If you were fired, demoted, harassed, denied pay, refused a reasonable accommodation, or treated unfairly at work because of race, sex, age, disability, religion, national origin, pregnancy, or another legally protected status, you may have an employment discrimination claim. Chris Miller — a former government attorney with a Missouri Supreme Court track record — helps employees in Columbia and across Central Missouri evaluate claims, preserve critical evidence, meet strict filing deadlines, and pursue compensation through agency proceedings, settlement, or litigation.
Employment discrimination cases move fast. Filing deadlines with the Missouri Commission on Human Rights and the EEOC are strict, and evidence can disappear quickly. Contact Bur Oak Injury Law for a free, confidential consultation — no fee unless we win.
Chris Miller represents employees in Columbia, Jefferson City, and communities across Central Missouri who have been subjected to workplace discrimination, harassment, retaliation, and wrongful termination. Every case is handled personally — no handoffs to associates or paralegals. When you call Bur Oak Injury Law, you speak with the attorney who will actually handle your case from the first consultation through resolution.
Employers and their HR departments are often prepared long before a complaint is ever filed. They document their version of events, consult legal counsel, and present a defense designed to minimize exposure. Getting experienced legal advice early — before a key filing deadline passes or critical evidence disappears — gives employees the best chance of building a strong claim and pursuing meaningful compensation.
Workplace discrimination is far more common than many employees realize. The EEOC reported 81,055 discrimination charges filed in FY2023 alone — and that figure covers only charges formally filed, not the far larger number of employees who experienced discrimination but never pursued legal action. In Missouri, the Missouri Commission on Human Rights (MCHR) processes hundreds of additional state complaints each year under the Missouri Human Rights Act.
Retaliation claims are now the single most common type of charge filed with the EEOC, representing more than 42% of all charges in recent years. Employees who report discrimination, file a complaint, or participate in a workplace investigation are legally protected from retaliation — but that protection has to be actively enforced. Missing the administrative filing deadline is one of the most common and costly mistakes employees make. An attorney can determine which agency is the right forum, identify applicable deadlines, and preserve the evidence needed to build a compelling claim.
Not all employment discrimination cases are the same. Federal and Missouri state law prohibit discrimination based on different protected characteristics, and the applicable law depends on the employer's size, the type of conduct, and where the discrimination occurred. Bur Oak Injury Law handles the full range of workplace discrimination claims across Central Missouri — from Columbia and Jefferson City to Callaway, Audrain, and Randolph counties.
Protecting employees from racial bias, unequal discipline, discriminatory job assignments, hostile work environments, and pay disparities based on race or color under Title VII and the Missouri Human Rights Act.
Fighting gender-based pay disparities, unequal treatment, denial of promotions, and workplace policies that treat employees differently because of sex, gender identity, or sexual orientation.
Pursuing accountability for unwelcome conduct of a sexual nature — including quid pro quo pressure, hostile work environment harassment, inappropriate comments, touching, and retaliatory treatment after reporting. See also: sexual abuse claims.
Representing workers over 40 facing age-based termination, demotion, hiring bias, forced retirement pressure, or exclusion from job opportunities under the Age Discrimination in Employment Act (ADEA).
Ensuring reasonable accommodations and equal workplace opportunities for employees with physical or mental disabilities. The ADA prohibits denied accommodations, unlawful medical inquiries, and adverse employment actions tied to a disability. Workers hurt on the job may also have a workers' compensation claim.
Protecting expectant mothers and employees affected by pregnancy, childbirth, or related medical conditions from adverse employment practices, denial of leave, and retaliation.
Defending employees' rights to religious expression, reasonable scheduling accommodations, dress and grooming accommodations, and fair treatment regardless of religion.
Fighting bias based on national origin, ethnicity, accent, immigration status, ancestry, or assumptions about a person's background in hiring, firing, pay, or promotion decisions.
Protecting employees who report illegal workplace conduct, participate in an investigation, file an EEOC complaint, complain to HR, or oppose discrimination — retaliation for these protected activities is itself unlawful.
Representing employees fired for illegal reasons — including discrimination, retaliation, whistleblowing, requesting accommodation, or asserting protected workplace rights. We pursue back pay, reinstatement, and future wage recovery. See also: excessive force and other civil rights claims.
The remedies available in an employment discrimination case depend on the law violated, the employer's conduct, the extent of your losses, and the forum handling the claim. Both federal law and the Missouri Human Rights Act (§213.010 RSMo) provide meaningful compensation for employees whose rights have been violated. The full value of your claim is often broader than you expect — similar to what Bur Oak Injury Law pursues in personal injury cases across Central Missouri.
Back pay for wages lost because of termination, demotion, reduced hours, or denied promotion. Front pay for future wage losses when reinstatement is not practical. Lost employment benefits including health insurance, retirement contributions, bonuses, and leave.
Compensation for the emotional distress, mental anguish, humiliation, and reputational harm caused by workplace discrimination or harassment. The Missouri Human Rights Act allows emotional distress damages in appropriate cases.
Available in some cases where an employer's conduct was especially egregious, intentional, or reckless. Punitive damages serve as a deterrent and can significantly increase the total recovery in serious discrimination cases.
Many federal and state employment discrimination laws allow successful plaintiffs to recover attorney fees and litigation costs. Reinstatement to your position — or a comparable one — may also be available when the employment relationship can be restored. At Bur Oak Injury Law, we handle appropriate cases on a contingency basis — the same no-fee-unless-we-win model that applies across all our practice areas.
Chris Miller personally handles every step — from the first call through final resolution. No handoffs to associates or paralegals. Your case stays with one attorney throughout.
The Missouri Human Rights Act (§213.010 et seq. RSMo) prohibits employment discrimination based on race, color, religion, national origin, sex, ancestry, age, and disability in workplaces with six or more employees. Federal laws — including Title VII, the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA) — impose similar protections for employers with 15 or more employees (or 20 or more for age claims). Missouri law often provides broader coverage than federal law, meaning employees at smaller workplaces may still have state law remedies even when federal law does not apply.
Missouri state discrimination complaints must generally be filed with the Missouri Commission on Human Rights within 180 days of the discriminatory act. Federal charges filed with the EEOC may allow up to 300 days when state or local fair employment procedures apply. These are hard deadlines — missing them may permanently extinguish your right to compensation, regardless of how strong your underlying claim is. Just as with the personal injury statute of limitations in Missouri, an attorney can determine which deadline applies to your specific situation and make sure nothing is missed.
Employees who are still employed may also need to take action early. Retaliation for reporting discrimination, filing a complaint, or participating in a workplace investigation is independently unlawful — but documenting the retaliatory conduct and filing within the required window is essential. At Bur Oak Injury Law, we handle all communications with employers and their counsel so you can focus on your work and your case. Contact us for a free consultation.
A valid employment discrimination claim requires more than unfair treatment — the conduct must involve a protected characteristic such as race, sex, age, disability, religion, national origin, or pregnancy, and it must meet the legal standard under the applicable federal or state statute. Unlawful conduct includes adverse employment actions such as termination, demotion, pay reduction, denial of promotion, refusal to accommodate a disability, and workplace harassment severe enough to create a hostile work environment. Constructive discharge — being forced to resign because conditions became intolerable — may also constitute wrongful termination under federal and Missouri law. In some workplace situations, employees may also have overlapping claims under workers' compensation or personal injury law.
Employees in Columbia, Jefferson City, and across Central Missouri who believe they have been subjected to employment discrimination typically must file an administrative charge with the Equal Employment Opportunity Commission or the Missouri Commission on Human Rights before pursuing litigation in state or federal court. The EEOC charge process involves submitting a formal complaint, providing documentation, and allowing the agency to investigate or attempt mediation. The MCHR process works similarly under the Missouri Human Rights Act. After the agency completes its process, it may issue a right-to-sue letter allowing the employee to pursue litigation. An attorney experienced in employment law can guide you through both processes, ensure deadlines are met, and build the strongest possible record for your claim. Learn more about Chris Miller's background and why it matters for your case.
No fee unless we win. One attorney handles your case from the first call through resolution. Serving Columbia and all of Central Missouri.