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FREE Webinar, February 28th: Distressed Cannabis Businesses

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The cannabis industry is under pressure. Difficult conditions have caused many cannabis businesses to grapple with layoffs, reorganization, litigation, dissolution, and even liquidation. These tough conditions arise from a variety of regulatory and macroeconomic factors, and they affect businesses large and small, along with their stakeholders.

Please join Harris Bricken lawyers Hilary Bricken (Los Angeles), Griffen Thorne (Los Angeles), Ethan Minkin (Phoenix), and Vince Sliwoski (Portland) for a free, hour-long webinar on Tuesday, February 28th at 1 pm ET / 10 am PT for a discussion about the depressed cannabis market and what cannabis businesses can do about it.

These experienced cannabis business lawyers will discuss, among other topics:

Current trends in the U.S. cannabis economy Insolvency options for failing cannabis businesses M&A in the distresses business context State-level regulatory issues for failing cannabis businesses Collections and litigation issues

Please submit any questions you would like the presenters to address at the time of registration. The panel will also take questions on a live-feed basis throughout the presentation.

Register Here

Hang in there! See you soon.

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Happy Holidays from The Canna Law Blog

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Wishing all of our readers, along with friends and families, the very best this holiday season.

Whether you celebrate Hanukkah, Christmas, Kwanzaa, Winter Solstice, Festivus, or something else, we hope you can kick back and enjoy this wonderful time of the year.

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How Important is the SAFE Banking Act, Anyway?

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I’m pretty sure that more ink has been spilled on the Secure and Fair Enforcement Act (“SAFE Banking”), than any other proposed cannabis law. It just won’t pass and it just won’t die. Specifically, SAFE Banking was introduced in 2017 and it passed the House seven times (seven times!) with bipartisan support since 2019. The public likes it too: here’s a November 2022 Data for Progress poll revealing that “By a +65-point margin, voters support ensuring that banks do not discriminate against legitimate marijuana-related businesses.” This bill should pass, right?

It’s getting closer. SAFE Banking will finally go to mark-up this week in the Senate Banking Committee. That Committee is preparing to vote before October 1, although what they’ll be voting on at this point isn’t entirely clear. (For some chatter on that, check out this Marijuana Moment piece from last Friday.) But let’s assume that SAFE Banking, after mark-up, holds onto its key tenets. It would prevent federal banking regulators from:

prohibiting, penalizing or discouraging a bank from providing financial services to a legitimate state-sanctioned and regulated cannabis business, or an associated business (such as a lawyer or landlord providing services to a legal cannabis business); terminating or

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Employment Law Issues for Struggling Businesses

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We all know the Oregon cannabis industry is struggling. We write often about the causes on a macro level, possible solutions, and what we see as business litigators. We haven’t written much about one of the basic areas of employment law that applies to Oregon marijuana businesses: workers rights to wages and employer responsibilities. As marijuana businesses shutter, employees and employers should pay careful attention to Oregon’s wage laws. This post addresses basic things marijuana employees and employers ought to know about paying wages when employment ends.

No formal contract is required to create an employment relationship

There is no requirement under Oregon law for a formal contract to establish an employment relationship. As long as the ordinary elements of contract formation are present an employment relationship exists. Usually this means that the person for whom the service is performed (employer) agrees to have another perform the service (employee) for a certain remuneration (wages). And where the putative employer has a right of control over the services provided by the putative employee.  Typically this boils down to compensation and right-of-control.

When these elements are present an employer’s promises of wages and benefits are binding. On the flip side, the general

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