Tomo Drug Testing was honored to be included in an article in the Biz 417 entitled “Altered State: The Business of Pot in Missouri,” published September 2019. Angela Garrison, Vice President of Operations at Tomo, discussed how the passage of Amendment 2 in November could affect Missouri employers. What will the new medical marijuana law mean for you as an employer? And what steps should you be taking to protect your company?
Discussing the New Medical Marijuana Law
As a reminder, Amendment 2 legalizes growing, manufacturing, selling, and consuming marijuana and products that contain marijuana for medicinal use at the state level in Missouri (source). Under federal law, marijuana is still a Schedule I controlled substance, which means it is considered to have no current accepted medical use in the United States. To better understand how Amendment 2 might affect your company, employees, and drug testing program, please view the letter Tomo released in November 2018 addressing these issues.
It is important to take a look at your company’s drug-testing program now so that you’re prepared to deal with any changes that arise. And as Garrison noted in the article, we encourage you to write a policy now if you don’t have one so that you aren’t playing catch-up later. If you aren’t sure how to go about this, the team at Tomo has the knowledge and resources to help. While Garrison believes the new medical marijuana law is “employer-friendly,” she encourages employers to create a thorough drug-testing program for organization and clarity.
If your company currently tests employees for marijuana, don’t worry. You can continue testing as usual; the amendment will not change that.