Intro to Missouri Labor Laws

Missouri has expanded current medical marijuana laws to include protections for those with a medical necessity and included an amendment to legalize recreational use for adults 21 and older. The new law will, among other things, prohibit employers from discriminating against potential new hires or current employees because they have a medical marijuana identification card. Employers can continue to prohibit employees from using or possessing marijuana or being under the influence of marijuana at work. Employers should review their existing policies and drug testing procedures to be certain they are in compliance with the new law updates.

St. Louis recently enacted an ordinance prohibiting private employers with 10 or more employees from requiring that applicants disclose criminal history during the initial phase of the hiring process. The ordinance also restricts the ability to make hiring or promotional decisions based on an applicant’s criminal history. St. Louis will become the third locality in Missouri to enact a “Ban-the-Box” law, following Kansas City and Columbia.

Governor Parson signed a new law affording leave to covered employees who are victims of domestic or sexual violence. Employers with at least 20 employees must provide leave (which may be unpaid) and safety accommodations to an employee if they or their covered family or household member is the victim of domestic violence or sexual violence. The maximum amount of leave available is either one or two weeks, and varies depending on the employer size. Among the additional requirements are health coverage continuation and notice requirements.

As noted here previously, the Kansas City council passed an ordinance that will prohibit employers in the city from inquiring about applicants’ salary histories during the application process.