For growing cannabis companies, HR initiatives are always a top priority and pose significant and ongoing challenges. These challenges become exacerbated for operators in states transitioning from medical to adult-use and for multi-state operators (MSOs). Planning is essential, and this is an excellent time to ask strategic questions, such as:
- Are you prepared to recruit and onboard additional staff?
- Do you have systems in place to perform payroll, timekeeping, scheduling, and applicant tracking? If so, are these systems integrated?
- Can leadership easily track and manage your employees’ time and attendance?
- Are you managing overtime to control labor costs?
- Are you enforcing and tracking compliance requirements to minimize risk?
If badge tracking is required in your state, can you ensure that every employee’s permit is active?
- Is your payroll provider equipped to handle the cannabis industry’s unique challenges, and are they intended or designed to support your unique demands?
- Do you have a step-by-step payroll processing checklist to allow you to pay employees efficiently and accurately?
- Are you consistently providing accurate paychecks to your employees?
- Can managers easily view employee records to analyze data and plan strategically?
- Can your employees control their schedules, including changing shifts?
- What incentives are you offering to attract new employees?
- What benefits are you providing to retain current employees?
Accurate Timekeeping Is Essential
Time management directly affects your bottom line, and cannabis operators should spend their time growing, not tracking hours. To improve efficiency, reduce payroll inflation, and avoid manual errors, leadership needs to track and manage employees’ time and attendance easily.
Employees also need to easily manage their own schedules and record their time without constant communication with HR managers. Managing overtime helps to control labor costs, and enforcing and tracking complex compliance requirements minimizes risk.
Cannabis Industry Payroll Processing – Don’t Risk Being Dropped:
Integrated scheduling and timekeeping information saves significant time for your staff and ensures employees receive accurate paychecks. Dependable and simple payroll processing is essential. Step-by-step payroll processing checklists allow cannabis organizations to pay employees with minimal effort. Employees need to access their information, including pay, credentials, and benefits, in one location and with a unified solution 24/7.
Also, operators need to be aware of the challenges associated with utilizing a payroll provider not intended for or designed to support the unique demands of the cannabis industry. In this case study, Green Dragon Cannabis Company, a premium recreational cannabis operation in Colorado, with 200+ employees, 12 dispensaries, two cultivations, and one processing facility, was dropped by their mainstream payroll provider. Wurk provided a single solution to solve Green Dragon’s workforce management challenges related to utilizing a payroll provider not intended to support the unique demands of the cannabis industry.
The Importance of Reporting – Create a Clear ‘Line of Sight’ for Leadership:
Managing multiple systems to perform payroll, timekeeping, scheduling, and applicant tracking creates unnecessary time and resource expenditures. There are many disadvantages, including duplication of records and reports, and fragmented and unreliable data. A single database that provides easy access to all employee data and real-time ad hoc reporting allows managers to analyze data and plan strategically.
Wurk’s unified Human Capital Management (HCM) system provides cannabis businesses with the ability to manage their entire employee lifecycle in one system. Wurk’s integrated HCM system was designed specifically for the cannabis industry. It can help your leaders develop strategic expansion plans and empower your employees to engage. Learn more about how Wurk’s HCM system transforms cannabis businesses to maximize efficiency and sustain profitable growth.