoor lighting shall utilize energy-efficient fixtures/lamps, such as high-pressure
sodium, hard-wired compact florescent, or other lighting technology that is of equal or
greater energy efficiency.
• Interior light systems shall be fully shielded, including adequate coverings on windows, to
confine light and glare to the interior of the structure. The windows will also be tinted to
help reduce light trespassing.
Section 3 – Neighborhood Compatibility Plan
Page 10 of 19
limited and/or supervised interaction (touching, smelling, etc.) with securely displayed
cannabis and cannabis products.
• Validated customers (i) purchase and take possession of processed orders of cannabis
products at the Product Point-of-Sale Stations or (ii) return cannabis products that may be
adulterated to our Company at the Product Point-of-Sale Stations.
• After finishing their business purpose for visiting the dispensary, customers are securely
allowed to exit the dispensary at the direction of our Company’s employees.
Our security guard will also take a walk around the building every hour to ensure no loitering is
occurring, as well as to ensure that no customers are inhibiting other pedestrians from being able
to leave the premises or to go to the other businesses in the area. If there is no room in the Lobby,
staff will ask customers who are willing to wait to provide us with their phone number and to wait
in their vehicle. We will then call them when it is time for them to enter the dispensary.
II. Odor Mitigation Plan
Our Company shall have an air treatment system professionally installed and properly maintained
to ensure there is not cannabis odor detectable from adjacent properties or the community. The
main, and likely only, potential source of odor at the dispensary will be the cannabis products. The
air treatment system will consist, as described below, of carbon filtration on the exhaust side of
the ventilation system and negative pressurization of the dispensary in relation to the exterior
ambient condition. Employees, customers, and patients shall immediately report odor to
management, who will then take corrective action such as implementing upgrades to the system,
to the dispensary, or to the internal handling process of product within the dispensary to further
deter odors.
II.A Air Filtration Systems
An exhaust and ventilation system shall be utilized to prevent both off-site odors and odors within
the dispensary areas. The dispensary’s operations shall not create dust, noxious gasses, odor,
smoke, unsafe conditions, or other impacts that create a public nuisance or adversely affect the
health or safety of the nearby residents or businesses. The industry standard for air filtration calls
for an activated carbon filtration system, photo catalytic oxidation (“PCO”), or a similar air-
scrubber system. These systems greatly reduce, and often eliminate, the odors that can be
associated with cannabis products. For the proposed dispensary, the configuration and design of
the filtration system will be finalized during the building permit phase to allow for City input,
thereby ensuring that the proper system is utilized. The filtration system ultimately installed will
ensure that odors from cannabis are mitigated in the following locations: (i) off-site; (ii) adjacent
properties; (iii) any public rights-of-way; and (iv) common tenant areas. Plans for our Company’s
odor-combatting filtration system will be submitted to the City for approval, and our Company
will schedule an audit with the City within thirty (30) days of commencing operations at the
dispensary to confirm compliance with approved plans. The above Neighborhood Compatibility
Schematic contains a schematic type diagram of how the air-scrubbing filtration system works to
remove unwanted odors and impurities. The system creates negative pressure between the
dispensary interior and exterior, thus keeping any odors inside the dispensary and not detectable
Section 3 – Neighborhood Compatibility Plan
Page 11 of 19
from the outside. Meanwhile, a carbon-zeolite mixture and a true medical HEPA filter absorb and
remove and odors and gases.
II.B General Odor Control Measures and Maintenance
The dispensary shall incorporate and maintain adequate odor control measures such that the odors
of cannabis cannot be detected from outside of the structure in which the business operates. Our
Company will regularly inspect and maintain its air filtration system to ensure that the odor
mitigation system remains functional. Our Company will also train staff in procedures and
protocols for air quality and odor control, including procedures to implement when odors above
baseline are detected, appropriate emergency response procedures for potentially harmful or
noxious odors, best practices for minimizing the release of odors outside the dispensary and for
ensuring proper ventilation, and practices to ensure that the filtration system is on and functioning
properly. The odor mitigation systems and plans will be updated regularly to maintain consistency
with accepted and best available industry-specific technologies designed to effectively mitigate
cannabis odors.
II.C Specific Commercial Cannabis Air Quality Measures
Within the Retail-Buy Room, the only potential odor concerns our Company anticipates are those
from the cannabis products themselves. Our Company’s dispensary will utilize technology, such
as double-sealed doors and an air-scrubbing carbon unit, that will remove most if not all of the
odors from the area. To further reduce cannabis odors, all cannabis products will be stored in
sealed packages, as required by State law, apart from the small quantity used for display purposes.
II.D Dispensary Ventilation Requirements
All areas of the dispensary shall have sufficient ventilation to facilitate proper cannabis products
storage and to provide a reasonable condition of comfort for each employee, consistent with the
job performed by the employee. Restrooms shall be vented to the outside air by means an
openable, screened window, an airshaft, or a light-switch activated exhaust fan, consistent with the
requirements of local building codes.
II.E Staff Training
All employees shall be trained on how to detect, prevent, and remediate odor outside the dispensary
and all corrective options outlined herein. Should complaints about objectionable off-site odors
be received, the complaints shall be recorded and staff will be trained to take the following steps:
(i) Investigate the likely source of the odor; (ii) utilize on-site management practices to resolve the
odor event; (iii) take steps to reduce the source of objectionable odors; (iv) determine if the odor
traveled off-site by surveying the perimeter and making observations of existing wind patterns;
and (v) document the event for further operational review. If staff is unable to take steps to reduce
the odor-generating source, they are to immediately notify the Onsite Manager, who shall create a
proper solution, if applicable. If necessary, our Company shall re-engage a licensed certified
engineer to review the issue and make recommendations for corrective action(s).
Section 3 – Neighborhood Compatibility Plan
Page 12 of 19
II.F Odor Detection Documentation
The Odor Detection Form (Section VIII) shall be provided to those who suspect objectionable
odors emanating from inside the dispensary. The Odor Detection Form will be made available on-
site by request. Our Company shall maintain records of all odor detection notifications and/or
complaints that will include the remediation measures employed. The records shall be made
available to the City upon request and maintained for a period of not less than seven (7) years.
III. Waste Management Plan
Our Company shall destroy cannabis waste and by-products using a third party waste hauler or by
making arrangements with a licensed distributor to have cannabis products destroyed under the
following circumstances: (i) If the cannabis products went unused; (ii) if internal quality control
assessments determine that the cannabis products are unusable; (iii) if the cannabis products are
subject to recall; or (iv) if the cannabis products have been returned to our Company. The Onsite
Manager will log the following information into the waste management log before putting the
prospective waste into the third-party waste hauler’s bin:
• Name and type of the cannabis goods;
• Unique identifier of the cannabis goods;
• Amount of the cannabis goods, by weight or count;
• The total wholesale cost of the cannabis goods, as applicable;
• The date the product was put into the waste bin; and
• Name and license number of the distributor involved in the activity or transaction.
Our Company shall ensure that the third-party waste hauler transforms the cannabis products into
cannabis waste by rendering them non-retrievable. “Non-retrievable” means that the cannabis
products have been rendered unrecognizable and unusable for all practical purposes. The
rendering of the cannabis products into cannabis waste shall be recorded by video camera on site.
Following the destruction of any cannabis products, an inventory record shall be generated from
the third-party waste hauler with the following information:
• The reason the cannabis products were destroyed;
• The manner in which the cannabis and cannabis products were destroyed;
• The amount of cannabis products destroyed;
• The date and time upon which the cannabis products were destroyed; and
• Those persons present during the destruction of the cannabis products.
Section 3 – Neighborhood Compatibility Plan
Page 13 of 19
III.A Disposal of Cannabis Waste
Our Company shall use Cannabis Waste Solutions, (“CWS”) a full-service waste management
solution, as the third-party waste hauler for the collection and disposal of cannabis waste. All
authorized staff will be trained both to use our own internal waste management procedures and to
follow CWS’s Standard Operating Procedures included as part of the service agreement. Our
Company shall ensure that CWS performs the disposal of cannabis products in the dispensary
pursuant to the following operational procedures:
• Our Company’s Onsite Managers, along with at least one other personnel authorized to
handle cannabis products acting as witness, shall be present prior to the destruction of any
cannabis products.
• Before the actual destruction of any cannabis products, the general manager and other
authorized personnel shall photographically depict the cannabis products as originally
packaged.
• After photographically depicting the cannabis products as originally packaged, CWS shall
transform the cannabis products into a cannabis waste by rendering the cannabis products
non-retrievable.
• “Cannabis waste” means waste that is not hazardous waste that contains cannabis and that
has been made non-retrievable. “Non-retrievable” means that the cannabis and cannabis
products have been rendered unrecognizable and unusable for all practical purposes.
• The rendering of cannabis and cannabis products into cannabis waste shall be recorded on
the video surveillance system.
III.B Storage of Cannabis Waste
CWS will provide a secured lockable storage bin for all waste earmarked for destruction. The bin
is designed to ensure that with proper use, no cross contamination will affect cannabis products
available for retail sale. As needed, our Company will arrange secured pick up for cannabis waste.
Our Company expects minimal cannabis waste and will arrange a monthly pick up as needed with
CWS. The Cannabis Waste bin will be located and kept in the secure storage room, a limited
access area that can only be entered by authorized personnel using a security keycard, and a camera
will be directly aimed at the bin in order to monitor any possible tampering.
IV. Cannabis Product Recall
Our Company shall recall any cannabis products sold by our Company if the any of the following
are true: (i) The manufacture, distribution, or sale of the cannabis product creates or poses an
immediate and serious threat to human life or health and (ii) other procedures available to remedy
or prevent the occurrence of the situation would result in an unreasonable delay.
Section 3 – Neighborhood Compatibility Plan
Page 14 of 19
IV.A Misbranded Cannabis Products
Our Company shall consider finished cannabis products “misbranded” if there exists any of the
following: (i) Labeling that is false or misleading or (ii) labeling or packaging that does not
conform to the requirements of applicable laws set forth by the Department of Public Health Office
of Manufactured Cannabis Safety or the local jurisdiction.
IV.B Adulterated Cannabis Products
Our Company shall consider finished cannabis products “adulterated” if there exists any of the
following:
• They have been produced, prepared, packed, or held under unsanitary conditions in which
they may have become contaminated with filth or in which they may have been rendered
injurious;
• They consist in whole or in part of any filthy, putrid, or decomposed substance;
• They bear or contain any poisonous or deleterious substance that may render them injurious
to users under the conditions of use suggested in the labeling or under conditions as are
customary or usual;
• They bear or contain a substance that is restricted or limited under applicable law and the
level of substance in the product exceeds the limits specified in the applicable law;
• Their concentrations differ from, or their purity or quality is below, that which they are
represented to possess;
• The methods, facilities, or controls used for their manufacture, packing, or holding do not
conform to, or are not operated or administered in conformity with, practices established
by applicable law to ensure that the cannabis products meet the requirements of applicable
law as to safety, have the concentrations they purport to have, and meet the quality and
purity characteristics that they purport or represent to possess;
• Their container is composed, in whole or in part, of any poisonous or deleterious substance
that may render the contents injurious to health; or
• A substance has been mixed or packed with them after testing by a testing laboratory so as
to reduce their quality or concentration or if any substance has been substituted, wholly or
in part, for the edible cannabis product.
IV.C Recall Procedures
In the event of a recall, the Onsite Manager shall initiate and coordinate all recall activities and be
the point of contact for the implementation of all recall procedures. The Onsite Manager will also
coordinate with upper management, who will reach out to the Bureau of Cannabis Control and any
Section 3 – Neighborhood Compatibility Plan
Page 15 of 19
other relevant regulatory or law enforcement authorities, if necessary. Upon receiving notification
of a product recall, the Onsite Manager will confirm if any of the cannabis product is in their stock
or has been sold to a customer. The steps below shall be based on the level of risk. The Onsite
Manager shall:
• Provide contact details for key personnel to the Bureau of Cannabis Control and any other
relevant regulatory or law enforcement authorities;
• Formulate a plan on how best to notify the distributor and to halt any further delivery of
affected goods;
• Ask the distributor if there is a need to reach out to consumers that have, or could have,
obtained the cannabis products, including communication and outreach via media, as
necessary and appropriate;
• If applicable, ensure that the notification of recall from distributors includes the following
information: (i) the name, pack size, and adequate description of the product; (ii)
identifying features of the products and lots concerned; (iii) the nature of the defect; (iv)
actions required, with an indication of the degree of urgency involved; and (v) the name of
contact and telephone number of contact who can supply further information;
• Ensure the proper treatment of withdrawn or recalled material or product, which should be
quarantined, until a decision is made on whether the distributor wants our Company to
destroy the cannabis product or return it to the distributor;
• Ensure that quantities of the recalled lot of product are reconciled with the total lot quantity
in question. Once reconciled, make sure that any products that are to be recalled and sent
back to the distributor are documented and reconciled into our Company’s Point-of-Sale
system and METRC;
• Ensure that any recalled cannabis products not picked up by the distributor be destroyed in
accordance with the waste management plan, while recording the following information
into the waste management log: (i) name and type of the cannabis goods; (ii) unique
identifier of the cannabis goods; (iii) amount of the cannabis goods, by weight or count,
and total wholesale cost of the cannabis goods, as applicable; (iv) date and time of the
recall; and (v) name and license number of the licensee who requested the recall; and
• Finally, work with the distributor to either be provided with new cannabis products similar
to those that were recalled, a credit with the distributor for future orders, or a complete
refund of the cost of goods sold to our Company. The Onsite Manager will work with the
distributor to decide what is the best course of action in this instance.
V. Public Education & Awareness
Our Company will create a public awareness campaign for responsible cannabis consumption by
sponsoring free on and off-site workshops and seminars to the general public on topics related to
Section 3 – Neighborhood Compatibility Plan
Page 16 of 19
responsible cannabis use as well as legal and policy updates regarding commercial cannabis. By
becoming embedded into the fabric of the community, our Company will seek to emerge as a
touchstone for reliable information and a trusted partner to the community’s residents. Below is a
sample of the types of educational materials our Company intends on disseminating:
• Factsheets utilizing photographic examples and written descriptions, charts and graphs that
discuss topics pertaining to medical cannabis qualifying conditions and other information
relevant to the consumption of cannabis and cannabis infused products.
• Management will work with cannabis-knowledgeable medical professionals to compose
and update instructional guidance on test dosing; distinguishing by the type and method of
medication to be consumed by qualified patients. The instructional guide / educational
materials will include directions on how to keep a medical cannabis journal allowing the
patient to generate anecdotal evidence on what type and strain works best for their
condition. This will be made available to our trained employees in addition to being
available on our website.
A section of our Company’s age-verified website will be designated for educational purposes
maintaining a weekly blog with the latest news regarding health, technology, updates to state and
federal laws, links noteworthy scientific articles, and customer testimonials. The website will
include a designated portal where visitors are encouraged to leave feedback and ask questions.
The main purpose of the “listening corner” is to listen and find ways to be responsive. Our
Company will be able to post real time responses to queries and encourage an open dialogue
between all participants.
VI. Environmental Impact Mitigation
Our Company will implement the following sustainable practices into its construction and design
plans to minimize any potential negative environmental impacts from its operations: (i) Green
energy; (ii) water conservation; (iii) green / sustainable materials; (iv) green waste management;
and (v) green / sustainable business practices.
Our Company will encourage alternative transportation options to minimize its carbon footprint,
including human-powered transportation (i.e., walking or biking), public transit, rideshare options,
compressed workweeks, carpools, and green vehicles. Our Company’s employees will be
incentivized and encouraged to utilize public transportation or non-automotive transportation to
reduce carbon emissions. Furthermore, information regarding public bus routes will be provided
to our Company’s employees, and secured bike racks will be installed in the parking area to
accommodate cyclists. Our Company will offer reasonable reimbursement for the use of public
transportation and incentives for carpooling, including reserved parking spots, and will potentially
offer reserved spots for electric vehicles (“EVs”). In so doing, our Company will minimize its
“carbon footprint”, while relieving the neighborhood of an additional parking burden.
Our Company will utilize best management practices for the responsible usage of electrical
services. These practices will include energy efficient light practices, the use of energy-efficient
building materials and insulation to minimize drastic temperature changes, and sufficient
Section 3 – Neighborhood Compatibility Plan
Page 17 of 19
deployment of equipment to ensure that there is no over burdening of the power supply. Natural
gas as an alternative heat source is a possibility, which will be determined at the construction phase
of the project.
Our Company will do its part to help conserve California’s precious water resources. To that end,
its building remodel will ensure water conservation through the use of low-flow plumbing fixtures,
rainwater collection practices, and drought-resistant landscaping and Best Management Practices
(“BMPs”) for water use, as described further below. Our Company will use low-flow, water
conserving plumbing fixtures and fittings. Plumbing fixtures (water closets and urinals) and
fittings (faucets and showerheads) shall comply with the following non-residential mandatory
water efficiency and conservation measures set forth in the California Green Building Standards
Code (“Green Building Code”), Chapter 5, Division 5.3. Our Company will also implement the
following indoor water conservation BMPs, as appropriate specifically with regard to the
dispensary operation: (i) Repairing all water leaks immediately and being especially alert for leaks
in toilets, faucets, and irrigation systems for parking lot landscaping (if used) and (ii) capturing the
flow for other uses while waiting for running water to warm or cool for use on landscaping or in
cleaning.
Our Company is committed to using “green” construction procedures and to using recycled
materials during construction and in its day-to-day operations whenever feasible. Development
and build-out will include reclaimed materials and practices that reduce construction waste. In
addition, our Company will use locally sourced materials and low-VOC paints to the extent
possible. Our Company’s proposed construction will target waste diversion above the City’s
requirements. All remodeling undertaken at the dispensary will seek LEED certification in order
to maximize sustainability. During construction, our Company will manage construction with a
focus on satisfying the requirements of the City’s Public Works Department. Accordingly, the
following protocols will be followed to prevent run-off into storm drains:
A. Our Company will fully comply with the storm water management and/or erosion control
requirements established by the City’s Municipal Code and its Public Works Department;
and
B. Our Company will implement an effective combination of erosion and sediment control
and good housekeeping BMPs to prevent the loss of soil through wind or water erosion.
In the event that our Company reseals or repaves any parking areas following the completion of
construction, our Company will work with its neighbors to ensure that any paving is performed in
a manner that does not interfere with the operations of any business. The construction plans will
ultimately dictate the manner of site grading and drainage system controls that will manage all
surface water flows to ensure water does not enter the buildings, but our Company is likely to
utilize a combination of the following methods: (i) Swales; (ii) Water collection and disposal
systems; (iii) French drains; (iv) Water retention gardens; and/or (v) Other water measures to keep
surface water away from buildings and aid in groundwater recharge.
In an effort to reduce greenhouse gas (“GHG”) emissions, our Company will fully comply with
State requirements mandating commercial recycling in accordance with Assembly Bill 341 and
Section 3 – Neighborhood Compatibility Plan
Page 18 of 19
Senate Bill 1018. Since our Company anticipates that seventy-five percent (75%) of all dispensary
waste will be recyclable, it will initially maintain a 95-gallon blue recycling cart on site and request
larger or additional bins from the City as demand requires. Our Company will post a list of
recyclable products near each waste bin to encourage its employees to implement BMPs and
comply with our Company’s zero-waste policy. A co-benefit of increased recycling is reduced
methane emissions at landfills from the decomposition of organic materials. Use of composted
organic materials also provides environmental benefits such as carbon storage in soils and reduced
use of fertilizers, pesticides, and water. The Mandatory Commercial Recycling Measure focuses
on increased commercial waste diversion as a method to reduce GHG emissions.
As part of its mission to ensure green business practices throughout its dispensary operations, our
Company will have a strong preference towards working with and obtaining cannabis products
from “Clean Green Certified” cannabis producers to the extent possible. The Clean Green
Certified program, modeled after the USDA’s National Organic Program, provides a means of
ensuring environmentally clean and sustainable practices within the cannabis industry.
Section 3 – Neighborhood Compatibility Plan
Page 19 of 19
VII. Odor Detection Form
TRADITIONAL - FRESNO - ME LLC
ATTN: ARTHUR REYNA, ATTORNEY AT LAW
PHONE: ( | EMAIL: AR@ARTHURREYNALAW.COM
Page 1 of 3
Location Plan for Traditional - Fresno - ME LLC
Introduction & Executive Summary
Traditional - Fresno - ME LLC (our “Company”), through its Owners / Members and officers has
an unmatched track record of successful and timely development, establishment, and operation of
cannabis businesses—in particular cannabis retail businesses—throughout the State of California.
Our Company’s Owners / Members are a team of experienced professionals and stalwarts of the
cannabis industry that include: (i) the owner and operator of one of the largest and most successful
cannabis business portfolios in California and the U.S. with an established dedication and
investment in social equity cannabis businesses and (ii) a young Latina that overcame growing up
one of the most heavily impacted communities by the War on Drugs to graduate from college and
go on to be a Majority Owner of a social equity retail cannabis business in the City of Los Angeles.
Through its Owners / Members and officers, our Company will bring the Traditional brand to the
City of Fresno (“Fresno” or the “City”) and operate an all-inclusive, elevated cannabis retail
business that is custom-tailored and completely integrative and symbiotic with the local
neighborhood.
I. Location Planning
Consistent with our neighborhood integration business model, our Company takes the position that
location planning starts with site selection. On that note, our Company’s Owners / Members are
experienced real estate developers and owners and operators of active cannabis retail businesses
with outstanding reputations in their local community. With that in mind, our Company’s
proposed location at 6926 N. Weber Avenue, Fresno, CA 93722, is located specifically to develop
a cannabis retail business in the Bullard Neighborhood of Fresno to continue revitalization of the
area and further commercial revitalization of the area of northeastern Bullard directly adjacent to
Highway 99 and N. Golden State Boulevard.
II. Location Information
II.A Location Analysis
As demonstrated by the comprehensive Location Plan Set attached here as Appendix A, 6926 N.
Weber Avenue is a commercial building located in a section of the Bullard Neighborhood on
Weber Avenue northeast of N. Golden State Boulevard and northwest of W. Herndon Avenue.
6926 N. Weber Avenue is located in the City’s CH (Commercial - Highway and Auto) zoning
district and is not located within the 800-foot radius of any sensitives uses such as schools,
Section 6 – Location Plan
Page 2 of 3
daycares, or youth centers. 6926 N. Weber Avenue is surrounded by other commercial businesses
that serve the area of northeastern Bullard directly adjacent to Highway 99 and N. Golden State
Boulevard. The commercial areas immediately southwest of N. Golden State Boulevard and
southeast of W. Herndon Avenue have been developed with modern, complimentary commercial
establishments such as Starbucks, Panera Bread, Hampton Inn, and Target, our Company’s
development of 6926 N. Weber Avenue as a Traditional-branded cannabis retail business will
continue this trend. Overall and as further demonstrated by the comprehensive Location Plan Set
attached here as Appendix A, our Company’s cannabis retail business is totally complimentary to
the commercial areas in the area of northeastern Bullard directly adjacent to Highway 99 and N.
Golden State Boulevard, and our Company’s development of 6926 N. Weber Avenue as a
Traditional-branded cannabis retail business will be a centerpiece for the continued commercial
development of the area.
II.B Design Concept
As demonstrated by the comprehensive Location Plan Set attached here as Appendix A, our
Company’s cannabis retail business at 6926 N. Weber Avenue shall meet the following design
guidelines: (1) Demonstrate compatibility with the surrounding character of the neighborhood and
blend in with existing buildings; our cannabis retail business will look like any other similarly
situated building; (2) comply with all applicable zoning and related development standards
including, but not limited to, parking, lighting, materials, and colors; and (3) signage, as described
in Section 9-3309(h) of the Fresno Municipal Code, shall be limited to that needed for
identification only and shall not contain any logos or information that identifies, advertises, or lists
the services or the products offered.
II.C Environmental Review
As demonstrated by the comprehensive Location Plan Set attached here as Appendix A, our
Company’s proposed cannabis retail business at 6926 N. Weber Avenue will comply with the with
the requirements of the California Environmental Quality Act (“CEQA”) and the CEQA
Guidelines because: Our Company’s cannabis retail business is required to meet all local, state,
and federal health and safety regulations to ensure that that there are no significant environmental
impacts to the cannabis retail business and surrounding properties. Moreover, cannabis retail
business is similar to already existing permitted general uses on the property such as “General
Market” and “Convenience Retail”, with the difference being the product sold. More still, our
Company’s cannabis retail business will be designed and operated to integrate and be compatible
with the local community and with a plan to directly mitigate environmental impacts as
demonstrated by the comprehensive Location Plan Set attached here as Appendix A.
Section 6 – Location Plan
Appendix A – Location Plan Set for 6926 N. Weber Avenue, Fresno, CA 93705
[Page intentionally left blank]
Street View of the Front of the Building
TRADITIONAL - FRESNO - ME LLC
ATTN: ARTHUR REYNA, ATTORNEY AT LAW
PHONE: (| EMAIL: AR@ARTHURREYNALAW.COM
Page 1 of 10
Community Benefits & Investments Plan for Traditional - Fresno - ME LLC
Introduction & Executive Summary
Traditional - Fresno - ME LLC (our “Company”), through its Owners / Members and officers has
an unmatched track record of successful and timely development, establishment, and operation of
cannabis businesses—in particular cannabis retail businesses—throughout the State of California.
Our Company’s Owners / Members are a team of experienced professionals and stalwarts of the
cannabis industry that include: (i) the owner and operator of one of the largest and most successful
cannabis business portfolios in California and the U.S. with an established dedication and
investment in social equity cannabis businesses and (ii) a young Latina that overcame growing up
one of the most heavily impacted communities by the War on Drugs to graduate from college and
go on to be a Majority Owner of a social equity retail cannabis business in the City of Los Angeles.
Through its Owners / Members and officers, our Company will bring the Traditional brand to the
City of Fresno (“Fresno” or the “City”) and operate an all-inclusive, elevated cannabis retail
business that is custom-tailored and completely integrative and symbiotic with the local
neighborhood.
Accordingly, our Company has prepared this Community Benefits & Investments Plan to establish
a process by which the local community, including its residents and businesses, can express
themselves regarding our operations; to inform the community about cannabis education, issues
and developments; and to ensure that our corporate actions genuinely reflect the community’s
needs.
I. Community Reinvestment
As demonstrated, by the pro formas accompanying this Application, our Company estimates that
its operation of its cannabis retail business will result in $ in Measure A taxes by the
end of 2024. Moreover and consistent with our “Weed for the People” motto and business model
and in support on the Social Policies & Local Enterprise Plan articulated below, our Company will
commit via a Community Benefits Agreement to donate the equivalent of 3% of “gross receipts”
to local community organizations / nonprofits in Fresno and/or the Fresno Community
Reinvestment Fund with the specific allocation of funds to be determined by our Company by
working with the City and local community organizations / nonprofits in Fresno—over and above
Measure A cannabis business taxes! As further demonstrated, by the pro formas accompanying
this application, our Company estimates that its additional 3% contribution will result in an
additional in public revenue by the end of 2024—bringing our Company’s estimated
direct monetary contribution to the City and its residents to over by the end of 2024.
Section 7 – Community Benefits & Investments Plan
Page 2 of 7
II. Appointment of a Community Liaison
Our Company shall appoint a Community Liaison (hereinafter, the “Liaison”) to educate and
actively engage with the community and be the original point of contact for any concerns that may
arise from the community. Our Liaison will be responsible for the day-to-day management of our
Community Benefits & Investments Plan, working with management on putting together the
program’s operational budget and establishing a system for tracking and reporting on its
performance. Our Liaison’s contact information shall be made readily available both via the
Company’s website and shall be on file with the City. Further, our Company shall provide the
Liaison’s information to its business and residential neighbors located within 1,000 feet of our
cannabis retail business, or greater distance if required by the City. Further, our Company will
establish a permanent 24/7 community hotline that will be available to residents so that it can
promptly address any issues identified by our neighbors. Furthermore, our Company will actively
engage future neighbors to assess their awareness of the project as well as the needs of the
community and will canvass all residents and businesses within 1,000 feet of the cannabis retail
business with a survey. Amongst other things, our Liaison will participate in an ongoing dialogue
with the City and County law enforcement to ensure that there are no instances of concern and to
develop an anti-abuse campaign. Local police and fire personnel will be invited to our cannabis
retail business for regular updates and tours to ensure that our storefront retailer is not vulnerable
to break-in and community residents are secure. Our Liaison shall assist our Company with
outreach efforts through follow-up correspondence to community stakeholders, informing them
that the Company and its management have received their concerns and informing them of what
procedures or programs we plan to employ and develop in response to the concerns raised.
II.A Interested Parties Quarterly Meeting & Advisory Board
Our Liaison will host quarterly open houses at our cannabis retail business to adults over the age
of 21 to engage the community, provide transparency about our operations, and receive continuous
feedback so we can better serve the local community. The open house event will give community
members an opportunity to discuss costs, benefits, and other community issues related to
commercial cannabis and our Company’s cannabis retail business. These quarterly meetings will
allow the community to express any grievances they feel that may impact the cost of the nearby
community from a financial standpoint, while giving our Company the opportunity to discuss the
benefits our Company’s cannabis retail business will bring, both from a monetary standpoint and
being a role model as a pillar of safety for the community. Our open houses will also be an open
forum to discuss any potential issues that the community feels could be an issue to the community
and how our Company can work to resolve these issues and improve upon anything that is
requested by the community. Members of the community, local business owners, law enforcement,
city officials, and other interested parties will be invited to attend the quarterly meetings. In
particular, our Company recognizes that Fresno is home to many admirable public services and
charitable organizations and plans to align with these services and organizations accordingly.
In addition to the quarterly meetings, our Liaison will create an advisory board consisting of
reputable members of the local community and cannabis industry to advise our Company and
ensure that our Company has continued input from the community and leaders within the industry,
Section 7 – Community Benefits & Investments Plan
Page 3 of 7
as well as expert knowledge of the ever growing and evolving cannabis field. With the
establishment of the advisory board, our Company will use the quarterly meetings to discuss areas
of improvement within the community and ways we can help, whether it is in the form of monetary
donations or volunteer efforts from our employees.
II.B Engagement with Local Nonprofits and Community Organizations
Engagement with local nonprofits and community organizations is a critical component of our
Company’s Community Benefits & Investments Plan. Accordingly, our Company has already
begun the process of identifying numerous meritorious local nonprofits and community
organizations such as UFCW Local 8, Fresno United, the Central Cal Baseball Academy, and the
State Center Community College District for engagement and participation in our Community
Benefits & Investments Plan.
III. Local Hiring and Social Equity Community Commitments
III.A Living Wage
Our Company is committed to providing a living wage to employees and will ensure our wages
are in compliance with the current minimum wage as adopted by the State. Our Company uses
the following benchmark for the definition of “living wage”: 200% of the Federal Poverty Level
for a family of two. The current Federal Poverty Level for a family of two is $17,240.00. Using
these benchmarks (which are just the bare minimum), our Company’s definition of “living wage”
is at least per year for full-time employees and (ii) per hour for part-time
employees and independent contractors. This is above the current minimum wage as adopted by
the State of $12.00 per hour.
III.B Local & Social Equity Hiring Policy
As stated above, our Company’s policy will be to hire employees who live close to our cannabis
retail business from the City of Fresno and from social equity backgrounds as defined in Section
9-3316(b)(1) of the Fresno Municipal Code. In an effort to support our policy initiative, we will
also seek to utilize professional services from within the local area to stimulate all sectors of
business from physical construction to professional services such as accountants, bookkeepers,
and web developers. Accordingly, our Company will commit via a Community Benefits
Agreement to having (i) at least 50% of all our employees reside in Fresno and at least 50%
employee personnel hours are from employees residing in Fresno AND (ii) at least 50% of all our
employees are from social equity backgrounds as defined in Section 9-3316(b)(1) of the Fresno
Municipal Code and at least 50% employee personnel hours are from employees from social equity
backgrounds as defined in Section 9-3316(b)(1) of the Fresno Municipal Code. Our Company will
take an all-inclusive approach to hiring and prioritize adults over the age of 21 from Fresno with
social equity backgrounds. For our Company, this is a two-fold process. First, residents of Fresno
with social equity backgrounds must be actively targeted with job offers and postings. For our
Company this means, rather than using traditional job-posting media such Indeed, Craigslist, or
other mainstream Internet websites, going directly to local publications targeted / catered towards
Fresno residents. On that note, our Company will look to post flyers outside of the company’s
Section 7 – Community Benefits & Investments Plan
Page 4 of 7
proposed cannabis retail business a few months prior to opening with a link to all job postings and
availabilities for the cannabis retail business in order to help with hiring local residents. Most
importantly and well-beyond passive publications, our Company will look to establish deep ties
with local nonprofits and public service organizations. Often times, local nonprofits and public
service organizations missions are geared towards helping the members of the local community
that our Company seeks to hire as employees. Relatedly, Fresno has a robust educational base for
sourcing / recruiting employees with the presence of Fresno State University, Fresno City College,
and Clovis Community College. With that point in mind, our Company has already begun
engaging with the State Center Community College District on community engagement and hiring
initiatives. The second element of our Company’s hiring program involves the interview process,
with that point in mind, and recognizing that job interviewing is a specific skill, our Company will
work with its community engagement partners to provide interview training to Fresno residents
from social equity backgrounds before interviewing with our Company.
To show the good faith effort to hiring 50% of employees from the City of Fresno with social
equity backgrounds, our Company will document the following: (i) Records of emails reaching
out to community members and organizations; (ii) printed job flyers and list of addresses where
flyers were posted and dropped off; (iii) links to localized online job postings; and (vi) proof of
attending any local job fairs. In addition, our Company will keep track of job applications that
were submitted to our Company and a list of all candidates that were interviewed by our Company
where we will have copies showing their home address indicating if they are residents of Fresno.
As for verifying social equity backgrounds as defined in Section 9-3316(b)(1) of the Fresno
Municipal Code, the presents additional challenges for our Company, as certain qualifications for
social equity status under Section 9-3316(b)(1) of the Fresno Municipal Code (for example,
“Former foster home youth who was in foster care as a minor” and “receiving public assistance”)
are inappropriate, or arguably unlawful, inquiries during the interview process. As a result, our
Company will employ legal counsel specialized in employment law to develop solutions for
acquiring and retaining verification documentation of social equity status as defined in Section 9-
3316(b)(1) of the Fresno Municipal Code in a way that provides all potential social equity
backgrounds an equal opportunity in our Company’s hiring process. One such solution that our
Company is considering to this legal / human resources obstacle is to partner with the City or local
community organizations to have the City or local community organizations do the vetting of
social equity status under Section 9-3316(b)(1) of the Fresno Municipal Code (who may not have
the same legal obstacles as our Company) and then forward vetted candidates to our Company for
interviews. If after our Company reaches out to various resources in order to hire local, social
equity candidates, our Company is unable to meet its goals of 50% of employees personnel hours
from Fresno residents from social equity backgrounds, our Company will attempt to coordinate
with the City and other approved cannabis businesses in City to host a local “Cannabis Job Fair”.
If after hosting its own “Cannabis Job Fair”, our Company is still unable to meet local and social
equity hiring goals, we will then look to use more traditional job platforms such as Indeed and
ZipRecruiter to hire the remaining employees needed to properly staff the cannabis retail business,
and our Company will collaborate with the City to determine other ways to divert additional
community benefits to the City of Fresno and its residents, such as increased public benefits via
its Community Benefits Agreement.
Section 7 – Community Benefits & Investments Plan
Page 5 of 7
III.C Expungement Clinics
Our Company is committed to helping individuals from social equity backgrounds as defined in
Section 9-3316(b)(1) of the Fresno Municipal Code overcome obstacles to employment regardless
of whether such individuals end up working for our Company. One such obstacle is criminal
records. Our Company will host expungement fairs for individuals from social equity backgrounds
as defined in Section 9-3316(b)(1) of the Fresno Municipal Code and others with community
partners.
III.D Social Equity Incubator / Apprenticeship Program
Our Company will commit via a Community Benefits Agreement 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, and/or other technical assistance
support. Appreciating that it is paramount to address the negative consequences of the War on
Drugs, our Company believes that individuals negatively impacted by the War on Drugs should
have resources available to assist them in participating in the cannabis industry.
Accordingly, our Company’s Owners / Members have a long history of embracing cannabis Social
Equity Programs throughout the State and through their existing cannabis retail business
operations. To illustrate, Minority Owner / Member & Retailer Manager, Aaron Mamann, is an
Owner / Member of three Social Equity cannabis businesses in the City of Los Angeles and
Majority Owner / Member, Maritza Estrada, is an Owner / Member of one Social Equity cannabis
retail business approved applicant in the City of Los Angeles.
IV. Public Education & Awareness
Our Company will create a public awareness campaign for responsible cannabis consumption by
sponsoring free on and off-site workshops and seminars to the general public on topics related to
responsible cannabis use as well as legal and policy updates regarding commercial cannabis. By
becoming embedded into the fabric of the community, our Company will seek to emerge as a
touchstone for reliable information and a trusted partner to the community’s residents. Below is a
sample of the types of educational materials our Company intends on disseminating:
• Factsheets utilizing photographic examples and written descriptions, charts and graphs that
discuss topics pertaining to medical cannabis qualifying conditions and other information
relevant to the consumption of cannabis and cannabis infused products.
• Management will work with cannabis-knowledgeable medical professionals to compose
and update instructional guidance on test dosing; distinguishing by the type and method of
medication to be consumed by qualified patients. The instructional guide / educational
materials will include directions on how to keep a medical cannabis journal allowing the
patient to generate anecdotal evidence on what type and strain works best for their
condition. This will be made available to our trained employees in addition to being
available on our website.
Section 7 – Community Benefits & Investments Plan
Page 6 of 7
A section of our Company’s age-verified website will be designated for educational purposes
maintaining a weekly blog with the latest news regarding health, technology, updates to state and
federal laws, links noteworthy scientific articles, and customer testimonials. The website will
include a designated portal where visitors are encouraged to leave feedback and ask questions.
The main purpose of the “listening corner” is to listen and find ways to be responsive. Our
Company will be able to post real time responses to queries and encourage an open dialogue
between all participants.
V. Brownfields and Abandoned Buildings / Environmental Sustainability
Our Company will implement the following sustainable practices into its construction and design
plans to minimize any potential negative environmental impacts from its operations: (i) green
energy; (ii) water conservation; (iii) green / sustainable materials; (iv) green waste management;
and (v) green / sustainable business practices.
Our Company will encourage alternative transportation options to minimize its carbon footprint,
including human-powered transportation (i.e., walking or biking), public transit, rideshare options,
compressed workweeks, carpools, and green vehicles. Our Company’s employees will be
incentivized and encouraged to utilize public transportation or non-automotive transportation to
reduce carbon emissions. Furthermore, information regarding public bus routes will be provided
to our Company’s employees, and secured bike racks will be installed in the parking area to
accommodate cyclists. Our Company will offer reasonable reimbursement for the use of public
transportation and incentives for carpooling, including reserved parking spots, and will potentially
offer reserved spots for electric vehicles (“EVs”). In so doing, our Company will minimize its
“carbon footprint”, while relieving the neighborhood of an additional parking burden.
Our Company will utilize best management practices for the responsible usage of electrical
services. These practices will include energy efficient light practices, the use of energy-efficient
building materials and insulation to minimize drastic temperature changes, and sufficient
deployment of equipment to ensure that there is no over burdening of the power supply. Natural
gas as an alternative heat source is a possibility, which will be determined at the construction phase
of the project. Our Company will do its part to help conserve California’s precious water
resources. To that end, its building remodel will ensure water conservation through the use of low-
flow plumbing fixtures, rainwater collection practices, and drought-resistant landscaping and Best
Management Practices (“BMPs”) for water use, as described further below. Our Company will use
low-flow, water conserving plumbing fixtures and fittings. Plumbing fixtures (water closets and
urinals) and fittings (faucets and showerheads) shall comply with the following non-residential
mandatory water efficiency and conservation measures set forth in the California Green Building
Standards Code (“Green Building Code”), Chapter 5, Division 5.3. Our Company will also
implement the following indoor water conservation BMPs, as appropriate specifically with regard
to the cannabis retail business operation: (i) repairing all water leaks immediately and being
especially alert for leaks in toilets, faucets, and irrigation systems for parking lot landscaping (if
used) and (ii) capturing the flow for other uses while waiting for running water to warm or cool
for use on landscaping or in cleaning.
Section 7 – Community Benefits & Investments Plan
Page 7 of 7
Our Company is committed to using “green” construction procedures and to using recycled
materials during construction and in its day-to-day operations whenever feasible. Development
and build-out will include reclaimed materials and practices that reduce construction waste. In
addition, our Company will use locally sourced materials and low-VOC paints to the extent
possible. Our Company’s proposed construction will target waste diversion above the City’s
requirements. All remodeling undertaken at the cannabis retail business will seek LEED
certification in order to maximize sustainability. During construction, our Company will manage
construction with a focus on satisfying the requirements of the City’s Public Works Department.
In an effort to reduce greenhouse gas (“GHG”) emissions, our Company will fully comply with
State requirements mandating commercial recycling in accordance with Assembly Bill 341 and
Senate Bill 1018. Since our Company anticipates that seventy-five percent (75%) of all cannabis
retail business waste will be recyclable, it will initially maintain a 95-gallon blue recycling cart on
site and request larger or additional bins from the City as demand requires. Our Company will
post a list of recyclable products near each waste bin to encourage its employees to implement
BMPs and comply with our Company’s zero-waste policy. A co-benefit of increased recycling is
reduced methane emissions at landfills from the decomposition of organic materials. Use of
composted organic materials also provides environmental benefits such as carbon storage in soils
and reduced use of fertilizers, pesticides, and water. The Mandatory Commercial Recycling
Measure focuses on increased commercial waste diversion as a method to reduce GHG emissions.
As part of its mission to ensure green business practices throughout its cannabis retail business
operations, our Company will have a strong preference towards working with and obtaining
cannabis products from “Clean Green Certified” cannabis producers to the extent possible. The
Clean Green Certified program, modeled after the USDA’s National Organic Program, provides a
means of ensuring environmentally clean and sustainable practices within the cannabis industry.
TRADITIONAL - FRESNO - ME LLC
ATTN: ARTHUR REYNA, ATTORNEY AT LAW
| EMAIL: AR@ARTHURREYNALAW.COM
Page 1 of 3
January 28, 2021
City of Fresno
Office of the City Manager
2600 Fresno Street
Fresno, CA 93721
Phone: (559) 621-5555
Email: cannabis.regs@fresno.gov
RE: Proof of Capitalization for Traditional - Fresno - ME LLC
To whom it may concern:
My name is Traditional - Fresno - ME LLC. I am the Minority Owner / Member
Traditional - Fresno - ME LLC (“Traditional - Fresno - ME”). Based on numerous years of
experience in the cannabis industry, unmatched business and cannabis expertise, and multiple
successful developments of actually operational cannabis retail businesses, Traditional - Fresno -
ME assembled the following start-up budget:
Please see Traditional - Fresno - ME’s Business Plan for further reference and explanation.
DocuSign Envelope ID: 2F0B8961-14AA-4DE4-A4F4-1DB43D75BBCD
Page 2 of 2
The purpose of this letter is to provide proof of financial resources for Traditional - Fresno
- ME demonstrating access to funds in excess of the above start-up budget. Pursuant to the attached
screenshot of my own personal bank account with Salal Credit Union, I have over $6,500,000.00
in cash in bank as of the date of this letter, with which as an Owner / Member of Traditional -
Fresno - ME, I will directly capitalize Traditional - Fresno - ME.
All told, Traditional - Fresno - ME has direct access to over 0 in liquid assets,
which is well in excess of Traditional - Fresno - ME’s start-up budget of .
Respectfully submitted,
___________________________________
Aaron Mamann, Minority Owner / Member
Traditional - Fresno - ME LLC
Enclosures:
1. Screenshot of Bank Account of Aaron Mamann with Salal Credit Union on January 28,
2021
DocuSign Envelope ID: 2F0B8961-14AA-4DE4-A4F4-1DB43D75BBCD
ASSIGNMENT OF REAL ESTATE PURCHASE AGREEMENT
This Agreement is made as of the 28th day of January 2021 (the “Effective Date”), by and
between EEL HOLDING LLC (“Assignor”), and Traditional - Fresno - ME LLC (“Assignee”).
RECITALS
A. Assignor as Buyer entered into that certain Commercial Property Purchase Agreement and
Joint Escrow Instructions, a copy of which is attached hereto as Exhibit A, with John Garabedian,
an individual, and Melanie Garabedian, an individual (collectively, “Seller”), in which Seller
agreed to sell to Buyer certain real properties located at 6926 N. Weber Avenue, Fresno, CA 93722
(the “Purchase Agreement”); and
B. Assignor desires to assign its rights and interest to said contract and Assignee desires to
purchase such rights and interests pursuant to the terms of this agreement.
NOW, THEREFORE, the parties agree as follows:
1. Assignor hereby assigns to Assignee all of Assignor’s rights and obligations under the
Purchase Agreement. Assignee hereby accepts such assignment and agrees to abide by all of the
obligations of “Buyer” under the Purchase Agreement.
ASSIGNOR:
EEL HOLDINGS LLC
__________________________________________
By: Elliot Lewis, Managing Member
ASSIGNEE:
Traditional - Fresno - ME LLC
__________________________________________
By: Maritza Estrada, Majority Member
__________________________________________
By: Aaron Mamann, Minority Member
DocuSign Envelope ID: 42D1FDD6-859C-4A57-B76E-5C40E94C9EF4
EXHIBIT A –
COMMERCIAL PROPERTY PURCHASE AGREEMENT
AND JOINT ESCROW INSTRUCTIONS
[Page Intentionally Left Blank]
DocuSign Envelope ID: 42D1FDD6-859C-4A57-B76E-5C40E94C9EF4
DocuSign Envelope ID: 42D1FDD6-859C-4A57-B76E-5C40E94C9EF4
DocuSign Envelope ID: 42D1FDD6-859C-4A57-B76E-5C40E94C9EF4
DocuSign Envelope ID: 42D1FDD6-859C-4A57-B76E-5C40E94C9EF4
DocuSign Envelope ID: 42D1FDD6-859C-4A57-B76E-5C40E94C9EF4
DocuSign Envelope ID: 42D1FDD6-859C-4A57-B76E-5C40E94C9EF4
DocuSign Envelope ID: 42D1FDD6-859C-4A57-B76E-5C40E94C9EF4
DocuSign Envelope ID: 42D1FDD6-859C-4A57-B76E-5C40E94C9EF4
DocuSign Envelope ID: 42D1FDD6-859C-4A57-B76E-5C40E94C9EF4
DocuSign Envelope ID: 42D1FDD6-859C-4A57-B76E-5C40E94C9EF4
DocuSign Envelope ID: 42D1FDD6-859C-4A57-B76E-5C40E94C9EF4
DocuSign Envelope ID: 42D1FDD6-859C-4A57-B76E-5C40E94C9EF4
DocuSign Envelope ID: 42D1FDD6-859C-4A57-B76E-5C40E94C9EF4
DocuSign Envelope ID: 42D1FDD6-859C-4A57-B76E-5C40E94C9EF4
DocuSign Envelope ID: 42D1FDD6-859C-4A57-B76E-5C40E94C9EF4
DocuSign Envelope ID: 42D1FDD6-859C-4A57-B76E-5C40E94C9EF4
DocuSign Envelope ID: 42D1FDD6-859C-4A57-B76E-5C40E94C9EF4
DocuSign Envelope ID: 42D1FDD6-859C-4A57-B76E-5C40E94C9EF4
DocuSign Envelope ID: 42D1FDD6-859C-4A57-B76E-5C40E94C9EF4
DocuSign Envelope ID: 42D1FDD6-859C-4A57-B76E-5C40E94C9EF4
DocuSign Envelope ID: 42D1FDD6-859C-4A57-B76E-5C40E94C9EF4
DocuSign Envelope ID: 42D1FDD6-859C-4A57-B76E-5C40E94C9EF4
DocuSign Envelope ID: 42D1FDD6-859C-4A57-B76E-5C40E94C9EF4
DocuSign Envelope ID: 42D1FDD6-859C-4A57-B76E-5C40E94C9EF4
DocuSign Envelope ID: 42D1FDD6-859C-4A57-B76E-5C40E94C9EF4
DocuSign Envelope ID: 42D1FDD6-859C-4A57-B76E-5C40E94C9EF4
DocuSign Envelope ID: 42D1FDD6-859C-4A57-B76E-5C40E94C9EF4
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
February 5, 2021 Please reply to:
Rob Holt
(559) 621-8056
Maritza Estrada
Traditional – Fresno – ME LLC
Dear Applicant:
SUBJECT: ZONING INQUIRY NUMBER P21-00566 REQUESTING INFORMATION
REGARDING CANNABIS RETAIL FOR PROPERTY LOCATED AT 6926
NORTH WEBER AVENUE
(APN 504-102-17)
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 CH, which is one of the allowable zone districts for
cannabis retail businesses. Development standards of the CH zone district are available
in Sections 15-1203, 15-1204, and 15-1205 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 P21-00566
6926 North Weber Avenue
Page 2
February 5, 2021
The subject property is not located within 800 feet of the property boundary of any of the
above-mentioned uses. The subject building meets the separation requirements,
per Section 15-2739.B.1.b of the FMC, for a cannabis retail business.
3. Prior to commencing operations, a cannabis retail business must obtain a Cannabis
Conditional Use Permit from the Planning and Development Department per Section 15-
2739.N of the FMC.
4. 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 2. There are currently no cannabis retail
businesses located in Council District 2. 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
1
From:No Reply <noreply@fresno.gov>
Sent:Thursday, January 28, 2021 2:25 PM
To:maritza.estrada@southcordholdings.com
Subject:Your City of Fresno Zoning Inquiry Application was successfully submitted.
Dear Applicant,
Your planning application P21‐00566 was successfully submitted.
OWNERSHIP ACKNOWLEDGEMENT FORM
FOR COMMERCIAL CANNABIS BUSINESS PERMIT APPLICATION
It is the intent of the City of Fresno to promote equitable ownership and employment opportunities in the cannabis industry to
decrease the disparities in life outcomes for marginalized communities and to provide opportunities for local residents to
compete for cannabis business permits. Therefore, this notice is to clarify the eligibility requirements in order to receive
qualification as a Social Equity Applicant or points for Local Preference by establishing this acknowledgement to provide
additional protections to mitigate against potential predatory practices.
In order to qualify as a social equity applicant, or for the full points relating to the local preference criteria, the business entity
must have ownership that meets the respective eligibility factors and hold at least 51% ownership interest. The social equity
eligibility requirements are identified in FMC section 9-3316(b)(6), while the local preference criteria is identified in FMC 9-
3317(a) and the application evaluation criteria 2.5 (Appendix A). This majority interest can be made up of a single individual that
meets this criteria, or any combination of individuals that hold at least 20% interest individually and meet the definition of an
owner in FMC 9-3304(j). The cannabis social equity permits, and the local preference criteria are intended for the benefit of the
Social Equity or Local Preference Individual Applicants related to business profits, proceeds of the sale of business assets, voting
rights and additional protections. This also requires the Social Equity or Local Preference Owner to receive the Equity Share
percent of the retained earnings and 100 percent of the unencumbered value of each share of stock, member interest or
partnership interest owned in the event of the dissolution of the entity to their equity share, or 100 percent of the value of each
of stock, member interest or partnership interest in the event that the stock, member interest or partnership interest is sold.
Chief among the concepts of equity share, is unconditional ownership which means such individual(s) will receive equal profits,
and distributions or other payments proportionate to their ownership interests. This is intended to ensure true ownership by the
Social Equity or Local Preference Individual Applicant and as such, prohibits the divestment or relinquishment of any part of their
ownership under any circumstance. In addition, the Equity Share is also expanded to address voting rights on fundamental
decisions relating to the business and control of at least the equity share percent of the voting rights on all decisions involving
the operation of the business. Furthermore, it requires the Social Equity or Local Preference Individual owner be the highest
officer position of the business or that another individual is appointed to that position by mutual agreement of the parties. This
requirement is also subject to being audited to assess compliance and the Social Equity or Local Preference Owner can initiate
legal action due to a breach of contract agreement, and the City may suspend and/or revoke a license if any provision in an
operating agreement violates any of the Equity Share or Local Preference requirements. Lastly, all applicants will be required to
incorporate an addendum into their operating agreements that makes any provision ineffective, unenforceable, null and void, if
it is inconsistent with, or in violation of, the Equity Share requirements. As proposed, Social Equity Applicants or Local Preference
Applicants will be required to verify under Section 9-3316(b)(6), 9-3317(a), and Criteria 2.5 of appendix A that they meet the
definition of a Social Equity or Local Preference Owner at the time of applying for a permit or permit renewal. The City shall have
the sole and absolute discretion to determine whether the Applicant qualifies as a Social Equity Applicant and the number of
points for Local Preference.
The undersigned acknowledges that he/she has read and fully understands the content of this Agreement and is
the Applicant or his/her/its authorized signatory.
__________________________________________________ __________________________________________________
Applicant Signature Date Signed
__________________________________________________ __________________________________________________
Print Name Title
__________________________________________________ _
Company Name Address/Telephone
DocuSign Envelope ID: 5C8A431C-5605-4EA8-94B9-4C937935574D
Majority Member
November 13, 2020
Maritza Estrada
Traditional - Fresno - ME LLC