Employment Discrimination Lawyer Columbia, MO
If you have been fired, demoted, passed over for promotion, or treated differently at work because of a protected characteristic, federal and Missouri law may entitle you to damages.
TGH Litigation represents employees across Missouri in discrimination, retaliation, and wrongful termination cases against private employers, public agencies, and educational institutions. Our founding partners bring more than 80 years of combined experience in civil rights and employment litigation. We remain dedicated to serving clients across Missouri with integrity, experience, and a steadfast commitment to justice. Request a free consultation with our Columbia, MO employment discrimination lawyer to discuss your case.
Why Choose TGH Litigation for Employment Discrimination in Columbia, MO?
Employment and Civil Rights Trial Attorneys
Julianne Germinder, a founding partner and recipient of the Women’s Justice Award, handles employment discrimination, retaliation, and civil rights cases in state and federal court across Missouri. She earned her J.D. from Washington University School of Law and holds two undergraduate degrees magna cum laude from the University of Missouri.
J. Andrew Hirth, a founding partner with appellate experience alongside his trial practice, is admitted to the U.S. Supreme Court Bar and five federal circuit courts, including the Eighth, Ninth, and Eleventh Circuits. He earned his J.D. cum laude from Mizzou Law.
Joanna Trachtenberg represents clients in employment discrimination, whistleblower protection, workers’ compensation retaliation, wage and hour cases, and administrative proceedings. She holds a J.D. cum laude from NYU School of Law and an M.A. in Women’s Studies from the University of Limerick. Our civil rights lawyer in Columbia, MO defends employees whose rights have been violated at work.
Verdicts and Settlements Against Missouri Employers
We secured a $1.12 million verdict against the University of Central Missouri for unlawful retaliation. We obtained a $6.14 million verdict against St. Louis Public Schools for sex discrimination and retaliation. We won a $2.15 million verdict for a nurse sexually harassed at the Missouri Department of Corrections. We also filed suit against Cole County for age discrimination on behalf of three former EMS workers.
Experience With Administrative and Federal Forums
Employment discrimination claims typically begin at an administrative agency. Most federal claims require filing with the EEOC. Most Missouri claims require filing with the Missouri Commission on Human Rights. Choices made at the charge stage shape what can be pursued later in court. Our attorneys work through those filings carefully to preserve every viable claim.
Free, No-Pressure Case Review
The first conversation with our firm costs nothing. We’ll review what happened, identify the laws that apply, and give you an honest assessment of the strength of your case.
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“Andy Hirth is extremely good at his job and made my life much easier than I ever expected. He is a hard-working individual that was always well prepared and was not afraid to ask the hard and essential questions that came with my case.”
— C.I.
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Types of Employment Discrimination Cases We Handle in Columbia
Our employment attorneys represent workers across the full range of protected characteristics under federal and Missouri law.
- Race and color discrimination. Adverse employment actions or hostile work environments based on race or color, including patterns of differential treatment, biased performance reviews, and pretextual terminations.
- Sex and gender discrimination. Discrimination based on sex, gender identity, sexual orientation, or pregnancy. Claims reach hiring decisions, pay disparities, promotion denials, and terminations.
- Sexual harassment. Unwanted advances, offensive comments, and hostile work environment claims under Title VII and the Missouri Human Rights Act. Employers who fail to investigate reports or who retaliate against complainants face additional liability.
- Age discrimination. Claims brought by employees age 40 and over under the ADEA and Missouri law, including forced retirements, layoffs that disproportionately target older workers, and refusals to hire.
- Disability discrimination. Failures to accommodate, adverse actions based on disability, and harassment of employees with physical or mental impairments under the ADA and Missouri law.
- Religious discrimination. Adverse actions based on religious belief or practice, including failures to accommodate religious observance, grooming requirements, or scheduling needs.
- National origin discrimination. Discrimination based on country of origin, ancestry, ethnicity, or accent, along with related harassment and pretext claims.
- Whistleblower retaliation. Adverse actions taken against employees who reported illegal conduct, safety violations, fraud, or other misconduct to supervisors, regulators, or law enforcement.
- Discrimination in education. Claims by teachers, professors, administrators, and other school employees against Missouri school districts, universities, and private educational institutions.
Missouri Legal Requirements for Employment Discrimination Cases
Employment discrimination claims run under a combination of federal and Missouri statutes, and the procedural rules differ significantly between them.
Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on race, color, sex, religion, or national origin. It applies to most employers with 15 or more employees. Claims must be filed with the EEOC before suit.
The Age Discrimination in Employment Act protects workers age 40 and older from discrimination in hiring, firing, promotion, pay, and other terms of employment.
The Americans with Disabilities Act prohibits disability discrimination in employment and requires covered employers to provide reasonable accommodations to qualified employees with disabilities.
The Missouri Human Rights Act covers employment discrimination based on race, color, religion, national origin, sex, ancestry, age, and disability. A 2017 amendment raised the causation standard to “motivating factor” and imposed caps on compensatory and punitive damages, which vary by employer size. Claims generally require filing with the Missouri Commission on Human Rights before suit.
Missouri’s Sunshine Law requires public employers to disclose records of official business. These records often provide critical evidence in cases against government agencies, public schools, and state universities.
Important Aspects of a Columbia Employment Discrimination Case
Employment discrimination cases share a set of recurring issues. How those issues are handled often determines whether a case succeeds.
Administrative Filings and Deadlines
Most federal claims require a charge filed with the EEOC within 180 or 300 days of the discriminatory act, depending on whether Missouri’s agency has jurisdiction. Missouri Human Rights Act claims require a charge filed with the Missouri Commission on Human Rights within 180 days. Missing either deadline can end a strong case before it reaches the merits.
Federal and Missouri Claims Frequently Overlap
Many employment discrimination cases involve both federal and Missouri claims. Federal statutes provide larger damage caps and attorney fee shifting. Missouri law offers different procedural paths and burden-shifting standards. Selecting the right combination, and the right forum, shapes both the outcome and the timeline of a case.
Evidence, Documentation, and Comparators
Performance reviews, personnel files, emails, and HR records frequently provide the evidence that wins employment cases. How similarly situated employees outside the protected class were treated often determines whether a claim survives summary judgment. We help clients preserve evidence and request records before the employer has time to reshape the story.
Retaliation Claims Often Stand Alone
Reporting discrimination, filing an EEOC charge, or participating in an investigation is protected activity. Employers who respond with termination, demotion, or other adverse action face a separate retaliation claim. Retaliation claims sometimes succeed even when the underlying discrimination claim proves difficult to prove.
Severance, Separation, and Release Agreements
Employers frequently offer severance in exchange for a release of claims. Signing that release typically extinguishes discrimination claims, sometimes permanently. Review by counsel before signing protects the employee’s options and often results in improved terms.
Damages Available
Depending on the claim, remedies can include back pay, front pay, compensatory damages for emotional distress, punitive damages, reinstatement, and attorney fees. Damage caps apply under Title VII and the Missouri Human Rights Act, and those caps depend on employer size.
Contact TGH Litigation
Discrimination claims have strict filing deadlines. If you believe you have been the target of discrimination, harassment, or retaliation at work, acting promptly protects your options.
Contact us to schedule a free consultation with a Columbia employment discrimination attorney. We will review the facts, identify the statutes that apply, and explain the path forward before you commit to representation.