Oregon: Voters Approve Cannabis Business Signed Labor Peace Agreement

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APPLIES TO

All Employers with Employees in OR

EFFECTIVE

December 5, 2024

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Quick Look

  • Oregon voters approved Measure 119 which requires cannabis businesses to submit a signed labor peace agreement.

Discussion:

Oregon voters approved Measure 119 which requires cannabis businesses to submit to the Oregon Liquor and Cannabis Commission (OLCC) a signed labor peace agreement. The law goes into effect 30 days after the election which is December 5, 2024. A labor peace agreement means an agreement under which, at a minimum, an applicant or licensee agrees to remain neutral with respect to a bona fide labor organization’s representatives communicating with the employees of the applicant or the licensee about the rights afforded to such employees.

 

The OLCC will require businesses who apply for a license or renewal of a license to submit:

  • a signed labor peace agreement entered into between the applicant and a bona fide labor organization actively engaged in representing or attempting to represent the applicant’s employees; or
  • an attestation signed by the applicant and the bona fide labor organization stating that the applicant and the bona fide labor organization have entered into and will abide by the terms of a labor peace agreement.

If the business fails to submit or comply with the labor peace agreement, the OLCC can deny the application for licensure or renewal. If a labor peace agreement is terminated for any reason, the licensee or certificate holder must notify the OLCC in writing within 10 business days of the date of termination and provide an attestation that the licensee or certificate holder will enter into a new labor peace agreement within 30 days of the date of termination. Affected employers should consult with their legal counsel on the requirements and to enter into a labor peace agreement.

 

Action Items

  1. Consult with legal counsel on the requirements.

  

Disclaimer: This document is designed to provide general information and guidance concerning employment-related issues. It is presented with the understanding that ManagEase is not engaged in rendering any legal opinions. If a legal opinion is needed, please contact the services of your own legal adviser. © 2024 ManagEase