Rights of cannabis employees

6. Rights of Cannabis Employees a. Cannabis employees shall have the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection, and shall also have the right to refrain from those activities except to the extent that the right may be affected by an agreement requiring membership in a labor organization as a condition of employment as authorized in section 7 of P.L.2025, c.244 (C.34:13A-66). b. Cannabis employees shall have the right to engage in, or induce or encourage any individual employed by their employer to engage in, a strike or a refusal in the course of their employment to use, manufacture, process, transport, or otherwise handle or work on any goods, articles, materials, or commodities or to perform any services for another employer that is engaged in an ongoing labor dispute with their private employees. c. Cannabis employees shall have the right to engage in, or induce or encourage any individual employed by their employer to engage in, a strike due to a finding of an unfair labor practice by the division as provided in section 7 of P.L.2025, c.244 (C.34:13A-66). d. If the cannabis employer is to hire workers to complete the job duties of striking cannabis employees, the employer shall be obligated to employ the striking cannabis employees once the labor unrest has ceased. Nothing in P.L.2025, c.244 (C.34:13A-5.1a et al.) shall give the employer the right to preeminently fire or cease employment of cannabis employees for engaging in protected activity covered under P.L.2025, c.244 (C.34:13A-5.1a et al.), including the right to strike. e. When the cannabis employer hires employees of the same or similar designation as covered by the bargaining unit, the newly hired employees shall be added to the collective bargaining unit of the labor organization and be covered by the collective bargaining agreement after a designated period decided by the labor organization and the employer. This period may be instantaneous upon hiring or after a predetermined probationary period as specified in the collective bargaining agreement.