Missouri
How Cruz v. Coach Stores, Inc. applies in Missouri: state-specific rules, key cases, and bar exam notes for Employment Law.
Missouri law generally follows the principles established in Cruz v. Coach Stores, Inc. regarding employer liability for discriminatory practices in the workplace. The state emphasizes the importance of establishing a clear link between the adverse employment action and the alleged discriminatory motive.
In Missouri, under the Missouri Human Rights Act, employers are liable for employment discrimination when a protected characteristic is a contributing factor in an adverse employment action.
The court ruled that the plaintiff must show that the adverse employment action was taken because of discrimination related to a protected characteristic.
The court held that employees must provide sufficient evidence to suggest that discrimination was a contributing factor in the employer's decision-making process.
The court affirmed that a prima facie case of discrimination requires the employee to show the existence of similar employees outside the protected group who were treated more favorably.
Missouri law mirrors federal standards under Title VII concerning discrimination but places a heavier emphasis on the burden of proof on employees. Unlike some federal standards, which require proof of 'but-for' causation, Missouri allows a 'contributing factor' standard, making it potentially easier for plaintiffs to meet their burden.
Cruz v. Coach Stores, Inc. principles along with Missouri-specific employment discrimination cases may appear in the Missouri bar exam, particularly in the context of employment law and civil rights.