If you’re an LGBTQ employee in Missouri, you have significant federal protections against workplace discrimination, even though the state itself offers limited coverage. The landmark 2020 Supreme Court decision in Bostock v. Clayton County established that Title VII of the Civil Rights Act protects LGBTQ workers from discrimination based on sexual orientation and gender identity…

Religious accommodation in Missouri has become significantly stronger for employees following the Supreme Court’s landmark 2023 decision in *Groff v. DeJoy*. This ruling requires Missouri employers to demonstrate “substantial increased costs” rather than minimal burden when denying religious accommodation requests, creating new opportunities for workers to practice their faith while maintaining employment. Whether you need…

Intersectional discrimination occurs when employees face bias based on the combination of two or more protected characteristics—like race and gender, age and disability, or sexual orientation and religion. This complex form of workplace discrimination creates unique challenges that differ from single-axis bias, requiring specialized legal understanding and strategic approaches. The concept emerged from legal scholar…

Workplace retaliation after reporting discrimination happens when your employer punishes you for filing a discrimination complaint, participating in an investigation, or opposing discriminatory practices. This illegal behavior violates federal employment laws and can include termination, demotion, harassment, or creating a hostile work environment specifically because you exercised your protected rights. According to the EEOC’s 2024…

When you leave your job in Missouri, understanding any non-solicitation agreement you signed can make the difference between starting fresh and facing a lawsuit. Non-solicitation agreements in Missouri are generally enforceable when they meet specific reasonableness standards under state law, particularly regarding duration, geographic scope, and legitimate business interests. Missouri courts take a balanced approach…

When your employer deliberately makes working conditions so unbearable that you have no choice but to quit, Missouri law treats this as constructive discharge—essentially an involuntary termination disguised as resignation. Under Missouri employment law, constructive discharge occurs when an employer creates or allows working conditions to become so intolerable that a reasonable person in your…

Getting fired for a social media post can feel shocking and unfair, but understanding your legal rights is crucial. The reality is that most private employers can legally terminate employees for social media activity under at-will employment laws. However, significant legal protections exist that many employees don’t know about, including federal labor law protections for…

Documenting workplace harassment properly can make the difference between a successful legal claim and a dismissed case in Missouri. Under the Missouri Human Rights Act (MHRA), you have only 180 days to file a complaint with the Missouri Commission on Human Rights, making immediate and thorough documentation essential for protecting your rights. Proper documentation creates…

In a recent development, employees of 24 Hour Fitness have initiated a class-action lawsuit over alleged unpaid overtime, a matter that brings the company’s wage and hour practices under scrutiny. The case raises significant questions about the adherence to Missouri’s employment laws, specifically those concerning overtime compensation. As the lawsuit unfolds, it promises to shed…

The recent decision by the National Labor Relations Board (NLRB) to invalidate class waivers has left a profound effect on labor relations and employment law, particularly enhancing the power of collective bargaining. This ruling, as discussed by the Riggan Law Firm, allows for group lawsuits, substantially altering the landscape for both employers and employees. The…