Loading...
HomeMy WebLinkAboutC-20-59 Everything CannabisApplicant (Entity) Information Application Type Proposed Location Commercial Cannabis Business Permit Application C-20-59 Submitted On: Dec 04, 2020 Applicant Luis Ituarte Applicant (Entity) Name: Lemon Grove Ventures, LLC DBA: Everything Cannabis Physical Address: 4595 E Kings Canyon Rd City: Fresno State: CA Zip Code: 93702 Primary Contact Same as Above? Yes Primary Contact Name: Luis Ituarte Primary Contact Title: Director of Licensing Primary Contact Phone: Primary Contact Email: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 and proposed location. Permit Type Retail (Storefront) Business Formation Documentation: Limited Liability Company Property Owner Name: Central Valley Property Holdings li LLC Proposed Location Address: 4595 E Kings Canyon Rd, Ste 101 City: Fresno State: CA Zip Code: 93702 Property Owner Phone: 559-416-0328 Property Owner Email: -- Assessor's Parcel Number (APN): 461-284-28 Proposed Location Square Footage: FORMATION DOCUMENTS OPERATING AGREEMENT EXHIBIT A LOCAL OWNERSHIP AND ACKNOWLEDGEMENT FORM LOCAL OWNERSHIP List of Business owned (** locations in Fresno county) Spacetel corporation: 2010-2011: a boost mobile retail store that was located in 3729 Cedar ave, fresno, Ca, 93726 ** SPACETEL LLC - Cricket Wireless Authorized Retailer Operating since 2011 from its fresno CA head quarter office. Spacetel has 125 locations and is the biggest Cricket wireless distributor in California. Spacetel has 11 stores operating in Fresno county and the rest spread accorss California state. Spacetel proudly employs 500 employees in its stores as of 2020. Our plan is to keep growing in Fresno and in other states and to be a leading company in the prepaid wireless industry. 1. 1133 Fresno St Fresno, CA 93706 ** 2. 3191 W. Shaw Ave #A Fresno, CA 93711 ** 3. 2819 W. Clinton Ave Ste 102 Fresno, CA 93705 ** 4. 1440 W. Ashlan Ave Fresno, CA 93705 ** 5. 3890 N. Cedar Ave #105 Fresno, CA 93726 ** 6. 1649 N. Blackstone Ave Unit A, Fresno, CA 93703 ** 7. 3602 N. Blackstone Ave #117, Fresno, CA 93726 ** 8. 4018 E. Belmont Ave Fresno, CA 93702 ** 9. 1811 Academy Suite 103 Sanger, CA 93657 ** 10. 2635 Jensen Ave Sanger, CA 93657 ** 11. 765 Anchor Ave Ste C Orange Cove, CA 93646 ** Yummy Yogurt LLC 2014- present – Frozen Yogurt Shop company under the Big Kahuna brand operating in the central Valley with 3 locations, some stores have closed with the pandamic but we still have two stores running in Sierra Vista mall, Hanford mall and in the city of Tulare 1. 1250 Shaw Ave #103, Clovis, CA 93612 ** Fresno county 2. 1297 N. Cherry Avenue Tulare, CA 93274 3. 1675 W. Lacey Boulevard Hanford, CA 93230 4. 4105 S. Mooney Boulevard Visalia, CA 93277 – Closed 5. 40044 Highway 49 #B2 Oakhurst, CA 93644 – Closed 6. 945 W Manning Ave Reedley, CA 93654 – Closed 7. 40 W Olive Ave, Porterville, CA 93257 – Closed Mobilize LLC – Wholesale wireless accessories based in fresno that distribute cell phone accessories and speakers to retailers across the United states under the Mobilize brand and other brands. 1. 3541 W Holland Ave, Fresno, CA 93722 ** COCO DIAMOND LLC– Charcoal wholesale company based in fresno distributes charcoal to all states under the brand Coco Diamond 1. 3541 W Holland Ave, Fresno, CA 93722 ** Premium Bottled Waters LLC – is a Bottled water manufacturer in the city of Madera. We are launching next month with 500 ML Alkaline water under the name (QUA 8PH) and half a gollon alkaline water. We signed a manufacturing license agreement with a national juice company and we will manufacturing and distributing their products in the central valley and all northern California starting 2021. 1. 1955 Independence Dr Suite 101, Madera, CA 93637 Baby Nutrition Shop INC – The Baby Nutrition Shop is a company that supports WIC offices clients with their checks they receive. We specialize in selling WIC approved products with 5 locations in the central valley and with a turn over of $5 million a year and more than 30 employees. 1. 786 W Shaw Ave, Clovis, CA 93612 ** 2. 3263 E Shields Ave, Fresno, CA 93726 ** 3. 4995 E Kings Canyon Rd, Fresno, CA 93727 ** 4. 1225 W Main St, Merced, CA 95340 5. 1835 Ashlan Ave #101, Clovis, CA 93611 – Closed ** Valley Star Imports LLC: Valley stars is a wholesale company based in Fresno that sells imported products to wholesalers in the united states. We currently have two toilet paper brands (tyrol) and (gentle touch) and a plastic wrap sheet brand (valley stars sheet). We are bringing ten more products this year to the market such as, thermal papers, paper plates, cups, plastic bags and son 1. 3541 W Holland Ave, Fresno, CA 93722 ** Two Tree Construction LLC – Two trees is a construction company based in Fresno that used to specialize in buying old houses and apartments in Fresno, remodel them and sell them It was running in 2017-2018. We bought over 20 houses and apartments in Fresno, remodeled them and put them back in the market. House flipping (Closed in 2018) 1. 4762 W Jennifer Ave suite 107-108, Fresno, CA 93722 ** Auctronics LLC – Auctronics is a fresno based company that has the R2 certification. We are one of a few in the central valley that can buy all kind of electroics and refurbish them and sell them back to the market. 1. 3541 W Holland Ave, Fresno, CA 93722 * LOCAL RESIDENCE OWNERSHIP ACKNOWLEDGMENT FORM Property Information Owner(s):Mailing Address: Owner Phone:Unknown Property Address:4595 E Kings Canyon Rd, Fresno, CA 93702 County:Fresno APN:461-284-28 Map Coord:Census Tract:002702 Lot#:Block: Subdivision:Recreation Park Tract: Legal:Parcel B P/M 84-03 Bk 42 Pg 07 Central Valley Property Holdings Ii Llc Vesting Type:N/A Alt. APN: Use: Zoning: Stories: Basement Area: Year Built / Eff. : Lot Size Ac / Sq Ft: Improvements: Gross Area: Sq. Ft. : # of Units: Parking / #: Garage Area : Commercial (Nec) CMX 1 1985 / 1985 0.431 / 18788 4016 4016 / Property Characteristics Tax Information Imp Value: Land Value: Total Value: Total Tax Amt: Exemption Type: Tax Year / Area: Tax Value: Improved: 2019 / 5-036 67% Sale / Rec Date: Sale Price: Doc No.: Doc Type: Seller: 69362 Tr Brell Canyon Plaza Corp *$/Sq. Ft.: 1st Loan: Loan Type: Transfer Date: Lender: 06/09/2000 2nd Mtg.: Prior Sale Amt: Prior Sale Date: Prior Doc No.: Prior Doc Type: Sale and Loan Information *$/Sq.Ft. is a calculation of Sale Price divided by Sq.Feet. 06/02/2000 /06/09/2000 Property Profile 4595 E Kings Canyon Rd, Fresno, CA 93702 Property Profile 4595 E Kings Canyon Rd, Fresno, CA 93702 12/3/2020 Page 1 (of 2) All informa ion contained herein is subject to the Limitation of Liability for Informational Report set forth on the last page hereof. ©2005-2020 First American Financial Corporation and/or its affiliates. All rights reserved. Property Profile 4595 E Kings Canyon Rd, Fresno, CA 93702 Limitation of Liability for Informational Report IMPORTANT – READ CAREFULLY:THIS REPORT IS NOT AN INSURED PRODUCT OR SERVICE OR A REPRESENTATION OF THE CONDITION OF TITLE TO REAL PROPERTY. IT IS NOT AN ABSTRACT, LEGAL OPINION, OPINION OF TITLE, TITLE INSURANCE COMMITMENT OR PRELIMINARY REPORT, OR ANY FORM OF TITLE INSURANCE OR GUARANTY. THIS REPORT IS ISSUED EXCLUSIVELY FOR THE BENEFIT OF THE APPLICANT THEREFOR, AND MAY NOT BE USED OR RELIED UPON BY ANY OTHER PERSON. THIS REPORT MAY NOT BE REPRODUCED IN ANY MANNER WITHOUT FIRST AMERICAN'S PRIOR WRITTEN CONSENT. FIRST AMERICAN DOES NOT REPRESENT OR WARRANT THAT THE INFORMATION HEREIN IS COMPLETE OR FREE FROM ERROR, AND THE INFORMATION HEREIN IS PROVIDED WITHOUT ANY WARRANTIES OF ANY KIND, AS-IS, AND WITH ALL FAULTS. AS A MATERIAL PART OF THE CONSIDERATION GIVEN IN EXCHANGE FOR THE ISSUANCE OF THIS REPORT, RECIPIENT AGREES THAT FIRST AMERICAN'S SOLE LIABILITY FOR ANY LOSS OR DAMAGE CAUSED BY AN ERROR OR OMISSION DUE TO INACCURATE INFORMATION OR NEGLIGENCE IN PREPARING THIS REPORT SHALL BE LIMITED TO THE FEE CHARGED FOR THE REPORT. RECIPIENT ACCEPTS THIS REPORT WITH THIS LIMITATION AND AGREES THAT FIRST AMERICAN WOULD NOT HAVE ISSUED THIS REPORT BUT FOR THE LIMITATION OF LIABILITY DESCRIBED ABOVE. FIRST AMERICAN MAKES NO REPRESENTATION OR WARRANTY AS TO THE LEGALITY OR PROPRIETY OF RECIPIENT’S USE OF THE INFORMATION HEREIN. Property Profile 4595 E Kings Canyon Rd, Fresno, CA 93702 12/3/2020 Page 2 (of 2) ©2005-2020 First American Financial Corporation and/or its affiliates. All rights reserved. Recorded Document 4595 E Kings Canyon Rd, Fresno, CA 93702 4595 E Kings Canyon Rd Fresno, CA 93702 The requested Recorded Document images are displayed in the subsequent pages for the following property: Limitation of Liability for Informational Report IMPORTANT – READ CAREFULLY:THIS REPORT IS NOT AN INSURED PRODUCT OR SERVICE OR A REPRESENTATION OF THE CONDITION OF TITLE TO REAL PROPERTY. IT IS NOT AN ABSTRACT, LEGAL OPINION, OPINION OF TITLE, TITLE INSURANCE COMMITMENT OR PRELIMINARY REPORT, OR ANY FORM OF TITLE INSURANCE OR GUARANTY. THIS REPORT IS ISSUED EXCLUSIVELY FOR THE BENEFIT OF THE APPLICANT THEREFOR, AND MAY NOT BE USED OR RELIED UPON BY ANY OTHER PERSON. THIS REPORT MAY NOT BE REPRODUCED IN ANY MANNER WITHOUT FIRST AMERICAN'S PRIOR WRITTEN CONSENT. FIRST AMERICAN DOES NOT REPRESENT OR WARRANT THAT THE INFORMATION HEREIN IS COMPLETE OR FREE FROM ERROR, AND THE INFORMATION HEREIN IS PROVIDED WITHOUT ANY WARRANTIES OF ANY KIND, AS-IS, AND WITH ALL FAULTS. AS A MATERIAL PART OF THE CONSIDERATION GIVEN IN EXCHANGE FOR THE ISSUANCE OF THIS REPORT, RECIPIENT AGREES THAT FIRST AMERICAN'S SOLE LIABILITY FOR ANY LOSS OR DAMAGE CAUSED BY AN ERROR OR OMISSION DUE TO INACCURATE INFORMATION OR NEGLIGENCE IN PREPARING THIS REPORT SHALL BE LIMITED TO THE FEE CHARGED FOR THE REPORT. RECIPIENT ACCEPTS THIS REPORT WITH THIS LIMITATION AND AGREES THAT FIRST AMERICAN WOULD NOT HAVE ISSUED THIS REPORT BUT FOR THE LIMITATION OF LIABILITY DESCRIBED ABOVE. FIRST AMERICAN MAKES NO REPRESENTATION OR WARRANTY AS TO THE LEGALITY OR PROPRIETY OF RECIPIENT’S USE OF THE INFORMATION HEREIN. Document Number: 69362 Document Date: 06/09/2000 12/03/2020 ©2005-2020 First American Financial Corporation and/or its affiliates. All rights reserved. 4595 E Kings Canyon Rd, Fresno, CA 93702Recorded Document November 30, 2020 Fresno City Manager’s Office To Whom It May Concern: This letter serves to notify the City of Fresno that Lemon Grove Ventures, LLC (dba “Everything Cannabis”) will employ within one year of receiving a commercial cannabis business permit, one supervisor and one employee who have completed a Cal-OSHA industry outreach course offered by a duly authorized training provider (FMC 9-3316(c)). Sincerely, Sarmad Hallak COO, Everything Cannabis 8545 E Kings Canyon Rd, Ste101 Fresno, CA 93702 2.1 2.2 2.3 2.4 2.5 2.6 2.7 2.8 2.9 DESCRIBE WHETHER THE COMMERCIAL CANNABIS BUSINESS IS COMMITTED TO OFFERING EMPLOYEES A LIVING WAGE. BRIEFLY DESCRIBE BENEFITS PROVIDED TO EMPLOYEES SUCH AS HEALTH CARE, VACATION, AND MEDICAL LEAVE, TO THE DEGREE THEY ARE OFFERED AS PART OF EMPLOYMENT. DESCRIBE COMPENSATION TO AND OPPORTUNITIES FOR CONTINUING EDUCATION AND EMPLOYEE TRAINING. DESCRIBE THE COMMERCIAL CANNABIS BUSINESS PLAN TO RECRUIT INDIVIDUALS WHO MEET THE CRITERIA BELOW AND THE PERCENTAGE OF LOCAL EMPLOYEES IT HIRES: DESCRIBE THE EXTENT TO WHICH THE COMMERCIAL CANNABIS BUSINESS WILL BE A LOCALLY MANAGED ENTERPRISE WHOSE OWNERS AND /OR MANAGERS RESIDE WITHIN OR OWN A COMMERCIAL BUSINESS WITHIN THE CITY OF FRESNO, FOR AT LEAST ONE YEAR PRIOR TO MARCH 2, 2020. DESCRIBE THE NUMBER OF EMPLOYEES, TITLE/POSITION AND THEIR RESPECTIVE RESPONSIBILITIES. DESCRIBE WHETHER THE CCB HAS FIVE (5) OR MORE EMPLOYEES AND WHETHER IT HAS SIGNED A LABOR PEACE AGREEMENT ALLOWING EMPLOYEES TO UNIONIZE WITHOUT INTERFERENCE. DESCRIBE THE NUMBER OF EMPLOYEES, TITLE/POSITION AND THEIR RESPECTIVE RESPONSIBILITIES. DESCRIBE WHETHER THE BUSINESS IS WILLING TO SERVE AS A SOCIAL EQUITY BUSINESS INCUBATOR BY OFFERING SUPPORT TO LOCAL CANNABIS SOCIAL EQUITY BUSINESS- ES IN THE FORM OF MENTORSHIP, TRAINING, EQUIPMENT DONATION, A PERCENTAGE OF SHELF SPACE DEDICATED TO FRESNO EQUITY BUSINESS PRODUCTS, LEGAL ASSISTANCE, FINANCIAL SERVICES ASSISTANCE, OR OTHER TECHNICAL ASSISTANCE SUPPORT.TABLE OF CONTENTS DESCRIBE WHETHER THE COMMERCIAL CANNABIS BUSINESS IS COMMITTED TO OFFERING EMPLOYEES A LIVING WAGE.2.1Everything Cannabis’ philosophy around compensation dictates that employees should be able to live in the community in which they work. This means not just compensating employees fairly for the work they do but taking into account market factors of the geographic area in order to pay a truly living wage. We understand that a living wage in one area is not akin to a living wage everywhere, especially in an expensive state like California. We intend to pay our workers a wage that allows them to live with dignity and security in the community that they work in; Fresno, CA. Everything Cannabis has found that following this philosophy ensures an equitable work environment. Everything Cannabis voluntarily pays all employees well above the locally required minimums. Hourly wages at Everything Cannabis start at $ per hour, which is higher than the $12 per hour minimum wage Fresno mandates. Everything Cannabis knows that the people of Fresno deserve to be able to take care of their families, and cover basic expenses without having to make difficult compromises. According to a survey by Move.org, Fresno is the 18th most affordable city in which to live. $ an hour, the minimum salary available to employees at Everything Cannabis equates to approximately per year, per month. On average, basic necessities cost a single person approx- imately per month and that includes housing, utilities, groceries, and other basic needs. For a family budget, compound that salary with a second income, and a family’s needs are nicely met. Again, Everything Cannabis is committed to paying wages that not only allow its employees to meet their basic necessities, but we also want to go above and beyond those minimum mandates to ensure that our employees can come to work every day with a feeling of security and dignity, to fully focus on the job at hand: providing access to high-quality, safe, legal cannabis for the people of Fresno. BRIEFLY DESCRIBE BENEFITS PROVIDED TO EMPLOYEES SUCH AS HEALTH CARE, VACATION, AND MEDICAL LEAVE, TO THE DEGREE THEY ARE OFFERED AS PART OF EMPLOYMENT 2.2EMPLOYEE BENEFITS PACKAGE Founders of Everything Cannabis pride themselves on providing long-term career opportunities with competitive wages. We hope all of our employees understand the potential for upward mobility within the company and know that no opportunity should be closed off to them. Everything Cannabis is actively negotiating a labor peace agreement with the United Food and Commercial Workers Union (UFCW), of which its employees are anticipated to be members with zero interference or objection from management. This Labor peace agreement is provisionally expected to provide our employees with the following employer-sponsored benefits: • Medical Insurance. • Dental Insurance. • Vision Insurance. • Paid time off. Everything Cannabis will offer dynamic and competitive paid time off packages to allow employees to take vacation, recover from illness, bond with a new child, grieve the loss of a family member, etc. Our employee benefits guide provides additional information and guidelines on eligibility, criteria, and how to use paid time off. All employees are encouraged to use their paid time off whenever they need it. • ERISA-Compliant Retirement Plan. • Deferred Profit Sharing Program. • Parental Leave. Everything Cannabis believes in quality time with family and supports a healthy work/life balance for all employees and partners. We elect to allow for four-weeks of paid leave for any employee to take care of and bond with a newborn, a newly adopted, or a newly placed child. This will be available to employees after they have completed one year of full-time employment. • Family Medical Leave. FMLA will be available to all employees in accordance with federal law. This benefit allows employees who have satisfied either 1 year or 2080 hours of employment with the company up to 12 weeks of unpaid time off from work under defined circumstances. This benefit offers job protection and continuation of benefits and may be taken in whole or in part during a 12-month period. • Voting. We recognize that voting is an integral part of being in a community and a vital civic duty for all citizens. If an employee is unable to reach their polling place to vote in any election during non-working time, they will be allowed to take paid time off at the beginning or end of their shift for this purpose. The law requires two paid hours to be allocated to an employee for voting. Everything Cannabis will of course meet that standard and will allow happily allow for additional paid time off for voting if an employee can document a significant need. • Jury Duty and Court Appearance. Everything Cannabis supports employees in their civic duty to serve on a jury. Employees must present any summons to jury duty to their supervisor as soon as possible after receiving the notice to allow advance planning for an employee’s absence. Non-exempt employees will be paid for up to 2 weeks of jury duty service at their regular rate of pay, minus any compensation received from the court for the period of service in order to equalize their pay over the period in question. Exempt employees will not incur any reduction in pay for a partial week absence due to jury duty. While on an excused absence for jury duty, all benefits shall remain in effect and the employee will continue to accrue vacation and sick days. Employees may use any accrued time off if required to serve more than 2 weeks on a jury. If an employee is released from jury duty after 4 hours or less of service, they must report to work for the remainder of that work day. • Military Leave of Absence. Everything Cannabis supports the potential military obligations of all employees and grants leaves for uniformed service in accordance with applicable federal and state laws. Upon return from military leave, employees will be granted the same pay and benefits as if they had worked continuously. All employees who enter military service may accumulate a total absence of 5 years and still retain employment rights. If an employee is a member of a National Guard or Military Reserve unit, Everything Cannabis will give them an unpaid leave of absence for their annual military training (typ- ically two weeks per year). Everything Cannabis provides paid time off for military service training in compliance with California law. • Civil Air Patrol Leave. If an employee is a member of the California Civil Air Patrol, they are entitled to time off equal to 10 days per calendar year of unpaid leave to serve when called upon to respond to an emergency and will be reinstated to the same position when their service is complete. • Military Family Leave. Employees are entitled to up to 3 days of paid leave and 10 days of unpaid leave when their military spouse or registered domestic partner is home on leave from active service in the Armed Forces, National Guard or Reserves. The leave must take place while the military spouse or registered domestic partner is on leave from deploy- ment to an area of “military conflict,” defined as a period of war declared by Congress or authorized under the Federal Armed Forces Code. • Victims of Domestic Violence, Sexual Assault, Stalking, or Other Crimes. If an employee is the victim of domestic violence, sexual assault, stalking or other violent crimes, they are entitled to reasonable time off without pay to obtain legal relief, such as a temporary restraining order (TRO) or other injunctive relief for their protection, or for their child’s protection. The employee is also entitled to reasonable paid time off if the victim is their spouse, child, stepchild, sibling, step-sibling, parent, step-parent or registered domestic partner. If these situations arise, we will work with employees to determine whether there are any reasonable accommodations that would enable them to perform their job duties without causing undue hardship to Everything Cannabis. The employee is also entitled to time off without pay to seek medical attention, to obtain assistance or services from a domestic violence shelter, program or rape crisis center, to obtain psychological counseling or to take other steps to ensure their safety and well-being.2.2 • Wellness and Vacation. 24 hours of sick time will be provided annually to promote rest and relaxation away from work. This will be available to employees after one year of continuous employment. 80 hours of paid vacation will be provided annually to promote rest and relaxation away from work, available after one year of continuous service. 120 hours of paid vacation is provided annually and will become available to employees after 5 years of service. Seven prescribed company holidays are paid to all employees. There is no waiting period for this benefit. Bereavement. Three days (or five days, if travelling) paid leave are offered for those employees who will be attending the funeral of an immediate relative, which is available after 90-days of full time employment. To incentivize management and reward exemplary performance, It is the intention of Every- thing Cannabis to also create a bonus plan that allows for the sharing of net profits in order to allow employees to participate in the success of the company that they were so integral in ushering in.2.2 DESCRIBE COMPENSATION TO AND OPPORTUNITIES FOR CONTINUING EDUCATION AND EMPLOYEE TRAINING.2.3EMPLOYEE TRAINING Everything Cannabis is dedicated to providing employee training for new employees and ongoing training and education for existing employees. A focus will be placed on ensuring that all local and state regulations are followed at all times. Employee training materials will be updated regularly when the laws or regulations have changed. Upon hire, each staff member will be required to undergo a two-week classroom training by management and outside training professionals. Classroom training will include live exercises for Sales Associates to learn how to interact properly with customers and how to address common scenarios that may occur in their position. In addition, Everything Cannabis will supplement classroom training with online instructional videos. Each new hire will receive a unique login. Training will be divided into modules, with short quizzes following each module. At the end of the training, a comprehensive exam of the cumulative material will be administered. An 80% passing grade will be required for all staff members. This online system will be able to track the progress of each staff member and notify the GM of the progress and performance in each exam. It will also notify when refreshment courses are due. The GM will ensure that every employee goes through this program upon onboarding, annually, and when regulatory changes occur. Once refresher courses are taken, the next course shall be completed no later than a year after completion. Everything Cannabis will ensure that no employee begins or returns to work who has not successfully completed the required onboarding training, and mandatory annual continuing-education training every 12 months. Trainers will better be able to gauge the effectiveness of training and the comprehension of employees during simulations that mimic on-the-job scenarios. Written tests and simulations will be created to give employees the chance to work through potential operational situations. Only employees who demonstrate a thorough understanding of the applicable standard operating procedures, laws, regulations, and job duties will be awarded positions in the Company. New hires will be considered provisional or probationary until these hurdles have been cleared. 2.3FRESNO SALES TRAINING PROGRAM TRAINING RECORDS All employees involved in face-to-face sales of cannabis, cannabis products, management of stores, or inventory will undergo a minimum of two hours of training on legal requirements and best practices for cannabis retailing using a curriculum approved by the City of Fresno. The training will include hazards associated with cannabis use, including, but not limited to: • Hazards of use during pregnancy and lactation. • Motor vehicle use. • Cognitive effects and mental illness. • Safe and appropriate dosages, especially for initial use. • Delayed effects of edible cannabis products. • Hazards of early initiation and of intensive use by youth. • Storage to protect children and smoke-free air provisions. Everything Cannabis trains its employees to treat compliance with the utmost importance and to highlight any deficiencies in procedures and/or make suggestions for improvement to management. Everything Cannabis will maintain an open dialogue and line of communication with employees to listen to and fully vet any concerns or complaints, identify areas where compliance may be in question, and to provide internal auditing to spot potential instances of diversion or theft of cannabis products or cash. Since employee grievances are often an indicator of larger problems within a business, Company management and owners will take employee feedback seriously and will plan actionable responses accordingly. As necessary and required, the Company will work with its outside legal counsel to assist with implementing and devising compliance protocols and paradigms. They will also assist in ensuring the Company is aware of any updates to state or local regulations that could impact the Company’s business or that would require a change in policies or procedures. The Company will retain training records evidencing compliance with FMC training require- ments. These records will include: • An annual confirmation by the cannabis facility operator that the employee has received and understands all information and training provided in the training program. • • A list of all employees at the premises, including, at minimum, name and job duties of each. • • Documentation of training topics and dates of training completion for all employees. • • Training topics and dates of refresher training completion for all employees. • • The signature of the employee and the cannabis facility operator verifying receipt and understanding of each training or refresher training completed by the employee. • • Any official documentation attesting to the successful completion of required training by the employee. 2.3CONTINUING EDUCATION It is critical to the success of Everything Cannabis to foster a culture that encourages and supports the professional development of its employees. Our employees’ professional devel- opment should be an ongoing process to ensure they stay current in their fields and prepare for future challenges. Planning for continuous professional development must be tied to the employee’s performance plan and career goals. Everything Cannabis’s objective is to develop employees through a wide variety of progressive and efficient training programs and training resources to improve their knowledge, skills, and abilities and help them advance in their career. Everything Cannabis believes that training and development are integral components of work performance and are inherently tied to our vision, mission, and strategic priorities. It is the responsibility of the supervisor and the employee, working in partnership, to determine the work goals and training needs for each employee. Each Personal/Professional Development Plan is uniquely tailored to the needs of the individual and the Company. It is a personal action plan, jointly agreed upon by the employee and the supervisor, which identifies short and long-term employee goals. It also identifies the training and other developmental experiences needed to achieve those goals for the benefit of the Company. This plan is designed to be continuous in nature. That means that employees and supervisors don’t need to attempt to cram training and professional development opportunities into one year. It’s important to note that not all learning happens in a classroom and learning processes can be non-linear. Learning can be as simple as a supervisor observing an employee performing a task and offering suggestions on how to improve that performance (e.g. On-The-Job Training). It can occur during staff, one-on-one, and performance feedback meetings, or reading an article in a professional periodical and putting the concepts learned to work on the job. We will be reaching out to local colleges and vocational schools for their instructors to teach relevant crash-courses at our facility. The classes would take place once every two weeks and cover subjects such as Microsoft Office and others that the employees may be interested in or find practical in their personal and professional lives. We believe the workforce development program gives employees a better chance of success at our company and also provides them with the tools they need to succeed in other ventures in the future. DESCRIBE THE COMMERCIAL CANNABIS BUSINESS PLAN TO RECRUIT INDIVIDUALS WHO MEET THE CRITERIA BELOW AND THE PERCENTAGE OF LOCAL EMPLOYEES IT HIRES: EMPLOYMENT. EACH APPLICANT SHALL BE REQUIRED TO HIRE INDIVIDUALS FOR A MINIMUM OF ONE-THIRD (1/3) OF THE TOTAL ANNUAL WORK HOURS PERFORMED AT THE BUSINESS WHO MEETS ONE OF THE FOLLOWING: (I)ANNUAL FAMILY INCOME BELOW 80% AMI; (II)CONVICTED FOR A CANNABIS RELATED CRIME THAT COULD HAVE BEEN PROSECUTED AS A MISDEMEANOR OR CITATION UNDER CURRENT STATE LAW; (III)LIVED IN A LOW TO MODERATE INCOME CENSUS TRACT IN THE CITY FOR A MINIMUM OF THREE (3) YEARS; (IV)VETERAN; OR (V)FORMER FOSTER HOME YOUTH WHO WAS IN FOSTER CARE AS A MINOR. (VI)UNEMPLOYED; OR (VII)RECEIVING PUBLIC ASSISTANCE.2.4CREATING EMPLOYMENTS AND OTHER BENEFITS Everything Cannabis recognizes the importance of having team members with diverse per- spectives and life experiences. Not only is this important to us from a social equity standpoint, but we believe it helps us create a healthier workplace and a better product that can be embraced by a wider audience. The ownership and management team come from diverse backgrounds and include women and People of Color. The Company intends to build on that foundation in its hiring practices to build a diverse staff that reflects the community at large in Fresno. Everything Cannabis rec- ognizes the opportunities afforded to it to sell cannabis products comes as an indirect result of sacrifices made by others, particularly those in the African American and Hispanic commu- nities. Accordingly, Everything Cannabis will do its part to prioritize offering employment and management opportunities to individuals previously disadvantaged by the cannabis laws or who have otherwise lived in poverty, or who the conventional job world does not find accept- able because of prior mistakes. Everything Cannabis has conceived of a plan to achieve this goal, as follows. First, EVERYTHING CANNABIS will, consistent with fair hiring practices, promote employment opportunities to disadvantaged individuals, such as veterans, transitioning homeless, the disabled, and those whose lives have been harmed by the failed War on Drugs. To do so, Everything Cannabis will circulate job opportunities to local nonprofits that work with the poor and those with cannabis convictions, including the Department of Probation for the County of Fresno and the courts of the Central District of California. Probation offices have lists of individuals with cannabis convictions and can promote job opportunities to qualified individuals who are on probation. There are those individuals, however, who may be restricted from accepting such employment by the terms of their supervised release or probation. Everything Cannabis will also coordinate our inclusive hiring efforts with the City of Fresno Departments of Human Resources and Human Services and Recreation who may have insight into where to target such job hiring efforts to attract candidates who need a second chance. As part of its hiring program, EVERYTHING CANNABIS will also institute a management training program, the purpose of which being to identify exceptional employees who merit promo- tion to management. This could be either at one of our retail stores, or in one of our affiliate businesses operated by Everything Cannabis owners. The management training program will provide a vehicle for all entry-level employees, including those from disadvantaged backgrounds, to participate in the management bonus pool (discussed below). Second, Everything Cannabis will provide legal assistance to its employees where appropriate. Bessma and Sarmad are already working with a criminal defense attorney to help our existing employees expunge prior misdemeanors involving cannabis under AB 1793. EVERYTHING CANNABIS will offer the same benefit, not only to current employees, but also to prospective employees who need to clear their criminal record as a pre-condition of employment. Everything Cannabis understands that we must walk the walk, using the resources available to us not just to understand the harmful effects of the failed War on Drugs, but to actively participate in counteracting the negative effects of it that are still harming our communities today. Third, Everything Cannabis will provide financial support to local non-profit organizations that assist the homeless, the mentally ill and those trying to get back on their feet after serving time in prison. Everything Cannabis recognizes that Fresno, like most of the state of California, is facing a housing shortage and a housing affordability crisis. This, coupled with the further economic devastation brought on by the COVID-19 pandemic, has resulted in increased homelessness. Everything Cannabis will do its part to mitigate those problems in Fresno, by providing financial support, job training, and employment opportunities to Fresno residents in need where possible and appropriate. Finally, Everything Cannabis will offer a 20% discount off stated retail prices to any customer who has a medical cannabis recommendation and can either demonstrate a financial hard- ship and inability to afford needed medicine (proof of enrollment in section 8 housing, medic- aid, SNAP, rental assistance, etc), or is a veteran of any branch of the United States military.2.4 2.4NON-DISCRIMINATION POLICIES EVERYTHING CANNABIS is an equal opportunity employer. We want to have the best available people in every position while also ensuring that the employees in our establishment look like the community they are serving. Company policy prohibits unlawful discrimination based on race, color, sex (including breast feeding and related medical conditions), religion, marital status, age, national origin, ancestry, citizenship status, uniformed service status, pregnancy, physical or mental ability/disability, protected medical condition, genetic information, gender identity, gender expression, sexual orientation, or any other protected status in accordance with all federal, state or local laws. Everything Cannabis is committed to complying with all applicable laws providing equal employment opportunities. This commitment applies to all persons involved in the operations of Everything Cannabis and prohibits unlawful discrimination by any employee of Everything Cannabis, including supervisors and co-workers. This policy extends to all aspects of our employment practices, including but not limited to, recruiting, hiring, discipline, firing, promoting, transferring, compensation, benefits, training, leaves of absence, and other terms and conditions of employment. If Everything Cannabis determines that unlawful discrimination and/or a violation of company policy has occurred, effective remedial action will be taken commensurate with the severity of the offense. Appropriate action will also be taken to deter any future discrimination, up to and including dismissal for any employee found to be responsible for unlawful discrimin ation. If an employee unintentionally engages in a more benign form of discrimination, while Everything Cannabis may not move to terminate the employee, we will act swiftly to provide education to the employee to ensure that the discriminatory behavior does not occur again. Everything Cannabis will not retaliate against an employee for filing a complaint and will not knowingly permit retaliation by management or co-workers. Everything Cannabis goal is for all employees to feel safe at work, and a robust whistleblower protection policy is an integral part of that. REQUESTS FOR ACCOMMODATION Everything Cannabis is committed to complying with the laws protecting qualified individuals with disabilities, as well as employees’ religious beliefs and observances. Everything Cannabis will provide reasonable accommodation for any known physical or mental disability of a qualified individual with a disability and/or employees’ religious beliefs and observances to the extent required by law, provided the requested accommodation does not create an undue hardship for Everything Cannabis and/or does not pose a direct threat to the health or safety of others in the workplace and/or to the individual. POLICY AGAINST UNLAWFUL HARASSMENT Everything Cannabis is committed to providing a work environment that is free of harassment of any kind. In furtherance of this commitment, Everything Cannabis strictly prohibits all forms of unlawful harassment, which includes harassment on the basis of race, religion, color, sex (including breast feeding and related medical conditions), gender identity, sexual orientation, national origin, ancestry, citizenship status, uniform service member status, marital status, pregnancy, age, protected medical condition, genetic information, disability or any other cat- egory protected by applicable state or federal law. DESCRIBE THE NUMBER OF EMPLOYEES, TITLE/POSITION AND THEIR RESPECTIVE RESPONSIBILITIES. REGULATORY COMPLIANCE Everything Cannabis recognizes that the commercial cannabis industry is subject to more local and state regulations than perhaps any other type of business. At the state level, regulations under the Medical and Adult Use Cannabis Regulation and Safety Act (MAUCRSA) are still evolving. The Company is keenly aware of the importance of monitoring changes to regulations by the Bureau of Cannabis Control (Title 16, California Code of Regulations (CCR) §§ 5000, et seq.) and evolving its practices to stay in compliance with those changes. Everything Cannabis will also ensure compliance with the City’s municipal code and any operating requirements, while operating under procedures that not only meet but exceed them. To do so, Everything Cannabis is implementing a number of different protocols. First, Everything Cannabis is creating a position for a Compliance Officer. The Compliance Officer will be charged with implementing compliant Standard Operating Procedures (SOPs) in conjunction with outside counsel, ensuring Everything Cannabis’s training programs incorporates these SOPs, and that each new hire is trained and tested on them. Second, Everything Cannabis is working very closely with experienced outside counsel to ensure that best compliance practices are followed. Everything Cannabis’ attorneys will prepare detailed compliance manuals that incorporate best practices with all state and local regulations applicable to retail storefront businesses. Third, Everything Cannabis attorneys will conduct routine audits of operations to ensure that compliance policies are being adhered to and provide regular updates to Everything Cannabis about any updates to regulations from the Bureau of Cannabis Control (BCC) impacting retail operations. Everything Cannabis’ attorneys will regularly review enforcement actions taken throughout the state by the BCC against other licensed operators that may impact Everything Cannabis’ business practices and convey that information to the Company. Finally, Everything Cannabis’ owners and attorneys are active in various industry forums and trade associations, and through that participation receive regular updates from other industry professionals about issues that affect regulatory compliance or areas not fully con- templated by the regulations. For example, these forums exchange information about product recall information and issues that are being studied by the BCC because of concerns raised by consumers or licensees. This avenue of information will further enable Everything Cannabis to fully comply with existing regulations and anticipate new ones that may be forthcoming.2.6 2.6INVOLVEMENT IN DAILY OPERATIONS MANAGERS: GENERAL MANAGER (1) Managers will be scheduled so that at least one is on duty during all business hours. One of the Managers will open or close the store. Managers will oversee day-to-day operations on the sales floor to ensure that the staff is following the Company’s operating procedures and properly representing the values of the Company. [Training Program Leader] will also lead the Company’s training program. Managers will serve as the first point of contact when there are any complaints from custom- ers. A Manager will monitor the retail sales area and ensure that customers are attended to in a timely fashion. THere will be several types of Managers at Everything Cannabis: The General Manager is the head of Everything Cannabis’ management team. The General Manager is ultimately responsible for Everything Cannabis’ compliance with state and local laws and regulations, and will work with the Compliance Officer and legal counsel to ensure that the Company remains compliant with all relevant regulations. The General Manager will consult with legal counsel to review and adapt Everything Cannabis operating procedures to ensure ongoing legal compliance and develop a training program for all employees. The General Manager will also interface with Everything Cannabis owners and report regularly regarding sales data, business operations, and compliance issues. Responsibilities of the General Manager include: • Approving purchases from suppliers and scheduling shipments from distributors. • HR issues; interviewing and hiring employees, conducting • Performance reviews of staff, addressing workplace disputes, and terminating • Employees when necessary. • Coordinating compliance with audit requests from state and local regulators. • Approving payroll and accounting reports (sales and expense reports). • Ensuring that the retail floor is adequately staffed at all times; • Preventing an excessive number of customers from congregating on the retail floor or waiting area; • Ensuring cannabis products are properly accounted for and match inventory records at the end of the day or their shift; and • Reporting any discrepancy in inventory and other relevant incidents to the GM. 2.6ASSISTANT MANAGERS (2) FRONT DESK ASSOCIATE (3) SALES ASSOCIATES (18) Everything Cannabis will employ multiple Assistant Managers as part of its management team. Assistant Managers will be scheduled so that at least one is on duty during all business hours. One of the Assistant Managers will open or close the store. Assistant Managers will oversee day-to-day operations on the sales floor to ensure that the staff is following the Company’s operating procedures and properly representing the values of the Company. During their respective shifts, Assistant Managers are responsible for the following (assuming the role is not at the time being undertaken by a general manager): • Ensuring that the retail floor is adequately staffed. • Preventing an excessive number of customers from congregating on the retail floor or in the waiting area. • Ensuring that cannabis products are properly accounted for and match inventory records at the end of the day or their shift. • Reporting any discrepancy in inventory and other relevant incidents to the General Manager. The Front Desk Associate is the first point of contact for customers and will be responsible for verifying the age and identity of each customer prior to granting them entry to the Retail Area. When customers enter the store, they will be greeted by the Front Desk Associate and asked to present their government photo-identification. The Front Desk Associate will provide edu- cational materials to the customer regarding cannabis products. Additionally, the Front Desk Associate will give the following admonitions to each customer: • 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; • Secondary sale, barter, or distribution of cannabis or cannabis products purchased from Everything Cannabis is a crime and can lead to arrest; • Patrons must immediately leave the premises and may not consume cannabis or cannabis products until at home or in an equivalent private location. Sales Associates are the staff that will interact with customers and complete their sales trans- actions. Since Sales Associates are the face of the Company and will be tasked with creating an educational and enjoyable customer experience, it is imperative that they are professional, knowledgeable, friendly and trustworthy. Sales Associates must complete Everything Canna- bis’training program to ensure that they are knowledgeable about products, dosages, usage, and compliance with state and local regulations in addition to being skilled in providing high quality customer service. 2.6PICKERS (3) DELIVERY DRIVERS (6) Pickers are responsible for pulling and fulfilling delivery order requests from customers. When a delivery request is received, the Coordinator will assign the request to a Picker. The Picker is responsible for: • Maintaining order in the inventory storage and delivery prep areas; • Retrieving the requested products from the secure storage area and ensuring that the items placed in the order match the items requested by the customer; • Visually inspecting the packaging and labeling to make sure there are no visual problems with the product or signs of deterioration, and that none have expired or passed the “best by” date; • Preparing the delivery order for loading into the Delivery Vehicle. Delivery Drivers physically deliver the ordered cannabis products to the end-consumer. Their responsibilities include: • Inspecting the delivery vehicle for adequate fuel, functioning indicators, and proper doc- umentation prior to each delivery and ensuring GPS devices are functioning; • Ensuring the correct products are included with each order when loading the delivery vehicle and that the delivery manifest accurately reflects the products in the vehicle; • Loading all products inside the locked, secure box of the delivery vehicle and that none is visible from the exterior; • Verifying the identification of the customer and exchanging all required documentation for the delivery transaction. LEGAL COUNSEL / COMPLIANCE OFFICER The Compliance Officer is responsible for the Company’s compliance with state and local reg- ulations, including inventory management and compliance with track and trace procedures. Additionally, the Compliance Officer will ensure that the Company is compliant with its inter- nal operating procedures. Responsibilities of the Compliance Officer include: • Developing and implementing the Company’s training program. • Onboarding new hires with Everything Cannabis training program. • Interfacing with legal counsel to update management with regulatory changes. • Serving as Everything Cannabis’ Track and Trace Account Administrator (other authorized users will include managers and staff as needed). OUTSIDE PROFESSIONALS 2.6INFORMATION TECHNOLOGY (IT) SECURITY SECURITY MANAGER The Company will hire an experienced third-party contractor to provide IT maintenance including software registration, security patches, malicious software prevention, account management, security status, and network access monitoring, disposal and redeployment, employee IT security training, and vulnerability assessments. The Company will ensure that all employee passwords for software and network access must be changed every six (6) months. The Security Manager will be responsible for developing and maintaining the Company‘s se- curity policies for the physical premises, operations, and storage of digital records. The Securi- ty Manager will work with the General Manager to create and oversee crisis and emergency management practices and develop policies, procedures, and programs designed to enhance the safety and security of all employees, customers, and management. The Security Manager will also develop and maintain collaborative relationships with local law enforcement and safety agencies, as may be requested by the City. SECURITY GUARDS As part of its comprehensive security plan,Everything Cannabis will utilize a local private security company to provide on-site, uniformed security guards. Additional details regarding Everything Cannabis’s security guards are located in the Security Plan. The on-site security guards shall be present 24 hours per day or during hours required by The City of Fresno and will maintain a strong working relationship with local law enforcement. A security guard will be present inside the retail area of the business at all operating hours. A second security guard may also be stationed outside the business and will do regular rounds of the exterior of the business premises to deter, prevent, and if necessary, stop criminal activity. All security guards will be licensed by all required regulatory agencies. PROVIDE A WORKFORCE PLAN THAT INCLUDES AT A MINIMUM THE FOLLOWING PROVISIONS: The City of Fresno has a longstanding tradition of supporting local hiring, and that’s another reason why cannabis legalization can be beneficial to Fresno residents. Everything Cannabis will maintain 30% of Everything Cannabis’payroll with Fresno resident employee hours. Moreover, whenever possible, Everything Cannabis will utilize Fresno businesses and contractors in connection with business operations, further facilitating local hiring and utilization of local business to stimulate the Fresno economy. First, Everything Cannabis will conduct local outreach to identify and register local businesses and residents for job referrals, including NAACP, Women at Work, and the Fresno Chamber of Commerce. Second, Everything Cannabis will identify and promote procurement and contracting opportunities for local businesses and hiring opportunities for Fresno residents. Third, without compromising quality or meritocracy, the Company will prioritize employment applications from Fresno residents as much as possible. Everything Cannabis is aware of job fairs and other such events and will participate in these in order to attract quality local talent for employment at the Company. Everything Cannabis will track its progress in local hiring and utilization of local contractors and make that data available to the City and public. We are committed to offering apprenticeship programs and access to funds to offset tuition costs for any qualifying employee who wishes to further their education in a field related to cannabis. As a company that is expressly dedicated to the growth of its employees, we are prepared to offer up to per year to any employee interested in investing in their edu- cation in order to develop a professional career in any arena of the commercial or not-for-profit cannabis space. In order to earn this benefit, a qualifying employee must have at least one year of continual, full-time service to the Compa- ny and must present an educational plan to the General Manager that will inform manage- ment of how the employee plans to allocate their annual award.2.82.8.1. COMMITMENT FOR 30% OF EMPLOYEES TO BE LOCAL HIRES; THE BUSINESS MUST SHOW THAT IT HAS EITHER HIRED OR MADE A GOOD FAITH EFFORT TO HIRE BONA FIDE RESIDENTS OF FRESNO WHO HAVE NOT ESTABLISHED RESIDENCY AFTER THE SUBMISSION OF AN APPLICATION FOR EMPLOYMENT WITH THE APPLICANT/PERMITTEE. 2.8.2. COMMITMENT TO OFFER APPRENTICESHIPS AND/OR COMPENSATION FOR CON- TINUING EDUCATION IN THE FIELD; SPONSORED EDUCATIONAL ADVANCEMENT FOR EMPLOYEES AT [COMPANY NAME] Employees will go through rigorous training and orientation protocols when first hired at [Company Name] to ensure they understand compliance regulations and company policies at large. Since they will be expected to understand and operationalize a large volume of infor- mation, it is normal that over the course of years of employment, there may be slippage in the retention of this vital information. That is why each employee will be required to do a yearly refresher course to remind them of their roles and responsibilities at the Company and to bring them up to speed on anything new that was not explained to them when they were first hired. This will be at the core of the continuing education program at [Company Name]. Online mod- ules followed by brief but comprehensive quizzes will be the way that [Company Name] keeps all of its employees up to date on both compliance and customer satisfaction expectations. Refresher courses will be used proactively, as mentioned, on a yearly basis, but will also be used to remediate any lapses in conduct that display a lack of comprehension of employee expectations, if the need arises. Everything Cannabis believes that every worker has a right to compensation that is sufficient to meet basic needs and provide some discretionary income. We are committed to ensuring that fair labor practices and safe working conditions are upheld compensation and the devel- opment of publicly disclosed fair compensation strategies. Everything Cannabis commitment to paying their employees a Living Wage means that they recognize that paying this rate is the mark of a responsible employer, and that a hard day’s work deserves a fair day’s pay. Hourly wages at Everything Cannabis start at $ per hour, which is higher than the $12 per hour minimum wage Fresno holds. Funding through this program will be conditional on the successful completion of the program and all aspects of the educational plan. Funds used through this program will be paid directly to an accredited institution of higher education on behalf of the qualifying employee. While a year’s service to the Company is a pre-condition to access this program, a qualifying employee will be allowed to drop to part-time employment while completing their Company-subsidized educational plan. All educational plans submitted by employees are subject to review and scrutiny by management. To support participating employees in the pursuit of their educational development, the Company will provide on-site facilities on the CCB premises for the employee to study, participate in online classes (if applicable), access high-speed internet if not available to the employee at home, print, and do anything neces- sary to assist in the successful completion of the academic plan.2.82.8.3. COMMITMENT TO PAY A LIVING WAGE TO ITS EMPLOYEES. CONTINUING EDUCATION FOR CURRENT EMPLOYEES: 3.1 DESCRIBE HOW THE CCB WILL PROACTIVELY ADDRESS AND RESPOND TO COMPLAINTS RELATED TO NOISE, LIGHT, ODOR, LITTER, VEHICLES, AND PEDESTRIAN TRAFFIC. 3.2 DESCRIBE HOW THE CCB WILL BE MANAGED TO AVOID BECOMING A NUISANCE OR HAVING IMPACTS ON ITS NEIGHBORS AND THE SURROUNDING COMMUNITY. 3.3 DESCRIBE ODOR MITIGATION PRACTICES. 3.4 IDENTIFY POTENTIAL SOURCES OF ODOR. 3.5 DESCRIBE ODOR CONTROL DEVICES AND TECHNIQUES EMPLOYED TO ENSURE THAT ODORS FROM CANNABIS ARE NOT DETECTABLE BEYOND THE PERMITTED PREMISES. 3.6 DESCRIBE ALL PROPOSED STAFF ODOR TRAINING AND SYSTEM MAINTENANCE. 3.7 DESCRIBE THE WASTE MANAGEMENT PLAN.TABLE OF CONTENTS DESCRIBE HOW THE CCB WILL PROACTIVELY ADDRESS AND RESPOND TO COMPLAINTS RELATED TO NOISE, LIGHT, ODOR, LITTER, VEHICLES, AND PEDESTRIAN TRAFFIC.3.1If Neighbors, customers or other community stakeholders would like to submit a complaint or a question, they will be able to contact our Community Relations Manager. This individual’s contact information will be publicly available on the front door of the store. Any potential complainant can also simply walk into our store to discuss the issue with a member of our staff who will promptly pass the information along to the Community Relations Manager. Every complaint or question will be documented with the contact information for the complainant, unless the complainant prefers to remain anonymous and understands that in this case, our staff will not be able to follow up with them. Logging the contact information of all non-anonymous complainants will allow our team to have an ongoing dialogue with the complainant to ensure that the issue is rectified in a way that is satisfactory to the complainant. We will log the reason for the complaint, the time and day when the event which is the source of the complaint occurred, the location of the individual making the complaint when the event occurred, the name of the employee who spoke to the complainant and whether the event was resolved on the same day that the complaint was filed. We will also set a last-possible follow-up date with the complainant to give them assurances that someone will be in contact with them within a guaranteed timeframe of making their complaint. This in-depth recording system will allow our company to keep accountability for rectifying all complaints and ensure that no complaints slip through the cracks or go unresolved for prolonged periods of time. If the issue remains unsolved or unmitigated after one week of it being received, the issue will immediately be escalated and become the responsibility of the General Manager to resolve and communicate updates to the complainant. The complaint form and all other subsequent communications with the complainant will be saved in our files and accessible upon request for at least 7 years. NOISE MANAGEMENT Our store will not emanate noise outside of its walls which are in excess of 60 decibels. To achieve this, Applicant (1) will not utilize exterior speakers to broadcast music or to make announcements, (2) will not play music or other amplified noises (other than announcements) inside at any time, (3) will not have windows and doors open during operating hours, (4) will build out its stores with substantial physical soundproofing as a courtesy to retail neighbors and (5) will have security patrol the perimeter to ensure noise is not detectable outside the premise. This will be a stated aspect of the roles of the security patrol officers. NOISE RESPONSE If a noise complaint is received, the General Manager will have the complainant guide him or her to the area where the noise can be heard outside. If the complaint is via email or tele- phone, the person receiving the complaint will request an exact location where the sound was detected. If a noise can be detected, the General Manager will first utilize the decibel meter to find out the exact decibel level of the noise. While the law only requires that the sound be under 60 decibels, the General Manager will still attempt to pinpoint the source of the sound and will take all measures to reduce the noise even if the noise registers at less than 60 deci- bels. Closing an open door or window, purchasing insulation materials to reduce noise ema- nating outside and moving the activity creating the noise further away from the interior walls are some of the methods used to mitigate the detected noise. ODOR MANAGEMENT Applicant will utilize one of the most comprehensive odor control programs in the industry, which is more fully described under Odor Control Plan. For example, Applicant will install car- bon filters on its premises to purify the air and employees will regularly monitor the lifespan of filters and replace them as necessary to ensure the system is working to its full efficacy. Applicant will also utilize a negative air pressure system so that air is only disbursed out of the building after it has been cleaned by our carbon filtration system. Moreover, Applicant will retain an environmental engineer to take responsibility for maintenance of its carbon filter system. In addition, Applicant will only accept and sell pre-packaged cannabis goods. It will neither package cannabis goods on-site nor allow any consumption of cannabis goods on-site. The lack of raw packaging and consumption will substantially reduce odor emission. Our external security guard will notify the store employees immediately of any odor detected outside and will also be vigilant to ensure no one is ingesting cannabis or removing pre-pack- aged cannabis from its sealed packaging inside or outside of our store. ODOR RESPONSE Any time odor is detected outside or the store receives a complaint, an investigation will then be conducted to identify the area the odor was detected, the description and strength of the odor detected, the date and time where the odor was detected, the direction of the wind at the time of detection, and whether the employee can also detect the smell reported upon. This investigation will be logged into our system: • If the source of the odor is due to a malfunction of an odor control or air quality manage- ment system, a maintenance team will be immediately deployed to address the issue. Fol- lowing repair, the site manager, maintenance specialist, and facility team will further test the system to verify if the problem has been resolved prior to continuing operations. • f the source of the odor is due to a client violating the non-smoking policy, the client will be reminded of the smoking restriction within the lot vicinity and will be asked to leave by security personnel or by the site manager. Repeated offenses can/will result in a prohibi- tion from future product purchases and site visits. • If the source of the odor is due to an employee violating the non-smoking policy within the lot vicinity, they will be subjected to disciplinary action that can lead to termination. • Everything Cannabis will also work with the California Bureau of Cannabis Control (the Bureau) if a formal complaint regarding odor has been filed through its website. They will update the Bureau regularly regarding the status of the resolution. After addressing the problem, Everything Cannabis will initiate a staff meeting to discuss the resolved issue and how to prevent future episodes of the incident from reoccurring. The topics explored in this discussion will be included in all future training programs for new hires, in addition to scheduled staff meetings.3.1 VEHICLE TRAFFIC MANAGEMENT To proactively manage traffic, Applicant has selected a location with 67 shared parking spots. Additionally, the property has two points of ingress and egress from Kings Canyon Rd and one through South Maple Ave. Thus, any dispensary-related increase in traffic will be negligible in comparison to the overall traffic flow. Second, the abundant parking means that customers will have ample access to parking and will not need to park on any of the streets. VEHICLE TRAFFIC RESPONSE To the extent parking becomes problematic (which is very unlikely), Applicant will engage parking attendants. This will ensure order and efficiency in the parking lot and reduce the chance of congestion or overfill from the parking lot. Finally, Applicant may offer discounts to customers during non-peak hours and discounts to customers who pre-order their products for pickup. This will encourage customers to access the store when it is less busy. PEDESTRIAN TRAFFIC RESPONSE If the line to get into the store becomes disorganized to the point of affecting pedestrian traffic, an additional employee will be stationed in the parking lot to ensure that the line does not spill out into the street. Applicant may also offer discounts to customers during non-peak hours and discounts to customers who pre-order their products for pickup to avoid the lines becoming too long. LITTER CONTROL Outdoor trash receptacles will be placed near the entrances and exit of the dispensary, and along the parking lot. The dispensary shall be continuously maintained in a safe, clean, and orderly condition with twice daily litter pick-up around the dispensary, the shared parking lot and adjoining sidewalks. Such litter pick-up shall include inspections for graffiti, which shall be removed within 24 hours of detection. GENERAL We believe that communication, transparency and empathy are the best ways to maintain a good relationship with the community in which we operate, and fits with our mission to be the best of neighbors. Our past open house and future open houses provide us an opportunity to listen to concerns and issues the community may have and to act proactively or respond to such concerns or issues. To further cement our commitment to be considerate neighbors, we will also create a “Good Neighbor Policy” as we have done in all our other operations. The Good Neighbor Policy will be posted in our lobby and will set forth expectations from all of our employees and customers on ways to minimize any negative effect from our store. It will, among other things, state that no drug or alcohol use will ever be permitted on-site, all employees will treat every customer or concerned citizen with respect, and all employees will take every complaint seriously and properly document and notify management of each complaint. Our commitment to being a good neighbor will be supported by our standard operating procedures described above on preventing noise, light, odor and traffic and also responding to any complaints of such incidents. In coordination with other businesses and neighbors, we strongly believe we can rejuvenate this community 3.1 RESPONSIVENESS The dispensary will have a 24-hour community liaison, whose telephone number and e-mail address will be prominently posted on the outside of the facility. The team will also monitor a general e-mail address. The goal of this program is to respond to community concerns so issues can be resolved without city intervention. OPEN, CLEAR, AND FREQUENT COMMUNICATION The dispensary will be dedicated to open, honest, and frequent communication with its neighbors. It will provide multiple channels to communicate with the Fresno public to ensure opportunities for community input, such as community meetings with stakeholders and door-to-door canvassing. Everything Cannabis website will be updated regularly and frequently and social media pages (Facebook, Instagram, Yelp) will be monitored closely to address all complaints.3.1 DESCRIBE HOW THE CCB WILL BE MANAGED TO AVOID BECOMING A NUISANCE OR HAVING IMPACTS ON ITS NEIGHBORS AND THE SURROUNDING COMMUNITY. We will start by initiating an open line of communication with the community at large. As any good neighbor, it is critical that the CCB be approachable and accessible to be able to quickly rectify any issue that may arise. We will have a commitment to being the picture of good neighbors. For example, going personally to every neighboring business in order to present ourselves, inviting neighbors to an open house to address any questions and concerns, and leaving collateral in the neighborhood with our contact information are among the courtesies that can be expected of us in our efforts to be neighborly. Overall, Everything Cannabis policy will focus on proactive than reactive strategies to inhibit all odor-related incidents from occurring. All staff members will be thoroughly trained on how to respond to public complaints regarding odor, in addition to effectively resolving the issue within policy and regulation guidelines. Complaint records will be retained for a minimum of seven (7) years per BPC §26160(b) and will include the following information: • Detailed information about complainant’s odor nuisance experience. • Date of the complaint and the name, address, and telephone number of the complainant, if available. • • Identification of personnel involved with documenting, reviewing, and investigating complaints, in addition to management personnel involved with making decisions about a follow-up action. • • Findings of the investigation and follow-up action taken when the investigation is per- formed. • • Response to the complainant, if applicable.3.2 Additionally, the Company will adapt the following practices: • Signage inside and around the property will alert customers that cigarette smoking, and smoking or consuming cannabis on the premises or in adjacent areas, is prohibited per local and state law. • • Volatile Organic Compounds (VOCs) are organic chemical compounds that can off-gas from certain products and can adversely affect the environment and human health. Whenever possible, low VOC-emitting building supplies, furnishings, wall coverings, and office equipment will be used in the facility. Non-toxic, low VOC-emitting cleaning supplies (preferably organic) will be used to clean the facility. • • Non-toxic (preferably organic) biocides will be used for pest control, if necessary, as a component of Integrated Pest Management. • • Radon, carbon monoxide, and smoke detectors will be installed in the facility. The detectors will be tested regularly according to the manufacturers’ recommendations and, if applicable, their batteries will be changed on a regular basis. • • Everything Cannabis will install naturally fragrant-generating materials (like flowers, plants, etc) around the store that will appear decorative but will also aid in odor mitigation. • • Dispensary will be well-maintained to ensure all listed practices are being kept up. • • Only sealed, prepackaged products will be sold, and inventory will be maintained using a “Just-InTime” inventory management system to ensure that the lowest possible stock levels are held. • • Any cannabis products discovered to have been broken, torn, or otherwise unsealed will be immediately removed from circulation, placed into an independent, vacuum-sealed container and moved to a separately enclosed section in a secure storage area. • • An Air Quality System is only as good as the team that maintains it. Support from on-site staff in addition to regular HVAC servicing and manufacturer support is paramount to maintaining clean air. • • Creating even a slight negative pressure in a ventilated room will nearly double the effi- ciency and effectiveness of a traditional ventilation system. Everything Cannabis will be installing such systems to its dispensary as described below.3.3 IDENTIFY POTENTIAL SOURCES OF ODOR. We will spare no effort or expense to avoid producing nuisance odors in our community as part of our commitment to being the picture of good neighbors. The odor generated by a collection of cannabis in one place is created by the accumulation of aromatic terpenes from the plants’ essential oils that are released as part of the natural decomposition and oxidation of cannabis compounds. These odoriferous molecules are strong, last long, and travel far if not properly controlled and these aromatic compounds certainly have no place outside of a cannabis business. Smells emanating from cannabis products being stored and handled on commercial cannabis premises will negatively impact surrounding areas if comprehensive and proactive measures are not taken by the business operator. Cultivators and distributors that handle very large volumes of cannabis have the steepest hill to climb when attempting to mitigate cannabis odor. These businesses require proper planning and investment in the latest technology, and a robust air-quality control and odor elimination plan. Given that retail cannabis stores are in our neighborhoods, so close to places where the public congregates, robust mitigation measures must be instituted. Identifying the source of odors is the initial step. For a retail cannabis store, there are two main sources of cannabis odor in the business; the product on the sales floor and the product contained in the secure product storage area. Although all of these products are packaged in air-tight containers, properly sealed, and kept at the minimum possible stock levels, cannabis compounds can still be detected by a human nose because of the intensity and profile of the terpenes.3.4 DESCRIBE ODOR CONTROL DEVICES AND TECHNIQUES EMPLOYED TO ENSURE THAT ODORS FROM CANNABIS ARE NOT DETECTABLE BEYOND THE PERMITTED PREMISES. Cannabis flower is the only product that we will carry at our facilities that will have the potential to have a strong odor since the edibles, oils, tinctures and other products do not emanate nearly the same smell. Please read on for more information about the odor control devices and techniques we will use to keep nuisance odors to a minimum in our community. The inventory room and retail floor will be the only places where the flower will be kept. The inventory team, product team and the sales associates will regularly ensure that all jars that the flower is sold in are properly sealed so as not to emanate any smell. No raw flower will ever be packaged or unpackaged at the store, it was always arrive at the store fully packaged and security will ensure that customers do not remove packaged items they purchase from the store until they have vacated our premises. In addition to ensuring that all flower jars and packaging are sealed, applicant will employ the following: NEGATIVE AIR PRESSURE The exhaust system will put the store under negative pressure so that any odors generated inside the business travel up through the HVAC system instead of out of any doors or windows. Such air will first go through carbon filtration and then be discharged via a high velocity outlet to eject the exhaust up and away from any neighbors or pedestrian traffic. AIR DESIGN The facility shall have no operable windows and will be kept locked and sealed at all times. All doors shall be sealed with proper weather stripping, keeping circulating and filtered air inside the facility and preventing any “leaks” outside. ODOR NEUTRALIZATION When inventory shipments are received and are being taken into the inventory room or storage room, Applicant will utilize odor-neutralizing materials such as enzymatic catalysts which can degrade odorous compounds. These materials will be applied to surface areas throughout the store to reduce the risk of any odors.3.5 NO ON-SITE CONSUMPTION The consumption of cannabis products of any kind inside the facility, inside the parking lot or around the perimeter of the store will be strictly prohibited and this policy will be vigilantly enforced by on-site security. In addition to the “NO CONSUMPTION” signs which will be conspicuously posted, the security guards will patrol the exterior to ensure that no customer is consuming cannabis inside or outside of the store EMPLOYEE/CONTRACTOR ACTIVITIES AND FREQUENCY OF ACTIVITIES An HVAC engineer will be retained during the buildout process to ensure that the HVAC system and the carbon filters are properly installed. The HVAC engineer will be scheduled to perform maintenance and check the HVAC system every 6 months. The GM will be responsible for keeping track of when the carbon filters were last replaced so that new ones are installed every 6 months or sooner if odors are detected. Every morning prior to store opening and every night after the store has closed, a retail associate shall be responsible for checking that all doors are properly closed so that no air is emanating from inside the store. Inventory associates are also responsible for checking the jars and packages of raw flower every morning prior to opening to confirm that they are properly sealed with no smell escaping. All employees will be trained to look out for any odors from the store every time they enter and exit the retail store. Our security guard responsible for the exterior of the building will also be trained to walk the perimeter every hour and report any odors which can be detected outside. ADMINISTRATIVE CONTROLS 1. Staff Training: Applicant will train employees on how to detect, prevent, and remediate odor outside its facility. Employees who detect any odors or are made aware of any odors are trained to: a. investigate the likely source of the odor, b. take steps to reduce the source of the odor such as by disposing of any flower jars which are not sealed, c. determine if the odor traveled offsite by surveying the perimeter and the wind patterns and d. documenting the event in our Odor Detection Form. Odor detection forms are also utilized anytime a customer or a neighbor detects odor and re- cords the date and time of the detection, the source, weather conditions and how the source of the odor was located and remediated. If the source of the smell cannot be resolved by the General Manager of the store within 24 hours of the detection, an HVAC engineer or other outside expert will be retained immediately to resolve the issue. Odor Detection Forms will be kept on file for 7 years.3.5 HVAC AND FILTRATION SYSTEMS As mentioned above, the Company will install comprehensive HVAC and air filtration systems. The filtration system uses a combination of anti-bacterial, high-efficiency particulate air (HEPA); an activated carbon filter with a germicidal UV lamp that kills microorganisms; and an ionizer (see image below). The combination results in an exhaust air filtration system with odor control that prevents internal odors from being emitted externally. Additionally, by only stock- ing fully packaged, labeled, and sealed cannabis products, the Company will further prevent any noxious odors from being emitted from the premises. M130 Vapor Phase Unit (“M130 Unit”) from OMI Industries in combination with the Fresh Wave® IAQ odor eliminating solution, will prevent odors from permeating the facility or its surrounds. The M130 Unit allows for cost-effective and efficient application of odor eliminating solutions by destroying odors at the molecular level, disbursing sub-micron molecules of the solution into the air, and allowing the droplets to make contact with a larger surface area to maximize odor elimination from the ambient air, furniture, and other facility surfaces. This compact system is similar in function to the much larger 275 gallon Byers Scientific industrial CNB 100 Deodorizer that eliminates odors for 120,000 square feet of Calyx’s Santa Barbara cultivation facility. The Fresh Wave® IAQ CNB-100 odor elimination solution is a cannabis-specific solu- tion that uses a proprietary blend of plant oils, food-grade surfactants, and water. Eschewing the use of VOCs, alcohol, fragrances or other harmful substances, this system has earned the Safer Choice recognition from the EPA for its use of safe and environmentally friendly ingredi- ents. Commonly used in full-scale greenhouse operations, this solution is more than adequate for a retail environment. Applicant will also install an exhaust air filtration system using High-Efficiency Particulate Air (“HEPA”) filters, which filter at least 99.97% of all airborne particles as small as .3 microns, along with 1-inch thick replaceable activated carbon filters for odor mitigation. This integrated filtration system will effectively remove airborne pollutants and any lingering odors or smells. This equipment will ensure that negative air pressure is maintained between the interior of the facility and external air by means of a coordinated exhaust and intake system, adding an additional layer of security that will prevent odor molecules from leaving the premises.3.5 DESCRIBE THE WASTE MANAGEMENT PLAN. EVERYTHING CANNABIS will dispose of cannabis waste in accordance with BCC regulations, Title 16, CCR § 5054. The Company will implement the following policies for cannabis waste: • Prior to disposal, cannabis and cannabis goods will be removed from any packaging or container. • The cannabis waste product will be rendered unusable, unrecoverable, and nonconsum- able and shall be disposed of in a manner that protects any portion of the cannabis from being possessed or ingested by any person or animal. • All steps taken to render the cannabis unusable will be conducted under video surveil- lance at the premises. • Inventory records and California Cannabis Track and Trace (CCTT) will be updated to re- flect any cannabis or cannabis products that are disposed of, the time of disposal, and the weight of the product. • Cannabis waste shall be stored in a limited access area, under video surveillance, and segregated from other cannabis goods. • The Company will use a licensed waste hauler to pick up cannabis waste from its facility. All cannabis and cannabis products the facility intends to render into waste shall be held on the premises in sequestration for a minimum of 72 hours. All garbage and refuse on the prem- ises shall be stored in nonabsorbent, water-tight, vector resistant, durable, easily cleanable, galvanized metal or heavy plastic containers with tight fitting lids. Everything Cannabis will contract a Cannabis Waste Company to provide and pick up the labeled and lockable con- tainers. During each collection, the Cannabis Waste Company will scan, weigh and record each container and input it into their system. Everything Cannabis will receive a digital man- ifest via email that has all the necessary details for track-and-trace to ensure the waste is being disposed of in accordance with all regulations. Additionally, all cannabis and cannabis products shall be rendered into cannabis waste be- fore removing the cannabis waste from the premises and shall be recorded on video, placed in the cannabis facility’s refuse bin, or trantsferred to a waste disposal facility approved by the State. All cannabis waste will be rendered unusable and unrecognizable by mixing, grinding, and incorporating the cannabis waste with a non-consumable material or by incorporating any nonhazardous compostable material so that the resulting mixture is at least 50 percent non-cannabis waste by volume. The facility will use the track-and-trace database and onsite documents to ensure the cannabis waste materials are identified, weighed, and tracked while on the facility premises, and when disposed of. WASTE MANAGEMENT PLAN 3.7 SECTION 5 SECURITY PLAN TABLE OF CONTENTS6.1 6.2 6.3 IN ADDITION TO THE LOCATION-RELATED DETAILS PROVIDED IN THE COMMERCIAL CANNABIS BUSINESS (CCB) APPLICATION (PAGES 1-7), THE APPLICATION SHALL INCLUDE A THOROUGH DESCRIPTION OF THE PROPOSED LOCATION, INCLUDING BUT NOT LIMITED TO THE OVERALL PROPERTY, BUILDING, AND FLOOR PLAN.DESCRIBE THE COMMERCIAL CANNABIS BUSINESS PLAN TO DEVELOP A PUBLIC HEALTH OUTREACH AND EDUCATIONAL PROGRAM THAT OUTLINES THE RISKS OF YOUTH USE OF CANNABIS AND THAT IDENTIFIES RESOURCES AVAILABLE TO YOUTH-RELATED TO DRUGS AND DRUG ADDICTION. THE APPLICATION SHALL INCLUDE AT LEAST ONE (1) PHOTOGRAPH OF THE FRONT (STREET SIDE) OF THE BUILDING OR STREET VIEW OF THE VACANT PARCEL. PREMISES (SITE) DIAGRAM FOR EACH PROPOSED LOCATION. IN ADDITION TO DIAGRAMS SUBMITTED FOR OTHER SECTIONS OF THE CCB APPLICATION, APPLICANTS ARE EXPECTED TO SUBMIT A PREMISE/SITE DIAGRAM THAT FOCUSES ON THE OVERALL PROPERTY, BUILDING. THIS DIAGRAM SHOULD SHOW THE OVERALL PARCEL AND ADJOINING OR NEIGHBORING BUILDINGS THAT MAY BE AFFECTED BY THE COMMERCIAL CANNABIS BUSINESS. PROPOSED INTERIOR FLOORPLAN LAYOUT The space contains everything needed for a successful and professional commercial cannabis business: a parking lot, waiting area equipped for socially-distant seating of waiting custom- ers; an open-concept retail area for customer browsing and sales; an ATM machine, and sub- stantial employee-only areas to handle the extensive non-public-facing aspect of the CCB. This includes: A reception and delivery preparation terminal, a climate-controlled storage area equipped to store all products not currently on display in the retail area, an employee restroom, an employee breakroom equipped with secure lockers for storage of employees’ personal items during shifts, and a back-management office adjacent to a staff conference room. In addition to the presence of on-site security, the entire property is surveilled by closed circuit security cameras at all times.6.1 • WAITING ROOM – The Waiting Room will facilitate customer check-in and waiting. Customers will enter and be greeted by the Front Desk Associate and have their identifi- cation scanned and verified. Customers will then wait while seated in the ample couches and chairs until their name is called to enter to the Retail Floor. • RETAIL FLOOR – The Retail Floor is where customers will be assisted with product selection and ultimately where the transactions take place. After a Sales Associate calls a customer’s name, the customer will enter the Retail Floor to be met by the Cannabis Edu- cator. The customer will receive one-on-one service the from the time he or she enters the Retail Area until leaving the area. • DELIVERY & ORDER FULFILLMENT– The Delivery & Order Fulfillment Area will be used to receive distribution vehicles and verify contents of shipments upon arrival. Addi- tionally, Pickers will prepare orders for delivery in this area where they will be retrieved by Delivery Drivers and placed in the delivery vehicle. • SECURE STORAGE – Cannabis and cannabis products will be held in a secure storage area dedicated to secure storage of inventory. Access to the area will be limited to em- ployees. • RESTROOMS – A restroom for staff and employees will be available adjacent to the Retail Area. • OFFICE – The Office will be used for secure storage of all cash and business records. Cash will be stored in the Drop Safe. Access to the Office will be restricted to manage- ment-level employees. Monitors for the surveillance system will also be placed on the wall of the Office, allowing management and security to monitor the entire business premises. PREMISES (SITE) DIAGRAM FOR EACH PROPOSED LOCATION. IN ADDITION TO DIAGRAMS SUBMITTED FOR OTHER SECTIONS OF THE CCB APPLICATION, APPLICANTS ARE EXPECTED TO SUBMIT A PREMISE/SITE DIAGRAM THAT FOCUSES ON THE OVERALL PROPERTY, BUILDING. THIS DIAGRAM SHOULD SHOW THE OVERALL PARCEL AND ADJOINING OR NEIGHBORING BUILDINGS THAT MAY BE AFFECTED BY THE COMMERCIAL CANNABIS BUSINESS.6.36.3.1. A PREMISE (SITE) DIAGRAM MUST BE ACCURATE, DIMENSIONED AND TO-SCALE (MINIMUM SCALE OF ¼”). THE DIAGRAM SHALL PROVIDE A DETAILED DESCRIPTION OF ALL AVAILABLE/SHARED PARKING SPACES, DRIVEWAY LOCATIONS, AND AUXILIARY BUILDINGS ON THE PARCEL. (BLUEPRINTS AND ENGINEERING SITE PLANS ARE NOT REQUIRED AT THIS POINT OF THE APPLICATION PROCESS. SECURITY FEATURES ARE NOT REQUIRED FOR THIS SECTION.) PLEASE REFER TO NEXT PAGE 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 November 25, 2020 Please reply to: Marisela Martínez (559) 621-8038 Luis Ituarte 844 S Magnolia Ave, 10 El Cajon, CA 92020 Dear Applicant: SUBJECT: ZONING INQUIRY NUMBER P20-04289 REQUESTING INFORMATION REGARDING CANNABIS RETAIL FOR PROPERTY LOCATED AT 4595 EAST KINGS CANYON ROAD #101(APN 461-284-28) Thank you for your inquiry regarding the allowance of new cannabis retail uses. The requested information about cannabis retail uses was analyzed using Article 27, Chapter 15 of the Fresno Municipal Code (FMC) of the City of Fresno. Please note, all research for this inquiry is based on existing land development of the subject property. If there are multiple buildings on the subject property, this research was based on the address provided in the request. This research does not take into effect of future development unless provided in your application request. With that, research of a proposed cannabis retail business on the subject property conveys the following: 1. All cannabis retail businesses must be located on property zoned DTN (Downtown Neighborhood), DTG (Downtown General), CMS (Commercial Main Street), CC (Commercial Community), CR (Commercial Regional), CG (Commercial General), CH (Commercial Highway), NMX (Neighborhood Mixed- Use), CMX (Corridor/Center Mixed-Use), RMX (Regional Mixed-Use), and must meet all of the requirements for development in these zones, including, but not limited to, parking, lighting, building materials, etc. The subject property is zoned CMX, which is one of the allowable zone districts for cannabis retail businesses. Development standards of the CMX zone district are available in Sections 15-1103, 15-1104, and 15-1105 of the FMC. The subject location meets the zone district requirement, per Section 15- 2739.B.1.a of the FMC, for a cannabis retail business. 2. All building(s) in which a cannabis retail business is located shall be no closer than 800 feet from any property boundary containing the following: (1) A cannabis retail business; (2) A school providing instruction for any grades pre- school through 12 (whether public, private, or charter, including pre-school, transitional kindergarten, and K-12); (3) A day care center licensed by the state Department of Social Services that is in existence at the time a complete Zoning Inquiry Application No. P20-04289 4595 East Kings Canyon Road #101 Page 2 November 25, 2020 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. 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 two cannabis retail businesses may be located in any one Council District. If more than 14 are ever authorized by Council (more than two per Council District), they shall be dispersed evenly by Council District. The subject property is in Council District 7. There are currently no cannabis retail businesses located in Council District 7. 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 559-621-8038 or at Marisela.Martinez@fresno.gov. Cordially, Marisela Martínez, Planner I Development Services Division Planning and Development Department