San Francisco Equity Plan

We look forward to continuing our long mission of working with and supporting our communities.  For those looking to work with us under our equity program please fill out the form below to get in touch.  We are actively looking to partner with equity applicants to leverage our retail expertise and help them open dispensaries.

Coffee and Cannabis Workshops – Equity Assistance Workshop Program – all workshops held at 1256 Mission Street – Attendees will be invited to engage with us further in off-line assistance sessions. 

Workshop 1 – 6/6/2018 at 7:30 – 9:00am – Starting a cannabis business 101 

  • Identifying opportunity – What type of business (retail, grow, brand etc..)
  • Building a business plan
  • Finding financing / investors
  • Branding and structure

Workshop 2 – 8/8/2018 at 7:30-9:00am – Cannabis Compliance 101 

  • Regulatory compliance
  • Local permitting / land use
  • State licensing
  • Operational compliance

Workshop 3 – 10/10/2018 at 7:30-9:00am Cannabis Finance 101

  • Creating an accounting system
  • Challenges of 280E and Banking
  • Cash flow planning
  • Compliant record keeping
  • Tax planning and compliance

Workshop 4 – 12/5/2018 – 7:30-9:00am – Cannabis HR 101 

  • Unique Challenges of HR in San Francisco
    • Minimum wage ordnance
    • Paid sick leave ordinance
    • HCSO – minimum health care spend requirements
    • Equitable hiring requirements
  • Legal pitfalls of HR
    • Compliant hiring
    • Interview
    • Discipline and terminations
  • Culture development

Workshop 5 – 2/6/2019 – 7:30-9:00am – Cannabis Product Development

  • Importance of relationships
  • Supply chain – dynamic and static
  • Product development budgeting
  • Sourcing product components

Workshop 6 – 4/10/2019 – 7:30-9:00am – Cannabis Production Operations 

  • Creating and Optimizing workflows
  • Configuring and optimizing support systems
  • Track and trace
  • Preventing workplace injury

Workshop 7 – 6/12/2019 – 7:30-9:00am Cannabis Cultivation 101

  • Seeds and clones
  • Vegetative vs Flower
  • Nutrition
  • Pests and Pathogens Management
  • Harvest – Dry – Cure

Workshop 8 – 8/14/2019 – 7:30-9:00am – Cannabis Retail 101 

  • Customer & Quality Service
  • Product knowledge and Education
  • Staffing & Scheduling
  • Point of Sale system management
  • Merchandising

 

Title:              Equity Program and Labor Requirements
Owner:           SPARC, Office of Human Resources
Effective:       1-1-2018
Revision:        1-4-2018, with timelines

SPARC Brand Manifesto

The absence of compassion. The belittling of science. The blind acceptance of the status quo. They are not welcome in the world we’re working to create. Because we know we can be the antidote. The spark. We can be the light that radiates kindness, especially toward those who need it most. We can be the light that illuminates knowledge. That defuses falsehoods and stereotypes with veracity and truth. We can be the light that brightens a
way forward. That reveals, not just for ourselves, but for all in our community
who are earnest, the path to invention and innovation. To understanding and
enlightenment. To the start of something even better and always good.

Light what’s good.

  1. Policy Statement

Pursuant to Article 16, and in conjunction with the San Francisco Office of Cannabis and other agencies, this document describes our shared direction, alignment, and commitment to workplace equity, diversity, and inclusion efforts in a purposeful, coordinated, and successful manner.  This document contains procedures for identifying equity applicants, assisting with the development of equity incubators, as well as the framework and policies needed to meet the additional labor requirements under Article 16.

In an effort to further our commitment to equity and inclusivity in the workplace, this document will be added to SPARC’s already existing Equal Opportunity Program, as well as our Diversity and Inclusion Program, to be effective on 1/1/2018.

  1. Responsibility for Policy Implementation

The Compliance Department, in conjunction with directors and managers throughout the organization, are responsible for the implementation of procedures to identify equity applicants and develop equity incubators.  The Human Resources Department, in conjunction with Department Managers are responsible for the implementation and efficacy of the equity labor requirements.

  • Policy Dissemination:

For the Development of Equity Operators/Equity Incubation Program:

In accordance with our brand manifesto SPARC will endeavor to fully embrace the intent of the equity program goals. In order to encourage and support the establishment and growth of Equity Operators, and demonstrate good faith compliance with such plan, SPARC commits to the following:

  1. New Retail Model – SPARC will create a new equity-based business incubation model for retail expansion.  We will partner with qualified equity applicants and investors to open new locations that SPARC would have majority or minority ownership in. SPARC will develop a program that offers entrepreneurs the brand exposure, expertise, networks, and tools they need to make their business successful. To ensure timely implementation SPARC will endeavor to meet the following outcomes:
    1. By end of Q1, recruit for and establish a Board of Advisors comprised of persons with expertise on diversity and inclusion to advise on the development of a plan to implement our retail expansion plans in partnership with equity applicants.
    2. By end of Q2, announce the Board of Advisors and host first meeting
    3. By end of Q4, publish Equity Incubator Retail Expansion plan and timeline for implementation.
  2. Business Assistance – SPARC will accelerate the development of equity operators by providing hands-on assistance during vulnerable start-up years. Assistance may include, but is not limited to, business and technical support services including guidance and mentoring on business strategy, management, marketing, financial, compliance, and product development issues as well as facilitated exposure to a know-how network of outside business resources and sources of capital. To ensure timely implementation SPARC will endeavor to meet the following outcomes:
    1. By end of Q1, create an Equity Program webpage. This webpage will offer this equity policy, resources, special events, and other opportunities to facilitate hands-on assistance.
    2. By end of Q2, establish a dedicated email and webform submission for equity applicants to seek specific assistance or consultations on topics like human resources and finance management to compliance monitoring and mitigation.
    3. By end of Q3, host an in-person consultation event at the SPARC facility to address key questions, concerns, and engage in consultations
  3. Networking and Mentoring – SPARC will work with equity applicants to facilitate a “know-how” network to address operators’ unique needs for partnerships, suppliers, and/or potential sources of capital.  To ensure timely implementation SPARC will endeavor to meet the following outcomes:
    1. By end of Q2, establish a dedicated email and webform submission for equity applicants to seek assistance on networking and mentoring opportunities.
    2. By end of Q3, work with other operators to host a networking event to facilitate networking and mentoring opportunities.

For the Development of Employment Opportunities for Persons Qualified as Equity Applicants  

Pursuant to Section 3322, Article 16, SPARC additionally commits to further the City’s equity goals through the implementation of the following operating requirements as a Cannabis Retail Establishment.

  1. Ensure that at least 30% of all Business Work Hours are performed by Local Residents.  Business Work Hours performed by residents of states other than California shall not be considered in calculation of the number of Business Work Hours to which this requirement applies:
    1. By the end of Q1, SPARC is prepared to provide documentation that we meet this requirement.
  2. Ensure that at least 50% of the Equity Incubator’s employees satisfy the requirements of subsections (b)(4) of this Section 1604 and to ensure timely implementation SPARC will endeavor to meet the following outcomes:
    1. By end of Q1, create and disseminate an anonymous employee survey to help us establish our existing aggregate baseline. This survey will be used on an ongoing basis to ensure we are on target to meet the 50% obligation.
    2. By end of Q1, add to job descriptions and postings new language to the EEO statement that references equity qualifications.
    3. By end of Q2, employment recruiting efforts will be targeted to ensure applicants meet the equity qualifications. We further commit to working closely with OOC and Office of Human Rights to establish a pool of individuals who meet the equity qualifications.
  3. Provide a community investment plan demonstrating engagement with businesses and residents located within 500 feet of the site of the proposed Cannabis Business. To ensure timely implementation SPARC will endeavor to meet the following outcomes:
    1. By end of Q1, establish contact with the SF Office of Community Investment and Infrastructure to identify opportunities, projects, or events on which we can partner to benefit the neighborhoods in which we operate.
    2. By end of Q2, ensure that we have joined and regularly engage with our neighborhood and merchant associations.
    3. By end of Q3, identify nonprofits and other community-centered organizations and create a plan for providing in-kind or cash donations and other resources to ensure they are able to meet their needs.
    4. By end of Q4, conduct one or more food drives to support local populations, food banks, and other nonprofit organizations dedicated to ensuring persons in our community are afforded access to food, warm clothing, and other goods.
  4. Submit to the Director a written, actionable “Equity Incubator Plan” describing how the Equity Incubator will encourage and support the establishment and growth of Equity Applicants who have been awarded Cannabis Business Permits (“Equity Operators”), by, among other things, providing business plan guidance, operations consulting, and technical assistance.

Labor Requirements 

In accordance with the Labor Requirements outlined in Section 1604, Article 16, SPARC agrees to enter into, and abide by the terms of a Labor Peace Agreement.

SPARC shall ensure that at least 50% of all Business Work Hours are performed by local residents, provided, however, that until December 31, 2018, as we have previously held a Medical Cannabis Dispensary permit under Article 33 of the Health Code, we shall ensure that at least 35% of all Business Work Hours are performed by local residents.

Business Work Hours performed by residents of states other than California shall not be considered in calculation of the number of Business Work Hours to which this requirement applies.  We understand that the Director of the Office of Cannabis may approve a time-limited waiver or reduction of this requirement, upon a showing by SPARC that we were unable to locate a sufficient number of qualified Local Residents.

In alignment with the Adult Use Conversion Requirements SPARC, within 120 days will demonstrate that workers who meet equity criteria perform at least 30% of all business work hours.

  1. Implementation:

The methods used by SPARC to realize its commitment to Equity include but are not limited to:

  1. At the time of application, is a member of a household that earns no more than 80% of the San Francisco Area Median Income, adjusted for household size;
    1. SPARC has already reached out to the San Francisco Labor Council and the San Francisco Employer Advisory Council, of which we are members, to ask for resources on identifying potential staff that meet the equity criteria outlined.
    2. SPARC will survey current staff members to ascertain their eligibility under the equity criteria outlined, and identify those that meet at least 3 of the criteria.
  1. During the period 1971-2016, was arrested for, convicted of, or adjudged to be a ward of the juvenile court for any crime under the laws of California or any other jurisdiction relating to the sale, possession, use, manufacture, or cultivation of Cannabis;
    1. SPARC has already reached out to the San Francisco Labor Council and the San Francisco Employer Advisory Council, of which we are members, to ask for resources on identifying potential staff that meet the equity criteria outlined.
    2. SPARC will survey current staff members to ascertain their eligibility under the equity criteria outlined, and identify those that meet at least 3 of the criteria.
  • SPARC will review employment background checks for current staff to evaluate whether the staff member meets the specifics of this criteria.
  1. SPARC will utilize California re-entry assistance programs, such as CRP, California EDD, Delancey Street, and the Citadel Community Development Center to recruit and identify applicants that meet the equity criteria outlined.
  1. Since 1995, experienced housing insecurity in San Francisco, as evidenced by eviction, foreclosure, or revocation of housing subsidy;
    1. SPARC has already reached out to the San Francisco Labor Council and the San Francisco Employer Advisory Council, of which we are members, to ask for resources on identifying potential staff that meet the equity criteria outlined.
    2. SPARC will survey current staff members to ascertain their eligibility under the equity criteria outlined, and identify those that meet at least 3 of the criteria.
  • SPARC will review employment background checks for current staff to evaluate whether the staff member meets the specifics of this criteria.
  1. SPARC will utilize California re-entry assistance programs, such as CRP, California EDD, Delancey Street, and the Citadel Community Development Center to recruit and identify applicants that meet the equity criteria outlined.
  1. Has a parent, sibling, or child who, during the period 1971-2016, was arrested for, convicted of, or adjudged to be a ward of the juvenile court for any crime under the laws of California or any other jurisdiction relating to the sale, possession, use, manufacture, or cultivation of  Cannabis;
    1. SPARC has already reached out to the San Francisco Labor Council and the San Francisco Employer Advisory Council, of which we are members, to ask for resources on identifying potential staff that meet the equity criteria outlined.
    2. SPARC will survey current staff members to ascertain their eligibility under the equity criteria outlined, and identify those that meet at least 3 of the criteria.
  • SPARC will review employment background checks for current staff to evaluate whether the staff member meets the specifics of this criteria.
  1. SPARC will utilize California re-entry assistance programs, such as CRP, California EDD, Delancey Street, and the Citadel Community Development Center to recruit and identify applicants that meet the equity criteria outlined.
  1. Attended a school under the jurisdiction of the San Francisco Unified School District for five years, either consecutively or in total, during the period 1971-2016; or
    1. SPARC has already reached out to the San Francisco Labor Council and the San Francisco Employer Advisory Council, of which we are members, to ask for resources on identifying potential staff that meet the equity criteria outlined.
    2. SPARC will survey current staff members to ascertain their eligibility under the equity criteria outlined, and identify those that meet at least 3 of the criteria.
  • SPARC will review employment background checks for current staff to evaluate whether the staff member meets the specifics of this criteria.
  1. SPARC will utilize California re-entry assistance programs, such as CRP, California EDD, Delancey Street, and the Citadel Community Development Center to recruit and identify applicants that meet the equity criteria outlined.
  1. During the period 1971-2016, lived for at least five years, either consecutively or in total, in San Francisco census tracts where at least 17% of the households had incomes at or below the federal poverty level, as determined by the Director.
    1. Once the Director has determined the San Francisco census tracts identifying the households where at least 17% of incomes are at or below the federal poverty level, SPARC will include this into survey and recruiting criteria.