People, Labor & Accessibility

This page explains what a COA means for retailers, how it affects product safety, customer experience, intake, audits, and inspections, and how to read it fast and correctly.

Cannabis affects people differently based on age, health status, and life circumstances. OCM provides specific education materials for certain populations, and retailers are expected to handle these interactions carefully and consistently. Retail staff must provide neutral, factual information and rely on state-issued materials. Medical advice and personal opinions are not permitted.

Cannabis delivery is tightly regulated. Every delivery must follow OCM rules exactly, from staffing and vehicles to payment, tracking, and verification.

Cannabis employers must comply with federal anti-discrimination laws, even though cannabis remains illegal at the federal level. These rules apply to every dispensary and cover all stages of employment, from hiring through termination. Violations can trigger federal investigations, lawsuits, and enforcement actions.

Cannabis is legal in New York, but it remains illegal under federal law. Because of that, New York cannabis operators are still subject to a wide range of federal rules enforced by agencies outside the cannabis program. These requirements affect banking, taxes, accessibility, marketing, payments, employment, safety, and risk exposure.

Delivery is part of retail operations. OCM applies the same retail rules to delivery that apply inside the store, plus additional requirements for drivers, identity checks, tracking, and security.

Explains what happens after proximity protection, why you still cannot open, what a provisional license allows, and the steps you must complete before OCM issues a final license.

Federal workplace safety laws apply to every dispensary, regardless of size or license status. Cannabis businesses must comply with Occupational Safety and Health Administration (OSHA) standards even though cannabis remains federally illegal. Safety violations can result in inspections, citations, fines, or corrective orders.

This page explains the minimum legal requirements for employee classification, payroll, scheduling, workplace safety, onboarding, training, and record-keeping.