Hey, Business Come To Discrimination “Free” Missouri!
It appears some Law Makers in Missouri want to turn back the clock on hard fought for workplace discrimination laws. Employees that may have been wrongfully terminated will have a “steeper” mountain to climb proving it. The Missouri State Senate approved a law that also limits the monetary damages won by former employees.
The Bill’s supporters say, “the law will make Missouri more attractive to businesses.”!! Hmmm…so telling investors come to Missouri we make it easier for YOU to violate employee rights is good business??
“Brad Lager, R-Savannah, said that his bill was an attempt to bring Missouri's employment discrimination laws back into alignment with federal standards. He said that in the past, the state's workplace discrimination laws ” Continue reading here…..
Discrimination tougher to prove under Senate-approved plan …
The Employees Word Is “Law” Under FLSA!
Oral complaints count under FLSA, says High Court. Hooray, for yet another victory for employees locked in the ongoing battle for maintenance, enforcement and anti-violation of their rights by Corporate America. All employees need do is say “I believe my FLSA rights are being violated” to receive protection from retaliation. This is the decision by the U.S. Supreme Court.
The Court in the case involving KASTEN v. SAINT-GOBAIN PERFORMANCE PLASTICS CORP. concluded that to “file” a complaint, an employee need only provide an oral complaint of a violation of FLSA to his employer and not a written complaint; once the employee has done so, then the employer is prohibited from retaliating against that employee because of the complaint. This essentially means our employers can’t claim we did not give them proper notice (written complaint) of a problem. Read the full story here;
Oral Complaint (Still) Protected From Retaliation Under FLSA
Victory for Employees With Cancer!
Cancer Victim Fired For Disclosing Brain Tumor Has Claim For Disability Discrimination in a U.S. District Court in Texas. The Court in Texas ruled that a Houston P.F.Chang’s restaurant may have violated the Americans with Disability Act when it fired one of its restaurant managers three days after he disclosed that he had a brain tumor.
P.F. Chang actually tried to argue that a managers brain tumor was not a qualifying disability under the ADAAA (Americans with Disabilities Act Amendment Act)!!
Here is the full article;
ADA Cases Make The News : Employee Rights Post
Company Award Over Employee Health and Safety
It appears that some employers may be more concerned about awards than the safety of their employees. The case involving Norfolk Southern Corp. certainly raises that question. A former employee was terminated in 2009 after he reported an on-the-job injury.
The (OSHA) Occupational Safety and Health Administration determined Norfolk Southern was in violation of the employee’s protections under the whistle-blower provisions regarding the Federal Railroad Safety Act.
Norfolk Southern was ordered to pay the former employee $122,199 in compensatory and punitive damages and reasonable attorney’s fees. On May 13, 2025 the former employee was hurt pulling a spike from a rail line. “Fearing loss of employment, the worker did not report the injury until a re-injury occurred in October when, at the suggestion of management, the employee saw a doctor,” according to an OSHA news release. “After returning to work, the employee was suspended and later terminated for allegedly falsifying the injury.”
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Job Interview Assembly Line
Not knowing where you place in the “job interview assembly line” is an important often-overlooked ingredient for job interview success. Several years ago, an interviewer informed me that I was the next to last candidate to be reviewed/interviewed for the position.
I didn’t think much about that. Then the interviewer informed me that the interview process had taken about 2 months because there were a little over 200 interviewees!
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