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Justin joined RDM as an associate in 2014 and quickly proved himself as a skilled attorney in the field of toxic torts, products liability, commercial litigation, and employment law. He became a member of the firm in 2020 and currently serves as Rasmussen Dickey Moore’s General Counsel.

Justin’s trial and litigation experiences have led to favorable outcomes for his clients, along with a nomination to the National Black Lawyers Top 40 Under 40. Justin was part of the RDM team that delivered a Missouri Top Defense Verdict in 2017. He has demonstrated outstanding ability and performance throughout his early career.

Justin has demonstrated leadership as the chair of RDM’s Diversity, Equity, and Inclusion Committee. The committee seeks to develop the careers of young, diverse, or disadvantaged associates and to foster a safe and welcoming environment for all. Justin has helped to mentor associates on their path to leadership within the firm.


Developing leaders.

Justin leads in the courtroom and out: delivering results for clients, and coaching a new class of diverse associates to become the first class litigators and trial attorneys that make RDM stand out in a crowded field. Let Justin take the lead on your case.


  • St. Louis University

    Juris Doctor 2011

  • University of Illinois

    Bachelor of Arts 2007


  • State of Missouri
  • State of Illinois

RDM's Knowledge Blog Posts by Justin U. Ijei

Recreational marijuana sales have begun in Missouri.

Recreational marijuana sales have started in Missouri following the passage of Amendment 3, shaking up the landscape for drug enforcement policies in Missouri as some employer actions in relation to employee use of marijuana are now prohibited by law.

Beyond making recreational use legal for those 21 years and older, Amendment 3 included new protections for medical marijuana cardholders prohibiting employers from discriminating or taking adverse action against an employee for off-employment site use of marijuana during non-work hours or testing positive for marijuana. This provision aligns with the protections other states have incorporated for medical marijuana users. For example, in Massachusetts and Connecticut, employers must have reasonable accommodations for medical marijuana patients. See Barbuto v. Advantage Sales and Marketing, LLC, 78 N.E.3d 37 (Mass. 2017), and see Conn. Gen. Stat. §21a-408p; Del. Code tit. 16, §4905A

Despite these protections, Missouri’s Amendment 3 still allows an employer to enforce a drug-free policy if the failure to enforce a policy results in monetary or licensing-related benefits under federal law. In addition, employers can also enforce a drug-free policy if the use of marijuana would impair the employee’s ability to perform job-related responsibilities, impair the safety of others, or conflict with occupational qualifications related to employment.

Notably, there are no further protections for recreational marijuana users without medical cards, meaning employees seeking these protections should ensure they have valid medical cards. Employers may still generally enforce drug-free policies against employees who are not medical card holders. Likewise, there is no change to an employer’s ability to terminate an employee who is under the influence of marijuana while at work. However, given the lack of reliable testing to measure recent marijuana use or impairment, employers should use caution.

Amendment 3 also included language allowing for certain marijuana-related criminal offenses to be expunged. Misdemeanor marijuana offenses are set to automatically be expunged by the courts, while felony convictions of possession of up to three pounds of marijuana are to be expunged within a year. In cases of possession of more than three pounds, the person seeking expungement must personally petition the court, but only after they have completed a sentence, probation, or parole period. There has been some skepticism regarding the ability of courts to meet these deadlines, and a supplemental budget has been requested to pay the state’s court clerks overtime to review.

Missouri employers should evaluate their current drug testing policies and practices to ensure they are in line with the new protections for medical marijuana cardholders adopted after the passage of Amendment 3. Policies related to impairment while at work should also be evaluated and documented if they are not. Rasmussen Dickey Moore’s employment attorneys closely watch new laws that affect Missouri employers. Call on us to ensure your employment policies are compliant with new recreational marijuana laws to make sure that you, your business, and your employees are protected.

RDM attorneys Justin Ijei, Sarah Schwartz, and Dillon Williams host a webinar on diversity, equity, and inclusion.

Rasmussen Dickey Moore attorneys Justin Ijei, Sarah Schwartz, and Dillon Williams recently recorded a webinar on the topic of diversity, equity, and inclusion at small and mid-sized law firms. The presentation is being presented by the Missouri Bar, and attorneys can sign up for any of several showings to receive CLE credit.

The webinar expands on RDM’s ongoing discussion of our own efforts to bring diversity to the forefront at our firm and our hopes to expand diversity alongside our peer firms. Justin and another RDM attorney, Nate Lindsey, originally shared their thoughts and experiences in their 2021 article, “Addressing Diversity, Equity, and Inclusion at Small and Mid-Sized Law Firms.” Nate also recently participated in an online panel discussion of issues of diversity in law available for CLE credit.

In the Missouri Bar webinar, Justin, Sarah, and Dillon expand on the subjects highlighted in the article and dive further into their own experiences as attorneys from diverse backgrounds. The open-ended discussion leaves plenty of opportunity for attorneys to contemplate what they have seen and experienced and how they can make their own progress to increase diversity in the legal field.

The Missouri Bar offers several timeslots to watch the webinar and earn CLE credit for Ethics or Elimination of Bias.

  • Wednesday, August 3rd, 2022 · 12:00pm central time
  • Thursday, September 8th, 2022 · 2:00pm
  • Tuesday, November 8th, 2022 · 12:00pm
  • Thursday, February 16th, 2023 · 12:00pm
  • Wednesday, March 15th, 2023 · 12:00pm

Register for the course here.

RDM handles employment and labor law cases, including compliance with ADA regulations.

On July 26th, 1990, one of the most transformative pieces of civil rights legislation was passed into law: the Americans with Disabilities Act, otherwise known as the ADA. The ADA was created to prohibit discrimination against individuals with disabilities in all areas of public life, including jobs, schools, transportation, and all other public and private areas opened to the public. Today many of us can see the effects of the ADA just by walking into a building or riding public transportation.

The ADA is divided into five sections to protect individuals with disabilities in different areas of life:

  • Title I: Employment
  • Title II:  Public Services: State and Local Government
  • Title III:  Public Accommodations and Services by Private Entities
  • Title IV: Telecommunications
  • Title V: Miscellaneous Provisions

The ADA does not provide an exhaustive list of conditions that are protected under the act. Some believe the ADA was designed to be incomplete so that it could be expanded and include new disabilities. For example, in July of 2021, President Joe Biden announced that individuals suffering from serious long-term COVID-19 could qualify as disabled under the ADA.

Employers’ Obligations under the ADA

Many ADA lawsuits filed against businesses are based on allegations of discrimination, which include allegations relating to Title I of the ADA. Therefore, it is crucial for employers to understand their rights and obligations under the ADA.

Continue reading Employer Compliance with the Americans with Disabilities Act
Missouri recently enacted legislation protecting businesses from COVID-19 liability.

As states across the country ease out of COVID-19 restrictions, many state legislatures are passing laws to protect businesses from COVID-19 liability. Various chambers of commerce and pro-business groups across the country have been proponents of such protections and have pushed their state legislatures to pass laws to protect businesses. So far 30 states have enacted statutes that provide businesses some type of shield against COVID-19 liability suits. 

On July 7th, 2021, Missouri became the next state to protect businesses, healthcare providers, and manufacturers from COVID-19 liability. Missouri Governor Mike Parson signed Senate Bill 51 into law, protecting businesses, premises owners, and healthcare providers from personal injury suits arising from COVID-19 exposure unless plaintiff can show clear and convincing evidence that defendant’s reckless or willful misconduct caused the exposure to the virus.

The Missouri law establishes a rebuttable presumption of risk by a plaintiff in an exposure claim when they enter the premises that has warnings signs posted. The law also shields manufacturers from product liability claims stemming from items used to protect against COVID-19 exposures.

The proponents of this bill hope that this law will provide businesses some type of relief from the pandemic as the potential for COVID-19 related lawsuits looms. The new law will go into effect on August 28th, 2021. As the Missouri Constitution does not allow for legislation to be applied retroactively, the new law will not affect claims filed prior to August 28th.

This law does not completely shield businesses from liability. So, it is extremely important for businesses to have the right counsel to help them comply with federal, state, and local laws in order to be protected.  The attorneys at RDM have broad experience in the fields of premises liability, products liability, and more. We can assist your business in maintaining compliance or defending against claims. Contact RDM today.

Protect yourself from liability.

RDM’s attorneys can help you make sure you’re compliant with state laws and avoid costly COVID-19 lawsuits. And should a claim arise, we’re prepared to defend your business.

Contact RDM

Statue of Thurgood Marshall in Annapolis Square.

To celebrate Black History Month, we’ve studied freedom suits and the Dred Scott case at St. Louis’ Old Courthouse and examined diversity issues among small and mid-sized firms. Today, RDM attorney and Diversity, Equity, and Inclusion Committee chair Justin Ijei reflects on the life and achievements of Supreme Court Justice Thurgood Marshall, the first Black man to serve in the position.

Although Thurgood Marshall is well known as being the first Black Supreme Court Justice, Marshall was a stellar attorney whose work became a pillar for the civil rights movement. In fact, Marshall argued 32 cases in front of the Supreme Court, the most anyone has argued in history. Of those 32, his clients prevailed in 29.

Continue reading Celebrating the Life of Thurgood Marshall