Moore Ramirez Law Firm, LLC

Employment Law

Title VII of the Civil Rights Act of 1964, prevents certain employers from discriminating against an individual on the basis of race, color, sex, national origin, or religion when hiring, terminating employment, compensating, promoting, training, and privileges of employment. The Missouri Human Rights Act prohibits employers from compensation discrimination based on race, color, religion, national origin, sex, ancestry, age (40 to 70 years), or disability. The Act covers private employers with six or more employees and all state and local government agencies, regardless of size. (MO Rev. Stat. Sec. 213.055). 

Employment law protects every person working in the United States, documented or not. If you believe that you have been discriminated against, we will thoroughly review your situation and determine if you have a potential case.

 

These are common types of discrimination in employment:

 

Age Discrimination
The Missouri Human Rights Act protects individuals who are 40 or more years of age but less than 70 years of age from employment discrimination based on the individual's age. The Act’s protections apply to both employees and job applicants. Under the Act, it is unlawful to discriminate against a person because of their age with respect to any term, condition, or privilege of employment, including hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training. - (The Act)

 

Disability Discrimination

The Missouri Human Rights Law prohibits employment practices that discriminate on the basis of disability. The Law covers private employers with six or more employees and all state and local government agencies, regardless of size (MO Rev. Stat. Sec. 213.010 et seq.).

 

Family Medical Leave Act

The Family Medical Leave Act is a federal law administered by the U.S. Department of Labor. The FMLA allows certain employees to take unpaid leave for specific family or medical reasons under the same terms and conditions as if the employee had not taken leave. Generally, covered employees may be entitled to twelve weeks of leave in a one-year period for the following situations, among others: the birth or adoption of a child; to care for a spouse, child, or parent who has a serious health condition; or because of the employee’s own serious health condition. The FMLA applies to employers with at least 50 employees that work within 75 miles of the employee’s work location. Furthermore, an employee is only covered if he has worked for the employer for at least 12 months and worked at least 1,250 hours during the last 12 months. - (FMLA)

 

Pregnancy discrimination

The Missouri Human Rights Act prohibits employment discrimination based on sex. Some courts have held that this includes a prohibition on pregnancy discrimination. In its implementing regulations, the Missouri Commission on Human Rights has interpreted this statute to prohibit any policy or practice which excludes from employment applicants or employees because of pregnancy, barring a showing of business necessity.  This applies to employers with six or more employees within Missouri, except businesses owned and operated by religious groups.

 

Equal Pay Act

The Missouri Equal Pay Act requires equal pay for women (18 years of age or older) performing the same quantity and quality of the same classification of work as men (MO Rev. Stat. Sec. 290.400 et seq.). The Act covers all employers, regardless of size.

 

Retaliation

The general rule is that most employees may be fired at any time-for any reason or for no reason at all-under what is known as the at will employment. However, many exceptions to the general rule exist. Exceptions to this general rule can come from courts, which modify and make "common law protections" or the legislature, which enacts "statutory protections."

 

Wage and Hour
The Fair Labor Standards Act (FLSA) protects all workers in the U.S., even if they’re working without a work permit. Missouri employers must also comply with federal minimum wage laws, Missouri minimum wage laws require an annual review of its minimum wage and the minimum wage must be increased by the percentage the cost of living has changed from the prior July to the July in the year the review is conducted.

We represent individuals with respect to FLSA claims against their current or former employers.  

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