Compliance Stuff

Employers just received clarity from the Missouri Supreme Court that’s helpful for your litigation strategy. The court made clear in an April 21 ruling that summary judgment is not an “extreme and drastic remedy,” and court opinions that say so should no longer be followed. This opinion can be used as a legitimate procedural tool to help employers defend against costly workplace claims. Here’s what you need to know about the ruling and what it means for your business. Breakdown of the Facts and Relevant Law Missouri’s  Service Letter Law  establishes a specific process for how and when a terminated employee can request a service letter from a former employer: ✅The service letter must be requested in writing within a year of the employee’s discharge and sent by certified mail to the superintendent, manager, or registered agent of the corporation that employed them. ✅The former employer has 45 days to issue a compliant service letter describing the “nature and character” of the ...

Legal obligations for employers typically concern topics like paid sick leave, antidiscrimination protection, and pay equity, but each year legislation also addresses niche or emerging areas or peculiar state-specific issues. The following are bills introduced or enacted in the last year that you may have missed. Wage Payment Obligations Employers usually pay wages via check, cash, direct deposit, or even payroll card, so few have had to consider other methods for delivering their compensation. Those operating in Missouri, however, should be aware of  HB 754 , enacted last year. Under this law, employees may request to be paid in physical or electronic specie currency, including (but not limited to) coins, bars, and ingots. If a Missouri employee requests that compensation be provided through one of these nontraditional methods, the employer may opt to switch their payroll method for that employee (if they can find enough gold bars, that is). Additionally, since the United States M...

This is not the macabre tale of MacBeth. It is the new legal reality. The EEOC’s sweeping subpoena to Nike signals a dramatic change in EEOC enforcement posture toward Diversity, Equity & Inclusion programs previously regarded as permissible, a shift that demands careful navigation by employers. On February 4, 2026, the U.S. Equal Employment Opportunity Commission (“EEOC”) filed a motion in the U.S. District Court for the Eastern District of Missouri to enforce the administrative subpoena issued in its investigation of Nike, Inc. (“Nike”), for alleged discrimination against white employees and applicants related to Nike’s Diversity and Inclusion (D&I) practices. The administrative subpoena arises out of Commissioner Andrea Lucas’ Charge (“Charge”) against Nike on May 24, 2024, alleging a pattern and practice of intentional discrimination, and alternatively, discrimination based on disparate impact theory. Among the documents attached as exhibits to the EEOC’s Motion to Enforce...

Missouri employers might feel confused about the upcoming minimum wage increase set to take effect on January 1. While voters passed Proposition A in 2024 to increase the minimum wage to $15 per hour and require most employers to provide paid sick leave for certain purposes, Governor Kehoe rescinded the statewide sick time mandate in 2025 and also did away with Proposition A’s annual adjustments for inflation . With this will-they-won’t-they legal landscape, many Missouri employers may feel lost about what is required of them when the calendar flips to 2026, but have no fear – your FP employment lawyers are here with the scoop on what you need to know. New Year, New Wage Missouri’s minimum wage will increase by $1.25 for the second year in a row on January 1, 2026, rising from $13.75 to $15.00 an hour . However, because of the new law signed by Governor Kehoe, the rate won’t automatically increase for inflation on subsequent January 1sts as originally anticipated . This increase wi...

A Missouri lawmaker just introduced a bill that would invalidate non-compete agreements for licensed physicians if it gets approved by the legislature and is ultimately signed into law . The proposal, sponsored by state Rep. Ian Mackey (D), follows a growing trend among states across the country – as well as recent initiatives by the Federal Trade Commission – to boost post-employment mobility of healthcare providers. In this insight, we’ll cover this broader trend, as well as what’s in Missouri’s new bill and how employers in the state can prepare. Limits on Restrictive Covenants in Healthcare: A Growing Trend Across the US If Missouri enacts  HB 2184 , which was introduced by Rep. Mackey on December 4, the state would join several others that have placed significant constraints on non-compete provisions for medical practitioners. In 2025 alone, Arkansas,  Colorado , Indiana, Montana, New Hampshire, Oregon,  Texas , and Wyoming all enacted new laws banning or limiting re...

As employers keep their eye on compliance, below are some notable employment law changes that will be effective in the coming months. Arkansas   Effective August 4, 2025 -  Senate Bill 598  (S.B. 598) requires an employer or agency charged with determining the employment status of an individual to use the method proscribed under the Internal Revenue Service Code, as it existed on Jan. 1, 2025 , in making its determination . Employers and agencies charged with determining the employment status of an individual can no longer use or rely on state law to make this determination.    California Effective January 1, 2026,  Senate Bill 648  (S.B. 648) permits California's labor commissioner to investigate employers and issue citations for tip theft. The legislation subjects employers to investigation if they take or withhold any portion of an employee's tips, including failure to pay tips in timely manner (by the next regular payday). Employers found gui...