Ord 2019-004 PAD - Laserfiche WebLink

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memberediblecannabisproductsareallowedfor saleordistributionat a Dispensary. (viii) A patient or primary caregiver who produces edible cannabis products that are sold at more than one Dispensary in the City or Alameda County must become a State certified food handler. If more than one person is involved in producing edible cannabis products at one facility, only one person needs to be certified. The valid certificate number of the member who has prepared the edible cannabis product must be on record at the Dispensary where the product is sold or distributed, and a copy of the certificate kept either on-site, or made available during inspections if kept off-site. The state certification number of the owner or operator of the Dispensary, upon issuance by the State, shall be kept on record at the Dispensary and made available for inspection upon request. (16) Prior to employment, the employee members must be fingerprinted (through a Live Scan) for the purpose of conducting a background check. The purpose is to determine whether the employee has been convicted or plead guilty, plead for or was granted entry into a diversion program in lieu of conviction for, or plead nolo contendre to the following criminal offenses, or their equivalent if arising out of state: (i) HealthandSafety Code Sections 11350 et al (pertaining to controlled substances, with the exception of marijuana related offenses) (ii) Penal Code Section 187 (homicide) (iii) Penal Code Section 207 (kidnapping) (iv) Penal Code Section 211 (robbery) (v) Penal Code Sections 240-248 (assault & battery) (vi) Penal Code Section 261 (rape) (vii) Penal Code Section 314 (indecent exposure) (viii) Penal Code Section 450 (arson) (ix) Penal Code Sections 458-464 (burglary) (x) Penal Code Sections 470-483.5 (forgery) (xi) Penal Code Sections 484-502.9 (larceny) (xii) Penal Code Sections 503-515 (embezzlement) The employee applicant must contact the Chief of Police for information related to the processing and cost of the fingerprinting, and any costs must be paid for in advance by the employee applicant. The background check shall review the last five (5) years of the employee applicant’s criminal history. If the background investigation determines the employee has been convicted of one of the above offenses, the Dispensary shall no longer employ the member as an employee. (b) Recordkeeping.