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Amendment 3 changed the landscape of marijuana in Missouri. Residents can engage in both medical and recreational use legally in 2023. This change has significant implications for the workplace. How can employers protect their businesses and employees? What practical measures can be put into place?

Watch below as Larry Lambert, MEM’s Associate General Counsel, explains practical steps businesses can take to ensure the safety of their employees while managing marijuana use in the workplace.

Where to start?

Employers should start by reviewing their current drug and alcohol-free workplace policy. These policies need to be updated to comply with the new law. Employees should be prohibited from being under the influence of intoxicating substances while at work or using work equipment.

Unfortunately, testing for marijuana impairment isn’t as accessible as testing for alcohol. Employers should have trained staff who can identify if someone behaves as though impaired and then follow up after an incident with a drug test.

Key Differences

Medicinal marijuana users now have certain protections given by the state. Employers cannot discriminate against them in hiring, firing, or any terms of employment outside of specific criteria. Medical users must undergo a standard process to get and retain their certification.

Recreational use will likely increase, but many users will likely not be as educated on the product as medicinal users. Anyone over the age of 21 can legally purchase marijuana.

A Strong Safety Culture

A strong safety culture is your most powerful weapon in protecting your business and employees. When employees know what is expected and that policies are not only in place to protect them but enforced, they can feel safe and confident in doing their job.