How Missouri Law Protects Against Workplace Harassment

Missouri law provides a framework designed to protect employees from workplace harassment, ensuring that everyone can work in an environment free from discrimination and intimidation. Under both federal and state laws, harassment is considered a form of discrimination when it creates a hostile or abusive work environment.

One of the key laws governing workplace harassment in Missouri is the Missouri Human Rights Act (MHRA). This act prohibits unlawful discrimination and harassment based on race, color, religion, national origin, sex, age, and disability. Under the MHRA, employees have the right to file complaints against their employers if they experience harassment related to any of these protected characteristics.

Additionally, Missouri law allows for both verbal and physical forms of harassment. This includes unwanted comments, innuendos, or jokes that create an uncomfortable work atmosphere, as well as inappropriate physical contact. Employers are required to take reasonable steps to prevent and address harassment in the workplace.

In order to effectively combat workplace harassment, Missouri law mandates that employers create and implement anti-harassment policies. These policies should clearly define what constitutes harassment, outline the procedures for reporting incidents, and guarantee that employees will not face retaliation for coming forward. By establishing a transparent process, employers can foster a safer and more inclusive workplace culture.

Victims of workplace harassment in Missouri are encouraged to report incidents to their employer as soon as possible. If the employer fails to address the issue, employees can contact the Missouri Commission on Human Rights or the Equal Employment Opportunity Commission (EEOC). These agencies investigate claims and can provide a pathway to resolution through mediation or legal action.

It's worth noting that Missouri also has specific laws regarding sexual harassment, which is defined as any unwanted sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. These laws recognize that sexual harassment can occur between individuals of the same or different genders and can create significant barriers to employee wellbeing.

Employers have a legal obligation to train their staff on harassment issues. Training programs should inform employees about their rights and responsibilities under the law, as well as the company’s policies on harassment. Regular training helps to reinforce a culture of respect and accountability and is a crucial strategy for preventing workplace harassment.

In summary, Missouri law provides strong protections against workplace harassment through the Missouri Human Rights Act and requires employers to take proactive measures. By fostering a respectful work environment and ensuring that clear policies are in place, organizations can protect their employees from harassment and contribute to a healthier workplace culture. Knowing and exercising these rights not only empowers employees but also encourages employers to uphold high standards of conduct in their organizations.