Merit System Legislation - Missouri

SB 742 - This act prohibits employers from paying any employee lower wages than those paid to employees of the opposite gender for the same work. Under the act, employees may bring a civil cause of action against employers who engage in such a discriminatory practice. Wage payment differentials based on merit systems, regional economic factors, factors that measure pay due to output, or other bona fide factors other than gender, are not actionable. Varying local market rates are not bona fide factors under the act. Employers cannot reduce wages to comply with this act or retaliate against employees that seek the legal protections from retaliation provided by this act. If employers retaliate, employees can recover actual and compensatory damages Remedies for any unlawful gender-based pay practices include: actual and compensatory damages, injunction, and recovery of court costs and attorneys fees. This act abolishes the six-month statute of limitations for filing an action for [...]

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SB 837 - This act revises provisions concerning the employment of public employees and appointed officials, and creates the Public Employee Due Process Act. This act prohibits public employees from appealing a dismissal or demotion if an employee has a right to appeal under the State Personnel Law (Merit System)or if the employee is in a policy making position without a right to appeal. Public bodies must serve written notice upon employees they intend to terminate, discipline, or demote. The notice must contain the grounds for the intended action, and notification of the right to request a hearing. If the charges are based on inefficiency, incompetence, or insubordination, the public body must provide the employee with a four month remediation plan before charging the employee. If a hearing is requested, it shall take place at least sixty days after the charges are served and the decision will be based on the doctrine of just cause. The act contains provisions concerning the [...]

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SB 742 - This act prohibits employers from paying any employee lower wages than those paid to employees of the opposite gender for the same work. Under the act, employees may bring a civil cause of action against employers who engage in such a discriminatory practice. Wage payment differentials based on merit systems, regional economic factors, factors that measure pay due to output, or other bona fide factors other than gender, are not actionable. Varying local market rates are not bona fide factors under the act. Employers cannot reduce wages to comply with this act or retaliate against employees that seek the legal protections from retaliation provided by this act. If employers retaliate, employees can recover actual and compensatory damages Remedies for any unlawful gender-based pay practices include: actual and compensatory damages, injunction, and recovery of court costs and attorneys fees. This act abolishes the six-month statute of limitations for filing an action for [...]

show full description

SB 837 - This act revises provisions concerning the employment of public employees and appointed officials, and creates the Public Employee Due Process Act. This act prohibits public employees from appealing a dismissal or demotion if an employee has a right to appeal under the State Personnel Law (Merit System)or if the employee is in a policy making position without a right to appeal. Public bodies must serve written notice upon employees they intend to terminate, discipline, or demote. The notice must contain the grounds for the intended action, and notification of the right to request a hearing. If the charges are based on inefficiency, incompetence, or insubordination, the public body must provide the employee with a four month remediation plan before charging the employee. If a hearing is requested, it shall take place at least sixty days after the charges are served and the decision will be based on the doctrine of just cause. The act contains provisions concerning the [...]

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