Missouri is an at-will employment state, which means either you or your employer can terminate your position at any time and for any reason (or no reason at all). The one exception to this general rule is if an employee is targeted or selected for termination based on a discriminatory reason (i.e.... Read more »

Attorneys are not allow to solicit business through their responses on Justia. You'll have to reach out to an attorney directly.

There is a good Missouri statute on unpaid wages but it must be followed strictly in order for the clock to start ticking on the employer. Some attorneys... Read more »

Sorry to hear that the employer did you wrong. Absenet a binding arbitration agreement in your contract you may sue in court. I suggest that you have an attorrney review the contract and assess the situation. For employment matters, attorneys sometimes represent clients on a contingency... Read more »

Unfortunately, federal wage laws only protect against minimum wage and overtime pay violations. However, you should discuss this issue with your manager or human resources department if you have not already - they may agree to reimburse you for the difference in pay since you were promoted.

Unless the employer is discriminating against a work based upon the worker's being in a protected class, yes. It's no different than the employer mandating the an employee wear orange shoes with polka dots--odd and perhaps not rational--but not unlawful.

Unless the employee can prove that wearing their hair loose represents religious expression, then yes, the employer can make rules mandating ponytails in the warehouse, especially since this is likely a rule in place with everyone’s safety in mind. When employees wear their hair or facial hair in... Read more »

Your employer's practice strikes me as odd, but Missouri is an employment at will state and in general an employer is not prohibited from enacting odd workplace rules and terminating employment if an employee won't abide.

If you haven't done so, I suggest you voice your... Read more »

You should hire an attorney to review the non-competition agreement and provide you with his or her opinion of its enforceability. I have no opinion on whether it is enforceable, but the answer to your question, if you are asking how the new company could terminate your employment, lies with the... Read more »

You should call an attorney to discuss your situation. Under the Fair Labor Standards Act employers are not required to pay employees for "bona fide" lunch breaks that last 20 minutes or more. However, if you are required to keep working after you clock out for lunch, the lunch break is... Read more »

You didn’t ask a legal question. A reasonable next step would be to hire a local attorney to write a letter to your landlord.

I'm sorry that this happended to you. Speak to the nurse practitioner's supervisor to make sure this doesn't happen again. It's up to you but I doubt that it will make finacial sense for you to pay an attorney by the hour to send a letter and engage in back and forth with the employer.

Other than the fact that someone said that someone else doesn’t like black people, I don’t follow your post. Please clarify your legal question.

Most employers don't realize that unless they sign an employment contract that provides otherwise, when they leave employment they aren't entitled to accumulated sick days.

I’m aware of no Missouri or federal law that gives you the right to have a witness present in a meeting with your employer.

You may demand it. Missouri Revised Statutes Section 290.110 provides the procedure for formally demanding it and the potential liability of the employer who failse to comply.

Employers aren’t required to provide any vacation days. Therefore, this isn’t a matter of legally but rather whether the employer is breaching its contract with the employee.

An hourly employee should be paid for attending a meeting, whether in person or online.

Yes, an employee can sue for unpaid wages.

You could trust a local lawyer to represent you, where you need give a letter of POA to authorize him/her to work for you.

Unfortunately, your only recourse is to find other employment because no statute prevents the employer’s actions. You’ll have to decide whether not showing up is worth potentially getting fired or otherwise disciplined. Maybe you can find a Halloween party on another day.