just like way back when terra tech was first being thought of, back to the dhar mann days.
***DHAR WHO???***
Isn't that the guy DP dumped? Why yes, yes it is. I know I'm tired of hearing about this guy and I'm not involved in any way, I can only imagine how DP is about it. Have someone "cling on" like he has got to be annoying. If anyone wants to know the details maybe they should contact mann and ask or go see the judge maybe he will talk.
mann was tossed a few peanuts and laughed out of the court room. He didn't get anywhere close to what he was asking for. He spent way more in court costs and attorney fee's than he received in any settlement, no?
lol he didn't even show up to the first three or four court dates but trtc was there, no?
It was DP who stayed behind and took control of the company (we grow) after Dhar swindled the City of Oakland, the contractors and the employees. DP made sure the contractors and employees were paid then worked out a deal with the City of Oakland. The only reason Dhar didn't go to prison was "daddy's money". Then when a corrupt union official tried to weasel their way into the blüm/oakland facility, again it was DP who stepped up (and kaufmann) and worked with the DEA to get Dan Rush Indicted.
"...The affidavit also states that Rush tried to get BLUM dispensary managers and parent company Terratech to subvert unionization at multiple dispensaries in exchange for money.
Rush allegedly told Terratech executive Derek Peterson, in a recorded conversation, that he wrote a “bullshit fucking [labor] neutrality agreement ... specifically so you could pull away from it.” BLUM is not unionized...."
I remember sharing with you awhile back a posting of the "employee pay and benefit package". Pretty darn good, lol, maybe even a little to good for a new business.
quite a bit better than the "big guys" actually. Here is an example of the pay and benefits package offered by blüm. (taken off their dispensary application) As readers can see, quite generous and a whole lot better than quite a few of those massive American Companies.
Starting pay for blüm dispensary employees Executive Director 30,000 Chief Operations Officer 30,000 Head of Security 30,000 Security Ambassador 40,000 General Manager $ 30.00 Assistant Manager $ 22.00 Patient Intake Specialist $ 16.00 Product Specialist $ 16.00 Patient Programs Manager $ 25.00 Supply and Purchasing Manager $ 18.00 Inventory and Packaging Specialist $ 18.00 Test and Quality Assurance Specialist $ 18.00 Cash Clerk $ 18.00
Benefits Packages: Knowing that our employees are our greatest assets, Blum places a high value on the benefit package offered to the employees. With that in mind, Blum is working with Insperity to ensure that our employees have access to the best benefit options.
Blum is proud to extend the following benefits to our staff. This comprehensive benefits package incentives our staff to practice a healthy lifestyle, save towards their retirement, take care of their families and build a future.
Health Medical Plan The company offers a variety of full coverage health benefits including PPO plans coverage options generally provide both in-network and out-of-network benefits. Allowing to see any licensed provider, but incentives are offered for using providers in network. HMO options are available for employees that prefer a lower out-of-pocket expenses with possibly lower deductibles as well. A wide variety of health plans are available with corporate contribution that will give all employees coverage to protect them and their families.
Dental Plan This coverage option includes both in network dental professionals, as well as out of network providers depending on the insured’s preference.
Vision Plan This coverage option covers eye exams, and the purchase of lenses and frames, subject to certain time limits. This coverage option has a nationwide list of providers, both optometrists and ophthalmologists, and if those providers are seen there is usually no additional cost other than any applicable copayment. Any licensed provider may be seen.
Employee Assistance Program Employee Assistance Program (EAP) is a counseling and consultation service. Services integrate elements of traditional employee assistance programs, work-life services and health information lines with a wealth of other resources. These services provide confidential support, counseling, customized resources and referrals, along with practical information on hundreds of work and home life topics, including substance abuse, marital problems, family troubles, stress and domestic violence, as well as health education and disease prevention.
Flexible Spending Account The Health Care Flexible Spending Account Plan (Health Care FSA) allows employees to set aside a portion of current earnings on a pretax basis (if tax status qualifies) for reimbursement of qualifying health care expenses incurred during the year that are not otherwise covered by a health plan. Using pretax dollars to pay for expenses helps to reduce employee’s taxable income.
Health Savings Account HSAs are individually owned, tax-advantaged accounts that can be used to pay for current or future health care expenses. Like a retirement account, the funds can be kept as cash or invested into mutual funds. The account holder (i.e., the employee) can contribute to the account, as can any other person or entity, including Blum.
HSAs have a triple tax advantage: Contributions made via payroll deduction are pre-tax if made through an employer-sponsored cafeteria plan, therefore reducing taxable income. Earnings to an HSA from interest and investments are tax-free. Distributions from an HSA to pay for qualified medical expenses are tax-free.
Wellness Initiative The company is committed to improving the health of our employees. That’s why we decided to use the recent Medical Loss Ratio rebate to launch a new wellness initiative focusing on a significant health problem for our employees including Zika Virus Infection and Prevention of Breast Cancer and Diabetes
Insurance Basic Life and Accident The Basic Term Life Insurance and Personal Accident Insurance (PAI; also known as AD&D) benefits insurer is Life Insurance Company of North America (Cigna). This coverage provides group personal accidental insurance (PAI) to those who are eligible. Basic PAI coverage provides benefits for total disability or death occurring within 365 days of a covered accident, or for the accidental loss of a limb or eyesight. (PAI coverage may also be known as Accidental Death and Dismemberment or "AD&D" coverage.) With basic PAI coverage, employees are covered on the job or off the job, at home or away from home.
Voluntary Benefits For additional peace of mind and to provide an added level of protection for employees and their family when life’s unexpected crises occur, the company offers the following voluntary (employee-paid) benefits
Voluntary Group Universal Life Insurance, Voluntary Personal Accident Insurance, Voluntary Long- Term Disability Insurance, Voluntary Short-Term Disability Insurance
Investment- 401(k) Retirement Savings A 401(k) plan is the tax-qualified, defined-contribution pension account defined in subsection 401(k) of the Internal Revenue Code. [1] Under the plan, retirement savings contributions are provided (and sometimes proportionately matched) by an employer, deducted from the employee's paycheck before taxation (therefore tax-deferred until withdrawn after retirement or as otherwise permitted by applicable law), and limited to a maximum pre-tax annual contribution of $18,000 (as of 2015). The company will offer this benefit and a matching benefit to help employees prepare for retirement.
529 College Savings Plan Information A 529 plan is a tax-advantaged investment vehicle in the United States designed to encourage saving for the future higher education expenses of a designated beneficiary. 529 plans are named after section 529 of the Internal Revenue Code 26 U.S.C. § 529. While most plans allow investors from out of state, there can be significant state tax advantages and other benefits, such as matching grant and scholarship opportunities, protection from creditors and exemption from state financial aid calculations for investors who invest in 529 plans in their state of residence.
Additional Benefits: Adoption Assistance Program This program reimburses an eligible employee up to $1,500 for qualified adoption expenses associated with the adoption of an eligible child, whether through private adoption or an adoption through a licensed adoption agency. The company intends that its Adoption Assistance Program qualify as a plan providing adoption assistance under Internal Revenue Code (IRC) Section 137 and that reimbursements made under the Adoption Assistance Program be eligible for exclusion from participating employees' income under IRC Section 137(a).
Commuter Benefits The Commuter Benefits Program allows participants to save up to 40% on transportation costs by paying for mass transit and/or parking expenses with pretax dollars.
Workers’ Compensation and Insurance: The medical cannabis industry continues to face banking challenges. One consequence is that few Workers Compensation Insurance Carriers will provide coverage to the industry. As a result Blüm Oakland pays a slightly high premium rate for such coverage than would a similarly sized company in another industry.
Once again DP is stepping up and doing the right thing - Cleaning House and looking after the company, employees and shareholders alike. I would say the employees are quite pleased to have a Boss like DP. Wouldn't you?
