{"id":51446,"date":"2019-03-26T23:19:14","date_gmt":"2019-03-27T04:19:14","guid":{"rendered":"https:\/\/www.nationaldrugscreening.com\/?p=51446"},"modified":"2022-11-30T09:53:59","modified_gmt":"2022-11-30T14:53:59","slug":"missouri-medical-marijuana-regulations","status":"publish","type":"post","link":"https:\/\/www.nationaldrugscreening.com\/blogs\/missouri-medical-marijuana-regulations\/","title":{"rendered":"Missouri Medical Marijuana Regulations"},"content":{"rendered":"\n

Recently, drug laws concerning marijuana<\/strong> have begun to be reformed around the country. One of the most recent states to adopt changes to their marijuana policy is Missouri, and starting on December 6, 2018, medical marijuana will be legal for use within the state. However, the state will have up to 210 days to start accepting applications from patients and caregivers and will have 240 days to start accepting applications from testing facilities, dispensaries, and more.<\/p>\n\n\n\n

Under this new law, those with a qualifying medical condition will be able to receive a medical marijuana card that they may use to receive the drug and use it in a variety of ways.<\/p>\n\n\n\n

Qualifying medical conditions include things like: <\/strong><\/p>\n\n\n\n

\u2022 HIV
\u2022 Cancer
\u2022 Glaucoma
\u2022 Migraines
\u2022 Chronic medical conditions that cause persistent pain or muscle spasms
\u2022 Post-traumatic stress disorder
\u2022 Debilitating psychiatric disorders
\u2022 Any type of terminal illness
\u2022 Epilepsy
\u2022 Any condition determined by a physician to be debilitating or chronic<\/p>\n\n\n\n

Patients who qualify for use of marijuana<\/strong> can use it in a variety of ways including smoking, vaping, using edibles, ingesting teas or oils, and more. While this is great news for those who truly need to use marijuana to alleviate their medical conditions, it\u2019s not as great for employers within the state.<\/p>\n\n\n\n

One of the main questions that employers who already have clear drug abuse policies<\/strong> <\/a>and who use things like random drug testing<\/strong> <\/a>to keep their workplace safe will need to exercise caution during disciplinary actions. Under the current law, employers are still allowed to:<\/p>\n\n\n\n

\u2022 Discharge or discipline employees who are working while under the influence of marijuana
\u2022 Discipline employees for attempting to work while under the influence<\/p>\n\n\n\n

However, the big issue here is that there is no real definition in the law as to what \u2018under the influence of marijuana at work\u2019 really is. And since things like random drug testing<\/strong> <\/a>can\u2019t actually identify when an employee used the drug, it is much more difficult to complete disciplinary actions against an employee \u2013 especially when a drug test is random and not a \u2018reasonable suspicion\u2019 test.<\/p>\n\n\n\n

Time will tell more about just what kind of impact this new law is going to have on employers and their employees, but at the moment it is important to tread carefully when using drug testing in Missouri <\/a>and when enacting your own policies for the workplace and how to proceed when an employee is suspected of using the drug while at work.<\/p>\n","protected":false},"excerpt":{"rendered":"

Recently, drug laws concerning marijuana have begun to be reformed around the country. One of the most recent states to adopt changes to their marijuana policy is Missouri, and starting on December 6, 2018, medical marijuana will be legal for use within the state. However, the state will have up to 210 days to start […]<\/p>\n","protected":false},"author":12,"featured_media":53775,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_seopress_robots_primary_cat":"none","_relevanssi_hide_post":"","_relevanssi_hide_content":"","_relevanssi_pin_for_all":"","_relevanssi_pin_keywords":"","_relevanssi_unpin_keywords":"","_relevanssi_related_keywords":"","_relevanssi_related_include_ids":"","_relevanssi_related_exclude_ids":"","_relevanssi_related_no_append":"","_relevanssi_related_not_related":"","_relevanssi_related_posts":"50876,60880,55058,51283,50890,51045","_relevanssi_noindex_reason":"","footnotes":""},"categories":[82,48,81],"tags":[],"acf":[],"_links":{"self":[{"href":"https:\/\/www.nationaldrugscreening.com\/wp-json\/wp\/v2\/posts\/51446"}],"collection":[{"href":"https:\/\/www.nationaldrugscreening.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.nationaldrugscreening.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.nationaldrugscreening.com\/wp-json\/wp\/v2\/users\/12"}],"replies":[{"embeddable":true,"href":"https:\/\/www.nationaldrugscreening.com\/wp-json\/wp\/v2\/comments?post=51446"}],"version-history":[{"count":0,"href":"https:\/\/www.nationaldrugscreening.com\/wp-json\/wp\/v2\/posts\/51446\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.nationaldrugscreening.com\/wp-json\/wp\/v2\/media\/53775"}],"wp:attachment":[{"href":"https:\/\/www.nationaldrugscreening.com\/wp-json\/wp\/v2\/media?parent=51446"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.nationaldrugscreening.com\/wp-json\/wp\/v2\/categories?post=51446"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.nationaldrugscreening.com\/wp-json\/wp\/v2\/tags?post=51446"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}