COLUMBUS, Ohio – After forming a union with the Teamsters in November 2023 to negotiate for better treatment, the staff of the dispensary (formerly Strawberry Fields, now Herbal Wellness Center) have spent over a year in failed negotiations with management. This failure to reach an agreement has now led them to go on strike.
The strike, which began on September 27, has seen workers walk out for multiple Fridays, signaling a deepening rift between the unionized workforce and the dispensary’s ownership, Vext Science out of Arizona, which operates in Ohio under the APP1803 LLC (Appalachian Pharm).
“We’re striking for an unfair labor practice,” said a representative for Teamsters Local 413, in an interview on the picket line. “The company just fails to bargain in good faith at this point. We feel that we’ve reached that olive branch across the table… and they chose to be on strike, not us.”
What is the Purpose of a Strike?
At its core, a strike is a collective work stoppage used as a form of economic pressure. The point is to convince the employer that the cost of not agreeing to the union’s demands is greater than the cost of agreeing to them.
- Leverage: By stopping work, employees halt the company’s production and profitability. This hurts the company’s revenue and can damage its reputation.
- Demonstration of Unity: It shows the employer that the workers are serious, united, and willing to sacrifice for their demands. A successful, solid strike proves that the union has strong support from its members.
Strikes are not undertaken lightly. They are a last resort when negotiations have stalled. The goals are almost always tied to directly improving the workers’ lives and job security.
Why Staff at Herbal Wellness Center Have Chosen to Strike
The current conflict has roots in a turbulent corporate acquisition that saw the dispensary, formerly known as Strawberry Fields, sold to a larger corporate entity. This transition was far from smooth for the staff. According to reports from Workers’ Voice, under the new ownership, the existing workforce was forced to re-apply for their own jobs—a process that resulted in the immediate termination of half the team. The staff was decimated, dropping from 24 employees to a skeleton crew of just six, largely through successive layoffs and dismissals.
Workers say Herbal Wellness Center Columbus retail space is nothing but concrete – from the floors to the walls, and this can take a toll on the body when standing 12+ hours a day. Because of the concrete, the staff had stools at their cash registers to take the load off their feet. A representative from the Teamsters Local 413 informed MedicateOH that the management team took their stools away, seemingly in retaliation to the union efforts of their staff.
Community Support
Where the staff may be met with disdain at their job, the workers’ resolve has been bolstered by community support, with a significant portion of the dispensary’s clientele refusing to cross the picket line.
“I can say there’s a lot of bonds and relationships with the people that come in and purchase,” one Teamster Representative, noted. “We had people that were going to be paying customers stand outside for an entire shift with us and never go inside to make a purchase.”
An Unfortunately All-too-Common Issue
The issues at Herbal Wellness Center are not isolated. As one industry veteran who visited the picket line remarked, “Unfortunately, that’s pretty common in all dispensaries in Ohio.” This sentiment is echoed by the union.
A Teamster Representative remarked, “It’s the fastest growing industry in the United States, there’s 450,000 cannabis workers, you know, and it’s the same old story.
We’ve had multiple strikes between Ohio, Pennsylvania, and Illinois… we’re not demanding anything crazy, we just want to be treated fairly.”
Herbology Newark (now Curaleaf Newark) and Sunnyside Cincinnati were the first two dispensaries in Ohio to organize a union effort, which we reported about at the time. Since their groundbreaking efforts in 2021, dispensary staffs have attempted to organize unions at:
- Terrasana (various locations)
- Bloom Medicinals (Akron)
- Harvest of Athens (Athens)
Why Dispensary Staff Choose to Unionize
The representative for Teamsters 413 was unable to comment on the specifics of the negotiations and demands of the staff at Herbal Wellness Center. However, an analysis of the industry reveals a pattern of exploitative practices that make unionization a critical fight for many workers:
- Low Wages Despite High Profits and Specialized Knowledge
The “Passion Tax”: Many people are drawn to the cannabis industry out of genuine passion for the plant. Employers often exploit this enthusiasm by offering low hourly wages, banking on the idea that people will accept less pay to work in a “cool” field.
- Budtender as Expert, Paid as Retail: Budtenders are expected to have a deep knowledge of cannabinoids (THC, CBD, CBN, etc.), terpenes, strain genetics, consumption methods, and how these interact with various medical conditions and desired effects. This is a specialized advisory role, but they are typically paid little more than a standard retail cashier, despite the dispensary charging premium prices for their products.
- Unstable and Demanding Scheduling
- Clopenings and Unpredictable Hours: Employees are often subject to “clopening” shifts (closing the store late at night and then opening it early the next morning). Schedules can be posted with little notice, making it difficult to plan personal lives, secure a second job, or manage childcare.
- Tip Reliance: While tips can supplement income, they are inconsistent and can create financial instability. This system also allows management to justify lower base wages, passing the burden of fair pay onto the customer.
- Hazy Job Descriptions and “Other Duties as Assigned”
- Uncompensated Labor: The job often extends far beyond advising customers and handling transactions. Employees are frequently required to perform intense physical labor—moving heavy harvest boxes, unpacking and logging inventory, trimming product, and deep cleaning—all for the same low hourly rate.
- Forced Overtime or Off-the-Clock Work: To meet the demands of inventory, restocking, or compliance audits, employees may be pressured to work off the clock or through their breaks without additional pay, which is a violation of labor law.
- The “At-Will Employment” Shield and Fear of Termination
- Arbitrary Firing: Many cannabis states are “at-will” employment states, meaning a worker can be fired for any reason—or no reason—as long as it’s not explicitly illegal (like discrimination). This creates a culture of fear. An employee who questions unsafe conditions, points out wage theft, or tries to organize a union can be easily let go under the guise of “not being a good culture fit” or a minor infraction.
- Favoritism and Unfair Discipline: As highlighted in the Herbal Wellness Center case, a lack of formal, transparent disciplinary procedures can lead to a culture of favoritism, where some employees are given preferential schedules and promotions while others are targeted for dismissal without a clear, fair process.
- Health, Safety, and Compliance Risks
- Physical Security Risks: Dispensaries are high-crime targets for robbery. Employees are on the front lines of this risk, often without adequate security training, support, or hazard pay.
- Ergonomic and Chemical Hazards: Repetitive motions, exposure to potent cannabis dust (which can cause respiratory issues and contact dermatitis), and handling harsh cleaning chemicals are common workplace hazards that are often not properly mitigated.
- Bearing the Brunt of Compliance Errors: The industry is heavily regulated. A simple paperwork mistake by an overwhelmed or under-trained employee can lead to massive fines for the business and immediate termination for the worker, who becomes the scapegoat for systemic understaffing or poor training.
- Obstacles to Unionization and Collective Action
- Union-Busting Tactics: As the cannabis industry matures and is consolidated by large multi-state operators (MSOs), they often adopt the same anti-union tactics seen in other corporate retail sectors. This can include:
- Mandatory Anti-Union Meetings: Forcing employees to attend meetings where management disparages unions.
- Surveillance and Intimidation: Monitoring employees for union activity and creating an atmosphere of intimidation.
- Delaying Tactics in Negotiations: Even after a union is recognized, management may drag out contract negotiations for years, as seen in the Herbal Wellness Center case, to demoralize the workforce.
- The “Green Rush” Mentality and Corporate Consolidation
- “Green Rush”: The initial “green rush” created a Wild West environment where rapid expansion was prioritized over sustainable labor practices. Now, as large corporations buy out smaller operators, the focus on maximizing profit often comes at the direct expense of the workforce. Employees are seen as interchangeable parts, leading to the kind of mass layoffs and unilateral changes to working conditions described in the original text.
The Risks of Going on Strike
Striking is a calculated risk with significant potential downsides:
- Loss of Income
The Risk: Strikers do not receive a paycheck from their employer. While some unions have strike funds to provide small stipends, it is almost always far less than their normal wage. This can create immediate financial hardship for their families.
- Permanent Replacement
The Risk (in the private sector): This is the biggest risk. Under U.S. law (the National Labor Relations Act), employers are legally allowed to hire permanent replacement workers during an economic strike. If the strike ends, the replaced strikers do not automatically get their jobs back; they go on a recall list for when positions open up.
Crucial Distinction: They cannot be fired for striking, but they can be permanently replaced. This is a subtle but critical legal difference.
- Employer Retaliation and Strained Relations
The Risk: Even if a strike is successful, the relationship with management can be poisoned for years. There can be lingering resentment and a more adversarial workplace environment.
- Potential for Violence and Intimidation
The Risk: Pickett lines can sometimes lead to tense confrontations with replacement workers, security, or law enforcement. While most strikes are peaceful, the potential for conflict exists.
- The Strike Could Fail
The Risk: The union might not achieve its goals. After weeks or months without pay and with permanent replacements hired, the workers may be forced to return to work under the company’s original, less favorable terms, having gained nothing and lost a great deal.
For the employees at the Herbal Wellness Center Columbus, understanding this balance of power—the potential to improve their lives versus the risk to their livelihoods—is now a central part of their new reality as unionized workers.
The Fight for Fair Treatment in the Cannabis Industry Continues
The strike at Herbal Wellness Center is a microcosm of this national struggle. Workers are pushing back against a corporate model that they feel views them as interchangeable parts. Their fight is not just for a better contract, but for dignity, fairness, and a stable future in an industry that often takes their labor for granted.
As the picket line holds, the message from the workers is clear. “The ball’s in their court,” the Teamsters Representative noted. For now, the workers remain steadfast, united in their demand for a contract that ensures they are treated as valuable partners, not disposable liabilities.
The cannabis industry often leverages its unique position to extract more labor for less pay. It capitalizes on employee passion, hides behind the shield of at-will employment, and uses the high-stakes, regulated nature of the business to create a precarious work environment where employees bear significant risk for relatively low reward. The current wave of unionization efforts, like the one at Herbal Wellness Center, is a direct response to these systemic issues.
MedicateOH reached out to the Herbal Wellness Center dispensary management for comment but they did not reply by our deadline.
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