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21st Century Gold Rush: Cannabis Volume IV-Hemp Farming vs. Marijuana Farming

November 3, 2020

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There is no doubt that the Covid-19 quarantine has sparked a renewed interest in planting and gardening across the country.  Some may even be daydreaming of expanding their outdoor (and out of the house!) horizons by looking for a new cash crop in the form of cannabis farming. But before you do, there are some things that you should be attuned to, starting with the basics. 

First, hemp and marijuana are not the same.  Rather, they are two forms of the cannabis plant and are used very differently.  Hemp can be used in a variety of ways that marijuana cannot, including health dietary supplements, skin products, clothing, rope, textiles, or cannabidiol (CBD) content, among many, many others.  To the contrary, psychoactive cannabis, or “marijuana,” as it is widely known, is used for medicinal or recreational purposes. Though many states are slowly legalizing the use of marijuana in some form, it remains federally illegal.[1]  Hemp, on the other hand, is federally legal to sell in all fifty states, pursuant to an amendment to the Agriculture Improvement Act of 2018 (the 2018 Farm Bill).[2]

Hemp and marijuana can be further differentiated by looking at their chemical makeup, method of growing, natural adaptability and, sometimes, appearance.[3]  The main difference between the two is in their chemical composition, specifically as to tetrahydrocannabinol (THC), which is the chemical responsible for marijuana’s psychological effects. An average batch of marijuana contains anywhere from 5-20% THC content. Some premium marijuana can have up to 25-30% THC. Legal hemp, on the other hand, has a maximum THC level of 0.3%, essentially making it impossible to feel any psychoactive effect or get a “high.”  While legal hemp has low to zero concentrations of THC, it does contain significant concentrations of CBD which offers numerous unique benefits, such as CBD oils used for inflammation and anxiety.[4]

Generally, from a farmer’s point of view, the hemp commodity can generate income but it is not without risk. One of the challenges of hemp farming is in accessing its valuable internal fibers, which are protected by a hard outer layer.  This layer is broken down by cutting down the plants and letting them lie in the field for a period of time so that natural elements cause decomposition, providing access to the internal fibers. Another challenge facing a hemp farmer is figuring out which of the many different strains of hemp is best suited for his or her farm’s particular environment. Here in Louisiana, its long growing season is an asset, but the humidity, especially in Southern Louisiana, could cause problems for drying the harvested plants.[5]  Another issue facing Louisiana farmers is that hemp generally prefers sandy soil and does not work well in clay soils.  Thus, some Louisiana farmers are exploring the possibility of growing hemp on a smaller scale in a greenhouse.[6]  Currently in Louisiana, rural property owners can benefit from the State’s developing industry by obtaining a license to grow industrial hemp.[7]  However, this is strictly regulated, and if a hemp crop has THC levels above 0.3 percent,[8] the State Department of Agriculture will destroy the crop entirely.[9]           

Though the State has not yet developed recommendations for growing the commodity, a Hemp Working Group in Louisiana has been formed with Louisiana State University’s (LSU) Agricultural Center’s (AgCenter) experts for pest control, agronomics, economics and hemp variety evaluation.  The LSU AgCenter has developed a hemp website for preliminary information pertaining to Louisiana hemp farming, which can be found at:  https://www.lsuagcenter.com/topics/crops/industrial-hemp.

Louisiana, with its rich agricultural history, could be in a position to do very well.  But, there is still much to be learned. . .


[1] Under the Controlled Substances Act of 1970, the use and possession of cannabis for any purpose is illegal.

[2] Id.; H.R. 2 § 12619, 115th Cong. (2018), available at https://www.congress.gov/115/bills/hr2/BILLS-115hr2enr.pdf.

[3] See Hemp vs. Marijuana, (December 2019), available at https://ministryofhemp.com/hemp/not-marijuana/.

[4] Id.

[5] Louisiana Hemp: Looking for a New Cash Crop? This One’s Not Without Risk, November 15, 2019 by Bruce Schultz, LSU AgCenter, https://agfax.com/2019/11/15/louisiana-hemp-looking-for-a-new-cash-crop-this-ones-not-without-risk/.

[6] Id.

[7] Louisiana Begins Licensing Farmers, CBD Firms to Build State’s Nascent Hemp Industry, Hemp Industry Daily (Feb. 21, 2020), https://hempindustrydaily.com/louisiana-begins-licensing-farmers-cbd-firms-to-build-states-nascent-hemp-industry/. Industrial hemp is often grown for industrial uses, e.g., for ropes or textiles.

[8] Sam Karlin, ‘We Know It’ll Grow Here’: Hemp Excites Louisiana Farmers—and Prompts Plenty Regulations, The Advocate (Dec. 22, 2019), https://www.theadvocate.com/baton_rouge/news/politics/legislature/article_4bfd7bb4-22a5-11ea-9549-07f39884f394.html.

[9] Id.

Firm Highlights

  • Experience

    Burnell Joseph v. Atalco Gramercy, LLC et al., No. 3:23-cv-505, United States District Court for the Middle District of Louisiana

    Bob Kerrigan and Jose Ruiz successfully secured summary judgment dismissal for their client, Velan, Inc., in a complex intentional tort and products liability act involving catastrophic injury. The plaintiff, a precipitation batch tank operator working at the Atalco alumina refinery in Gramercy, Louisiana, suffered severe and debilitating chemical burn injuries to his face, eyes, and body when he was sprayed with caustic liquor while working underneath a tank at the refinery. He claimed that the valve that controlled the flow of liquor into the tank was leaking, which allowed the tank to become filled with liquor after it had been previously verified as empty. He filed suit against Velan, Inc., the manufacturer of the valve that controlled the flow of liquor into the tank, alleging that the valve was unreasonable dangerous in accordance with the Louisiana Products Liability Act. He also filed an intentional tort claim against his employer, Atalco Gramercy, LLC, alleging that Atalco knew the valve was leaking and continued to force employees to work underneath the tank. He claimed that under these conditions, an incident such as his was substantially certain to occur. Following the close of discovery, Velan moved for summary judgment dismissal of the plaintiff’s claims was appropriate because: (1) the plaintiff’s injuries were a result of Atalco’s misuse of the valve; (2) the plaintiff lacked the expert testimony needed to prove his theory of liability under the Louisiana Product’s Liability Act; (3) the Velan valve at issue was not unreasonably dangerous as defined by the Louisiana Products Liability Act; and (4) the plaintiff was unable to prove proximate causation needed to establish his case of liability against Velan. The Hon. Brian Jackson found that under the undisputed facts presented by Velan, summary judgment was appropriate and dismissed the plaintiff’s claims against it, with prejudice.
  • Insight

    No Mercy for Employers in Louisiana Supreme Court’s Recent Magill Decision

    In its recent per curiam opinion, Magill v. Werner Enterprises, Inc. of Nebraska[1], the Louisiana Supreme Court has foreclosed a routine defense strategy to shield employers from direct negligence claims. The high court has extended their 2022 decision in Martin v. Thomas[2], and now allows plaintiffs to pursue direct negligence claims against an employer despite the employer’s stipulation that its employee was in the course-and-scope of employment and caused the accident. Essentially, employers who fail to implement better employment practices will permit plaintiffs to ramp up potential exposure with evidence, if such exists, that heretofore they were routinely barred from introducing at trial. The Supreme Court’s Magill holding should encourage employers to update where needed their policies and procedures pertaining to hiring, training, supervising, and entrusting duties and property to employees, not only for the safety of their employees and customers in this state, but also eliminate employer’s exposure to direct negligence claims. Prior to Martin, a litigation strategy had taken shape where employers stipulated to 1) an employee being in course-and-scope of employment at the time of the accident, 2) that the employee was at fault for the accident being caused, or 3) both. By stipulating these facts, employers were largely able to exclude evidence of any direct negligence on part of the employer and/or narrow the scope of trial to only a contest of the plaintiff’s injuries. The Supreme Court in Martin held that despite an employer admitting their employee was in course and scope when the accident occurred, plaintiffs could pursue direct negligence claims against the employer—as the issue of liability had not been admitted. Accordingly, employers found success by admitting both course and scope and liability—as seen in the Western District of Louisiana’s holding in Ferguson v. Swift Transp. Co. of Arizona[3]. In Ferguson, the defendants stipulated that their employee was acting in course-and-scope at the time of the accident and their employee was 100% at fault for the accident being caused. Due to the employer’s stipulation of fault, Judge Wicks of the Western District of Louisiana held that Martin did not apply and that plaintiffs could not pursue direct negligence claims. In Magill, the Louisiana Supreme Court provided scarce reasoning for their decision. The high court simply affirmed the District Court’s expansion of the holding in Martin and that the employer’s reliance on the Western District’s Ferguson holding was a misapplication of Louisiana law. The Supreme Court also cited the decision in Tardo v. Farrell.[4] where the Fifth Circuit held that even if an employer and employee stipulate to course and scope and fault, those admissions do not eliminate direct-negligence claims because those claims remain separate issues for the trier of fact. The Fifth Circuit notably stated, “the societal decisions as to who actually pays does not change the manner of assessing fault to all parties as required by law.” This statement raises concern, as plaintiffs may now attempt to challenge employer stipulations that historically narrowed trials. The Supreme Court did not explain its reliance on Tardo, so future litigation will likely clarify the decision’s full impact. Under Magill, plaintiffs are permitted to pursue direct negligence claims against the employer despite the employer admitting that their employee was acting in course and scope at the time of the accident and their employee was 100% at fault for the accident being caused. The full effect of the Supreme Court’s decision remains to be seen. In praxis, Magill will permit plaintiffs to put on evidence of direct negligence by an employer in front of a jury who cannot assign fault—as fault has already been stipulated to by the defendants. Employers now face the practical risk that plaintiffs will encourage juries to increase damages as a form of punishment against an employer that admits fault but contests the nature and extent of the plaintiff’s injuries. Employers should use this moment to rigorously review and strengthen policies and procedures related to hiring and training in order to limit exposure when plaintiffs assert direct-negligence claims.  [1] Magill v. Werner Enterprises, Inc. of Nebraska, 2025-00892 (La. 11/12/25) [2] Martin v. Thomas, 21-01490 (La. 6/29/22), 346 So.3d 238 [3] Ferguson v. Swift Transp. Co. of Arizona, 17-1570, 2023 WL 173413 (W.D. La. Jan. 12, 2023) [4] Tardo v. Ferrell, 25-123 (La. App. 5 Cir. 5/28/25), 2025 WL 1516837 (unpublished).