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Job discrimination occurs when an employer treats an employee or job applicant unfavorably due to certain protected characteristics such as race, color, religion, sex, national origin, age, disability, or other categories defined by law. In Missouri, both federal and state laws afford protection against these types of workplace discrimination. These laws apply to various stages of employment, including hiring, firing, promotions, wages, job assignments, and other terms or conditions of employment. Understanding your rights is essential for identifying potential instances of unlawful employment practices.
Many individuals encounter workplace situations where their treatment may violate discrimination laws. You may consider seeking legal advice if you have experienced any of the following scenarios:
A lawyer experienced in job discrimination cases can provide crucial support by examining the facts, helping you gather evidence, explaining your legal options, and advocating on your behalf during negotiations or in court.
In Missouri, job discrimination is prohibited under both the Missouri Human Rights Act (MHRA) and federal laws like Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, and the Age Discrimination in Employment Act. Here are some key aspects of Missouri law:
Job discrimination means being treated less favorably at work because of a protected characteristic like race, origin, gender, disability, or age. Discrimination can include unfair hiring, firing, pay, promotions, job assignments, or harassment.
Anyone employed by a company with six or more employees in Missouri is protected if the discrimination is based on race, color, religion, national origin, ancestry, sex, disability, age (40 or older), or genetic information.
You can file a complaint with the Missouri Commission on Human Rights or the Equal Employment Opportunity Commission. Complaints must usually be filed within 180 days of the alleged discriminatory act.
It is illegal for an employer to retaliate against an employee for filing a discrimination complaint or for participating in an investigation. Retaliation claims can be handled as a separate legal matter.
Evidence may include emails, texts, personnel files, witness testimony, or patterns showing different treatment for those in similar circumstances. An attorney can help you identify and gather evidence.
Most employers with six or more employees are covered by the Missouri Human Rights Act. Some smaller employers may not be covered by state law but may be subject to federal requirements.
In Missouri, you generally have 180 days from the last discriminatory act to file a complaint with the Missouri Commission on Human Rights.
Possible compensation includes reinstatement, back pay, front pay, benefits, emotional distress damages, attorney fees, and court costs. The specific remedies depend on the details of the case.
Document the incidents, gather any evidence, review your employee handbook, and consider reporting the issue internally according to your company’s procedure. You may also consult a legal professional to assess your situation.
Yes. Employment practices that appear neutral but disproportionately impact certain protected groups may also qualify as discrimination, even without intent to discriminate.
If you need more information or assistance regarding job discrimination issues in Missouri, several organizations and agencies can help:
If you believe you have experienced job discrimination, consider taking the following steps:
Remember, navigating job discrimination issues can be complex. Professional legal advice can help protect your rights and increase your chances of a successful outcome.
