Missouri
How EEOC v. BDO USA, L.L.P. applies in Missouri: state-specific rules, key cases, and bar exam notes for Employment Law.
Missouri follows federal employment discrimination standards but has some distinct applications under its state statutes, particularly regarding the definitions of employer and employee. The Missouri Human Rights Act (MHRA) provides additional protections compared to federal law, which can influence how cases are litigated.
Under the MHRA, employers are required to provide a workplace free from discrimination and retaliation, mirroring the EEOC regulations while offering broader protections in certain contexts.
Held that retaliation against an employee for filing a discrimination claim constituted a violation of the MHRA.
Determined that an adverse employment action taken after a protected activity could establish a prima facie case of discrimination under state law.
Found that the employee must show a causal connection between the protected activity and adverse employment actions to prevail under the MHRA.
Missouri generally aligns with federal standards in assessing employment discrimination; however, it emphasizes employee protection and broader definitions which can lead to more favorable outcomes for claimants under state law than federal law. Additionally, the state allows for greater flexibility in defining employer responsibilities.
Candidates should be aware of the nuances between Missourian and federal employment law, particularly in terms of covered activities and protections under the MHRA, as these may appear in exam questions.