Skip to Content

Employer Law Blog

We address issues, cases and matters of statutory and regulatory compliance of employment law that can impact a business' growth and profitability.

Employer Law Blog
February 2, 2017

A Primer on the New Missouri Right to Work Law

What does Right to Work Mean? Employers are barred from: requiring employees to become, remain, or refrain from becoming a member of a labor organization; or pay dues or other charges required of labor organization members as a condition of employment. Any agreement, understanding, or practice, written or oral, implied or expressed, between any labor organization and employer that violates the rights of employees as guaranteed under Act is unlawful, null and void, and of no legal effect.

Employer Law Blog
December 30, 2016

Missouri Legislative Update – Is the Tide Finally Turning?

The Republican controlled General Assembly is getting a head start on the labor and employment front by pre-filing several pro-business labor and employment bills. Right to work- In general, the various bills in one form or another make contract clauses that require union membership as a condition of employment or continued employment null and void. Most of the bills do NOT apply retroactive. Accordingly, all present union security clauses in current collective bargaining agreements would remain in full force and effect. The “right to work” bills include Missouri House Bills 91, 42, and 131; and Missouri Senate Bills 19 and 21.

Employer Law Blog
August 17, 2016

EMPLOYER ALERT: Remember EEO-1 Reports Are Due September 30th And Beware For Next Year

The September 30, 2016, due date for employers to file their annual EEO-1 reports with the Equal Employment Opportunity Commission (EEOC) is on the near horizon. Private employers with 100 or more employees, and federal government contractors or first-tier subcontractors with 50 or more employees and a contract/subcontract of $50,000 or more, should take the appropriate measures to file their reports on time. The EEO-1 remains unchanged for 2016, but under a recent proposal employers will be required to provide substantial pay data with the a revised EE0-1 Report.

Employer Law Blog
August 14, 2016

FMLA Update: Critical Analysis of Voluntary Overtime Becoming Mandatory for Calculating Intermittent FMLA Leave Benefits

Recently, in Hernandez v. Bridgestone Americas Tire Operations, LLC, the U.S. Court of Appeals for the Eighth Circuit held that where overtime is considered mandatory an employer may deduct missed shifts from an employee's allotted intermittent leave allotment under the Family and Medical Leave Act of 1993 (FMLA), but that the employer must also include mandatory overtime hours when calculating an employee's total FMLA-leave allotment. Failure to do so constitutes an FMLA interference claim.

Employer Law Blog
August 4, 2016

Keep Your Workplace Safe – OHSA At It Again!

The anti-business Occupational Safety and Health Administration continues its onslaught of burdensome regulations on American business. The “stick it to the company” philosophy is no more evident than with its new increased penalties. As of August 1, 2016, OSHA penalties will increase. Not to be outdone, OSHA’s new anti-retaliation provisions included in the revised recordkeeping regulation, 29 CFR Part 1904, will go into effect on November 1, 2016.