Representation That Protects Your Business And Your Budget

Employee-Focused Employment Law Attorney In St. Louis

I’m an experienced employment law attorney who represents corporate executives, managers and employees when disputes arise. I also review and negotiate employment contracts. I provide insight and advocacy based on years of experience in corporate firms and my own practice.

Why You May Need An Employment Lawyer

If you’re in a dispute with your employer, you are at a considerable disadvantage. However, the law grants you many rights that help level the playing field. I will be an advocate and voice for you in such areas as:

Employment contracts and severance agreements: From the beginning to the end of your term of employment, you will be beholden to the terms of your contract.
A severance agreement can include terms that restrict your compensation or limit your actions beyond the end of your employment.
Employment discrimination: When an employer hires someone, they must treat them with the respect and dignity that they deserve. Discrimination against anyone for such reasons as race, gender, age, religious affiliation or any other protected class is illegal, and can be actionable in court.
FMLA, ADA and disability: You may be entitled to an accommodation if you have a disability or to leave if you or a family member have a serious health condition. our employer cannot discriminate against you because you have taken leave.
Non-compete agreements: Non-compete agreements are a part of life in the corporate world, and if you leave a company, you may be asked to sign one. However, a non-compete must be structured carefully to be enforceable. I can help you review your non-compete agreement to see if it is or is not enforceable.

Employees facing difficult uphill battles in employment law conflicts need an attorney who understands the stakes, the law and the best next steps in these situations. For more than 35 years, I’ve been in courtrooms and negotiation rooms addressing these issues, and I’ve helped my clients achieve success.

Can I Be Fired For No Reason In Missouri?

Missouri follows the “at-will” employment doctrine. This means an employer can generally terminate an employee at any time, with or without cause. However, that rule is not absolute, and legal protections apply.

There are several key exceptions employees should understand:

Discrimination: An employer cannot terminate you based on race, gender, age, religion, disability or another protected class under state or federal law
Retaliation: You cannot be fired for asserting your legal rights, such as filing a discrimination complaint or a workers’ compensation claim
Public policy violations: An employer cannot terminate you for refusing to engage in illegal conduct or for reporting unlawful activity

These exceptions create legal grounds for a claim when a termination crosses into unlawful conduct. Understanding where your situation falls is critical before taking action.

Strict Deadlines Employees Need To Follow In Missouri Discrimination Lawsuits

Employment claims are highly time-sensitive, and missing a deadline can permanently bar your case. Before filing a lawsuit, Missouri law requires employees to first submit a formal charge to a government agency.

Employees typically must file with:

Missouri Commission on Human Rights (MCHR) within 180 days of the discriminatory act
Equal Employment Opportunity Commission (EEOC) within 300 days of the discriminatory act

These timelines begin running from the date of the incident, not when you decide to act. Waiting too long can eliminate your ability to pursue compensation or relief.

Because these deadlines are strictly enforced, early evaluation of your situation can protect your legal options and preserve your claim.

What Constitutes A Missouri Hostile Work Environment?

A hostile work environment involves more than general workplace frustration. Under the law, the conduct must be tied to a protected class and be severe or pervasive enough to interfere with your ability to work.

Examples that may support a claim include:

Repeated offensive comments related to race, gender or another protected status
Ongoing harassment that creates an intimidating or abusive work environment
Patterns of discriminatory treatment that affect job conditions

In contrast, the following typically do not meet the legal standard:

A supervisor who is rude or overly demanding
Isolated disagreements or personality conflicts
General workplace stress unrelated to discrimination

If you suspect a hostile environment, documenting what happens is essential. Keep records of communications, dates and witnesses. Speaking with an attorney before approaching HR can help you avoid missteps that may affect your position later.

Frequently Asked Questions About Employment Law In St. Louis, Missouri

Here are answers to some of the questions I frequently hear from employees and executives in St. Louis, Missouri, who are dealing with workplace disputes or concerns about their rights.

Should I talk to an employment attorney or complain to HR first?

This depends on the nature of the issue and what you hope to accomplish. Human resources departments are designed to protect the employer, not the employee. While HR may resolve minor concerns, filing an internal complaint can also create a record that shapes how your employer responds going forward. Speaking with an employment attorney first allows you to understand your rights under Missouri and federal law before anything is formally documented. This is especially important in discrimination, retaliation or termination situations, where the timing and framing of a complaint can affect later claims. An attorney can help you decide whether raising the issue internally is appropriate or whether other steps should be taken to protect your position.

What are the first steps I should take if I think my employer violated my rights?

Start by slowing down and gathering information. Employment law matters are often deadline driven, and quick reactions can make matters more complicated. Preserve any documents, messages or records related to the situation and limit discussions with coworkers. You should also review any employment agreements, handbooks or written policies that apply to your role. Speaking with an employment law attorney early can clarify whether your situation involves contractual rights, state law or federal statutes. In Missouri, some claims require administrative filings before a lawsuit is permitted, so identifying deadlines early can be critical to protecting your options.

What types of evidence are most helpful to an employment law claim?

Employment cases are frequently decided based on written records rather than verbal conversations. Evidence that documents what happened and when it happened is often the most persuasive. Common examples include the following:

Emails and text messages that show workplace communications or instructions
Performance reviews, evaluations or disciplinary records that reflect changes over time
Statements from coworkers who witnessed relevant conduct

These materials can help establish timelines, patterns and credibility. It is important to keep original copies and avoid altering or deleting anything. Even documents that seem minor may become significant when reviewed in context. An attorney can evaluate how the evidence supports your claim and identify what additional information may be needed.

Turn To Me For Help With Your Employment Law Issues

I can provide you with answers and information about the law that will help you protect yourself and your job. Your career is your lifeline. It’s the source of your income and benefits and makes it possible for you to live your life. When that’s in jeopardy, you need someone to help you.

That’s what I do. I help my clients resolve conflicts so they can continue working and living the way they wish. Reach out today by calling 314-720-6890 or sending an email using this form.