What is the new law?

Be it enacted by the people of the state of Missouri:

Chapter 290, RSMo, is amended by amending section 290.502 and enacting fifteen new
sections to be known as sections 290.600, 290.603, 290.606, 290.609, 290.612, 290.615,
290.618, 290.621, 290.624, 290.627, 290.630, 290.633, 290.636, 290.639, and 290.642, to read
as follows:

290.502.

1. Except as may be otherwise provided pursuant to sections 290.500 to 290.530,
effective January 1, 2007, every employer shall pay to each employee wages at the rate of $
6.50 per hour, or wages at the same rate or rates set under the provisions of federal law as the
prevailing federal minimum wage applicable to those covered jobs in interstate commerce,
whichever rate per hour is higher.

2. The minimum wage shall be increased or decreased on January 1, 2008, and on January 1 of
successive years, by the increase or decrease in the cost of living. On September 30, 2007, and
on each September 30 of each successive year, the director shall measure the increase or
decrease in the cost of living by the percentage increase or decrease as of the preceding July
over the level as of July of the immediately preceding year of the Consumer Price Index for
Urban Wage Earners and Clerical Workers (CPI-W) or successor index as published by the U.S.
Department of Labor or its successor agency, with the amount of the minimum wage increase
or decrease rounded to the nearest five cents.

3. Except as may be otherwise provided pursuant to sections 290.500 to 290.530, and
notwithstanding subsection 1 of this section, effective January 1, [2019] 2025, every employer
shall pay to each employee wages at the rate of not less than [$8.60] $13.75 per hour, or wages
at the same rate or rates set under the provisions of federal law as the prevailing federal
minimum wage applicable to those covered jobs in interstate commerce, whichever rate per
hour is higher. Thereafter, the minimum wage established by this subsection shall be increased
[each year] by [$.85] $1.25 per hour, [effective January 1 of each of the next four years, until it reaches $12.00 per hour] to $15.00 per hour, effective January 1, [2023] 2026. Thereafter, the
minimum wage established by this subsection shall be increased or decreased on January 1,
[2024] 2027, and on January 1 of successive years, per the method set forth in subsection 2 of
this section. If at any time the federal minimum wage rate is above or is thereafter increased
above the minimum wage then in effect under this subsection, the minimum wage required by
this subsection shall continue to be increased pursuant to this subsection 3, but the higher
federal rate shall immediately become the minimum wage required by this subsection and shall
be increased or decreased per the method set forth in subsection 2 for so long as it remains
higher than the state minimum wage required and increased pursuant to this subsection.

4. For purposes of this section, the term “public employer” means an employer that is the state
or a political subdivision of the state, including a department, agency, officer, bureau, division,
board, commission, or instrumentality of the state, or a city, county, town, village, school
district, or other political subdivision of the state. Subsection 3 of this section shall not apply to
a public employer with respect to its employees. Any public employer that is subject to
subsections 1 and 2 of this section shall continue to be subject to those subsections.

290.600. As used in sections 290.600 through 290.642:
(1) “Department”, Department of Labor and Industrial Relations.
(2) “Director”, Director of the Department of Labor and Industrial Relations.
(3) “Domestic violence”, as such term is defined in section 455.010.
(4) “Earned paid sick time”, time that is compensated at the same hourly rate and with the
same benefits, including health care benefits, as the employee normally earns during hours
worked and is provided by an employer to an employee for the purposes described in section
290.606, but in no case shall this hourly amount be less than that provided under section
290.502.(5) “Employee”, any individual employed in this state by an employer, but does not include:
(A) Any individual engaged in the activities of an educational, charitable, religious, or
nonprofit organization where the employer-employee relationship does not, in fact, exist or
where the services rendered to the organization are on a voluntary basis;
(B) Any individual standing in loco parentis to foster children in their care;
(C) Any individual employed for less than four months in any year in a resident or day
camp for children or youth, or any individual employed by an educational conference center
operated by an educational, charitable or not-for-profit organization;
(D) Any individual engaged in the activities of an educational organization where
employment by the organization is in lieu of the requirement that the individual pay the cost of
tuition, housing or other educational fees of the organization or where earnings of the
individual employed by the organization are credited toward the payment of the cost of tuition,
housing or other educational fees of the organization;
(E) Any individual employed on or about a private residence on an occasional basis for
six hours or less on each occasion;
(F) Any individual employed on a casual basis to provide baby-sitting services;
(G) Any individual employed by an employer subject to the provisions of part A of
subtitle IV of title 49, United States Code, 49 U.S.C. §§ 10101 et seq.;
(H) Any individual employed on a casual or intermittent basis as a golf caddy, newsboy,
or in a similar occupation;
(I) Any individual who is employed in any government position defined in 29 U.S.C. §§
203(e)(2)(C)(i)-(ii);
(J) Any individual employed by a retail or service business whose annual gross volume
sales made or business done is less than five hundred thousand dollars;
(K) Any individual who is an offender, as defined in section 217.010, who is incarcerated
in any correctional facility operated by the department of corrections, including offenders who
provide labor or services on the grounds of such correctional facility pursuant to section
217.550; or,
(L) Any individual described by the provisions of section 29 U.S.C. 213(a)(8).
(6) “Employer”, any person acting directly or indirectly in the interest of an employer in relation
to an employee; provided, however, that for the purposes of sections 290.600 through 290.642
”employer” does not include the United States Government, the state, or a political subdivision
of the state, including a department, agency, officer, bureau, division, board, commission, or
instrumentality of the state, or a city, county, town, village, school district, public higher
education institution, or other political subdivision of the state.
(7) “Family member”, any of the following individuals:
(A) Regardless of age, a biological, adopted or foster child, stepchild or legal ward, a
child of a domestic partner, a child to whom the employee stands in loco parentis, or an
individual to whom the employee stood in loco parentis when the individual was a minor;
(B) A biological, foster, stepparent or adoptive parent or legal guardian of an employee
or an employee’s spouse or domestic partner or an individual who stood in loco parentis when
the employee or employee’s spouse or domestic partner was a minor child;
(C) An individual to whom the employee is legally married under the laws of any state,
or a domestic partner who is registered as such under the laws of any state or political
subdivision, or an individual with whom the employee is in a continuing social relationship of a
romantic or intimate nature;
(D) A grandparent, grandchild, or sibling (whether of a biological, foster, adoptive or
step relationship) of the employee or the employee’s spouse or domestic partner; or
(E) A person for whom the employee is responsible for providing or arranging health or
safety-related care, including but not limited to helping that individual obtain diagnostic,
preventative, routine, or therapeutic health treatment or ensuring the person is safe following
domestic violence, sexual assault, or stalking.
(8) “Health care professional”, any individual licensed under federal or any state law to provide
medical or emergency services, including but not limited to doctors, nurses, certified nurse
midwives, mental health professionals, and emergency room personnel.(9) “Person”, any individual, partnership, association, corporation, business, business trust,
legal representative, or any organized group of persons.
(10) “Retaliatory personnel action”, denial of any right guaranteed under sections 290.600
through 290.642, or any threat, discharge, suspension, demotion, reduction of hours, or any
other adverse action against an employee for the exercise of any right guaranteed herein.
”Retaliatory personnel action” shall also include interference with or punishment for in any
manner participating in or assisting an investigation, proceeding, or hearing under sections
290.600 through 290.642.
(11) “Same hourly rate”, means the following:
(A) For employees paid on the basis of a single hourly rate, the same hourly rate shall be
the employee’s regular hourly rate.
(B) For employees who are paid multiple hourly rates of pay from the same employer,
the same hourly rate shall be either:
(i) the wages the employee would have been paid for the hours absent during
use of earned paid sick time if the employee had worked; or,
(ii) the weighted average of all hourly rates of pay during the previous pay
period.
Whatever method the employer uses, the employer must use a consistent method for
each employee throughout a year.
(C) For employees who are paid a salary, the same hourly rate shall be determined by
dividing the wages the employee earns in the previous pay period by the total number of hours
worked during the previous pay period. For determining total number of hours worked during
the previous pay period, employees who are exempt from overtime requirements under 29
U.S.C. § 213(a)(1), the Fair Labor Standards Act, shall be assumed to work 40 hours in each work
week unless their normal work week is less than 40 hours, in which case earned paid sick time
shall accrue and the same hourly rate shall be calculated based on the employee’s normal work
week. Regardless of the basis used, the same hourly rate shall not be less than the effective
minimum wage specified in section 290.502.
(D) For employees paid on a piece rate or a fee-for-service basis, the same hourly rate
shall be a reasonable calculation of the wages or fees the employee would have received for
the piece work, service, or part thereof, if the employee had worked. Regardless of the basis
used, the same hourly rate shall not be less than the effective minimum wage specified in
section 290.502.
(E) For employees who are paid on a commission basis (whether base wage plus
commission or commission only), the same hourly rate shall be the greater of the base wage or
the effective minimum wage specified in section 290.502.
(F) For employees who receive and retain compensation in the form of gratuities in
addition to wages, the same hourly rate shall be the greater of the employee’s regular hourly
rate or 100% of the effective minimum wage specified in section 290.502 without deduction of
any tips as a credit.
(12) “Sexual assault”, as such term is defined in section 455.010.
(13) “Stalking”, as such term is defined in section 455.010.
(14) “Year”, a regular and consecutive twelve-month period as determined by the employer;
except that for the purposes of section 290.615 and section 290.627, “year” shall mean a
calendar year.

290.603.

1. Employees of an employer with fifteen or more employees shall accrue a minimum
of one hour of earned paid sick time for every thirty hours worked, but such employees shall
not be entitled to use more than fifty-six hours of earned paid sick time per year, unless the
employer selects a higher limit.

2. Employees of an employer with fewer than fifteen employees shall accrue a minimum of one
hour of earned paid sick time for every thirty hours worked, but such employees shall not be
entitled to use more than forty hours of earned paid sick time per year, unless the employer
selects a higher limit.

3. In determining the number of employees of an employer, all employees performing work in
the state for an employer for compensation on a full-time, part-time, or temporary basis shallbe counted. In situations in which the number of employees performing work in the state for
an employer for compensation per week fluctuates above and below 15 employees per week
over the course of a year, an employer is required to provide earned paid sick time pursuant to
subsection (1) of this section if it maintained fifteen or more employees in the state on the
payroll for some portion of a working day in each of twenty or more different calendar weeks,
including any periods of leave, and whether or not the weeks were consecutive, in either the
current or the preceding year (irrespective of whether the same individuals were in
employment in each working day).

4. All employees shall accrue earned paid sick time as follows:
(A) Earned paid sick time as provided in this section shall begin to accrue at the
commencement of employment or May 1, 2025, whichever is later. An employee shall be
entitled to use earned paid sick time as it is accrued. An employer may provide all earned paid
sick time that an employee is expected to accrue in a year at the beginning of the year.
(B) Employees who are exempt from overtime requirements under 29 U.S.C. § 213(a)(1)
of the Federal Fair Labor Standards Act will be assumed to work forty hours in each work week
for purposes of earned paid sick time accrual unless their normal work week is less than forty
hours, in which case earned paid sick time accrues based upon that normal work week.
(C) Up to 80 hours of earned paid sick time shall be carried over to the following year if
the employee has any unused accrued earned paid sick time at the end of the year, but this law
does not require an employer to permit an employee to use more than the applicable number
of hours of earned paid sick time per year as set forth in subsection (1) and (2) of this section.
Alternatively, in lieu of carryover of unused earned paid sick time from one year to the next, an
employer may pay an employee for unused earned paid sick time at the end of a year which
could be carried over and provide the employee with an amount of paid sick time that meets or
exceeds the requirements of sections 290.600 through 290.642 that is available for the
employee’s immediate use at the beginning of the subsequent year.
(D) If an employee is transferred to a separate division, entity, or location, but remains
employed by the same employer, the employee is entitled to all earned paid sick time accrued
at the prior division, entity, or location and is entitled to use all earned paid sick time as
provided in this section. When there is a separation from employment and the employee is
rehired within nine months of separation by the same employer, previously accrued earned
paid sick time that had not been used shall be reinstated. Further, the employee shall be
entitled to use accrued earned paid sick time and accrue additional earned paid sick time at the
re-commencement of employment.
(E) When a different employer succeeds or takes the place of an existing employer, all
employees of the original employer who remain employed by the successor employer are
entitled to all earned paid sick time they accrued when employed by the original employer, and
are entitled to use earned paid sick time previously accrued.
(F) At its discretion, an employer may loan earned paid sick time to an employee in
advance of accrual by such employee.
5. Any employer with a paid leave policy, such as a paid time off policy, who makes available an
amount of paid leave sufficient to meet the accrual requirements of this section that may be used
for the same purposes and under the same conditions as earned paid sick time under sections
290.600 through 290.642 is not required to provide additional paid sick time under this section.
6. Except as specifically provided in this section, nothing in this section shall be construed as
requiring financial or other reimbursement to an employee from an employer upon the
employee’s termination, resignation, retirement, or other separation from employment for
accrued earned paid sick time that has not been used.
7. Employees shall not accrue earned paid sick time before May 1, 2025. Employees who are
employed or who commence employment on or after May 1, 2025 shall accrue earned paid sick
time and be entitled to use earned paid sick time as it is accrued in accordance with sections
290.600 through 290.642. The Department may develop model posters and notices, engage in
rule-making, initiate outreach programs, and engage in other activities for implementation of
the provisions of sections 290.600 through 290.642 as authorized by those sections before May
1, 2025.

290.606.

1. Earned paid sick time shall be provided to an employee by an employer for:(A) An employee’s mental or physical illness, injury, or health condition; an employee’s
need for medical diagnosis, care, or treatment of a mental or physical illness, injury, or health
condition; an employee’s need for preventative medical care;
(B) Care of a family member with a mental or physical illness, injury, or health condition;
care of a family member who needs medical diagnosis, care, or treatment of a mental or
physical illness, injury, or health condition; care of a family member who needs preventative
medical care;
(C) Closure of the employee’s place of business by order of a public official due to a public
health emergency, or an employee’s need to care for a child whose school or place of care has
been closed by order of a public official due to a public health emergency, or care for oneself or
a family member when it has been determined by the health authorities having jurisdiction or by
a health care provider that the employee’s or family member’s presence in the community may
jeopardize the health of others because of his or her exposure to a communicable disease,
whether or not the employee or family member has actually contracted the communicable
disease; or
(D) Absence necessary due to domestic violence, sexual assault, or stalking, provided the
leave is to allow the employee to obtain for the employee or the employee’s family member:
(i) Medical attention needed to recover from physical or psychological injury
or disability caused by domestic violence, sexual assault, or stalking;
(ii) Services from a victim services organization;
(iii) Psychological or other counseling;
(iv) Relocation or taking steps to secure an existing home due to the domestic
violence, sexual assault, or stalking; or
(v) Legal services, including preparing for or participating in any civil or
criminal legal proceeding related to or resulting from the domestic violence, sexual
assault, or stalking.

2. Earned paid sick time shall be provided upon the request of an employee. Such request may
be made orally, in writing, by electronic means, or by any other means acceptable to the
employer. When possible, the request shall include the expected duration of the absence.

3. When the use of earned paid sick time is foreseeable, the employee shall make a good faith
effort to provide notice of the need for such time to the employer in advance of the use of the
earned paid sick time and shall make a reasonable effort to schedule the use of earned paid sick
time in a manner that does not unduly disrupt the operations of the employer. Where such
need is not foreseeable, an employer may require an employee to provide notice of the need
for the use of earned paid sick time as soon as practicable.

4. An employer that requires notice of the need to use earned paid sick time where the need is
not foreseeable shall provide a written policy that contains procedures for the employee to
provide notice. An employer that has not provided to the employee a copy of its written policy
for providing such notice shall not deny earned paid sick time to the employee based on non-
compliance with such a policy.
5. An employer may not require, as a condition of an employee’s taking earned paid sick time,
that the employee search for or find a replacement worker to cover the hours during which the
employee is using earned paid sick time.
6. Earned paid sick time may be used in the smaller of hourly increments or the smallest
increment that the employer’s payroll system uses to account for absences or use of other
time.
7. For earned paid sick time of three or more consecutive work days, an employer may require
reasonable documentation that the earned paid sick time has been used for a purpose covered
by subsection (1) of this section.
(A) Documentation signed by a heath care professional indicating that earned paid sick
time is necessary shall be considered reasonable documentation for purposes of this section.
(B) In cases of domestic violence, sexual assault, or stalking, if the employer requests,
one of the following types of documentation selected by the employee shall be considered
reasonable documentation: (i) a police report indicating that the employee or the employee’s
family member was a victim of domestic violence, sexual assault, or stalking, (ii) a writtenstatement from an employee or agent of a victim service provider affirming that the employee
or employee’s family member is or was receiving services from a victim service provider; (iii)
documentation signed by a health care professional from whom the employee or employee’s
family member sought assistance relating to domestic violence, sexual assault, or stalking or
the effects thereof; (vi) a court document indicating that an employee or employee’s family
member is or was involved in a legal action related to domestic violence, sexual assault, or
stalking; or (v) a written statement from the employee affirming that the employee or
employee’s family member is taking or took earned paid sick time for a qualifying purpose of
subsection (1) of this section.
(C) An employer may not require that the documentation explain the nature of the
illness, details of the underlying health needs, or the details of the domestic violence, sexual
assault, or stalking, unless otherwise required by law.

290.609.

1. It shall be unlawful for an employer or any other person to interfere with, restrain,
or deny the exercise of, or the attempt to exercise, any right protected under sections 290.600
through 290.642.

2. An employer shall not take retaliatory personnel action or discriminate against an employee
or former employee because the individual has exercised rights protected under sections
290.600 through 290.642. Such rights include, but are not limited to, the right to request or use
earned paid sick time pursuant to sections 290.600 through 290.642; the right to file a
complaint or inform any person about any employer’s alleged violation of sections 290.600
through 290.642; the right to participate in any investigation, hearing, or proceeding or
cooperate with or assist the Department in any investigations of alleged violations of sections
290.600 through 290.642; and the right to inform any person of his or her potential rights
under sections 290.600 through 290.642.

3. It shall be unlawful for an employer’s absence control policy to count earned paid sick time
taken under sections 290.600 through 290.642 as an absence that may lead to or result in
discipline, discharge, demotion, suspension, or any other adverse action.

4. Protections of this section shall apply to any individual who mistakenly but in good faith
alleges violations of sections 290.600 through 290.642.

290.612.

1. Employers shall give employees a written notice about earned paid sick time within
fourteen calendar days of the commencement of employment or on April 15, 2025, whichever
is later, which must include the following information: (1) beginning May 1, 2025, employees
accrue and are entitled to earned paid sick time at the rate one hour of earned paid sick time
for every 30 hours of work, and may use earned paid sick time, subject to the limits and terms
under sections 290.600 through 290.642 of Missouri law, (2) it is prohibited for an employer to
take retaliatory personnel action against employees who request or use earned paid sick time
as allowed by law, (3) each employee has the right to bring a civil action if earned paid sick time
as required by sections 290.600 through 290.642 is denied by the employer or the employee is
subjected to retaliatory personnel action by the employer for exercising the employee’s rights
under sections 290.600 through 290.642; and, (4) the contact information for the Department.
Notice shall be provided by the Employer to the employee on a single piece of paper, at least
8.5 x 11, in no less than 14-point font.

2. Beginning April 15, 2025, employers shall display a poster that contains the information
required in subsection (1) of this section in a conspicuous and accessible place in each
establishment where such employees are employed, provided that such poster has been made
available by the Department.

3. The Department may create and make available to employers, model notices and posters
that contain the information required under subsection (1) of this section for employers’ use in
complying with subsections (1) and (2) of this section. Nothing in this subsection shall be
interpreted or applied, either expressly or through practical necessity, to require the
Department to create or make available notices or posters if it requires the appropriation of
funds to cover the costs of such acts.

290.615.

1. Employers shall retain records documenting hours worked by employees and
earned paid sick time taken by employees, for a period of not less than three years, and shall
allow the Department access to such records, with appropriate notice and at a mutuallyagreeable time, to monitor compliance with the requirements of sections 290.600 through
290.642.

2. To the extent permitted by law, the Director may inspect such records, and the records shall
be open for inspection by the Director by appointment. Where the records required under this
section are kept outside the state, the records shall be made available to the Director upon
demand. Every such employer shall furnish to the Director on demand a sworn statement of
time records and information upon forms prescribed or approved by the Director. All the
records and information obtained by the Department are confidential and shall be disclosed
only on order of a court of competent jurisdiction.

3. Nothing in this section shall be interpreted or applied, either expressly or through practical
necessity, to require the Department or Director to access or inspect records or to create forms
relating to the inspection of records if it requires the appropriation of funds to cover the costs
of such acts.

290.618.

1. The Department may, in accordance with chapter 536, promulgate rules for the
implementation, enforcement, and administration of sections 290.600 through 290.642. Any
rule or portion of a rule, as that term is defined in section 536.010, that is created under the
authority delegated in this section shall become effective only if it complies with and is subject
to all of the provisions of chapter 536 and, if applicable, section 536.028. This section and
chapter 536 are nonseverable and if any of the powers vested with the general assembly
pursuant to chapter 536 to review, to delay the effective date, or to disapprove and annul a
rule are subsequently held unconstitutional, then the grant of rulemaking authority and any
rule proposed or adopted after November 5, 2024, shall be invalid and void.

2. Nothing in this section shall be interpreted or applied, either expressly or through practical
necessity, to require the promulgation or adoption of rules if it requires the appropriation of
funds to cover the costs of such acts.

290.621.

1. The Department may investigate and ascertain compliance with sections 290.600
through 290.642, establish and implement a system to receive complaints regarding non-
compliance with sections 290.600 through 290.642 and to investigate and attempt to resolve
complaints between the complainant and the subject of the complaint, and establish additional
means of enforcement, including requiring by subpoena the testimony of witnesses and
production of books, records, and other evidence relative to any matter under investigation or
hearing, issuing notices of violation, holding hearings on notices of violation, making
determinations, recovering unpaid earned sick time, and imposing fines for willful violations of
up to $500 per day of each day of a continuing violation. A final decision of the department is
subject to review in accordance with the provisions of chapter 536.

2. The Department may develop and implement an outreach program to inform employees,
parents, and persons who are under the care of a health care provider about the availability of
earned paid sick time under sections 290.600 through 290.642. This program may include the
distribution of notices and other written materials to child care and elder care providers,
domestic violence shelters, schools, hospitals, community health centers and other health care
providers in Missouri.

3. A municipality, county, city, town, or village may adopt ordinances, rules, and regulations to
investigate and ascertain compliance with sections 290.600 through 290.642, establish and
implement a system to receive complaints regarding non-compliance with sections 290.600
through 290.642 and to investigate and attempt to resolve complaints between the
complainant and the subject of the complaint, and establish additional means of enforcement,
with respect to employers within, or employees performing work while physically present in,
the geographic boundaries of the municipality, county, city, town, or village. Any such
ordinance, rule, or regulation shall be consistent with this law and any Department rules or
regulations and system for compliance and enforcement. The municipality, county, city, town,
or village may exercise such powers as allowed by any applicable charter or ordinance,
including requiring by subpoena the testimony of witnesses and production of books, records,
and other evidence relative to any matter under investigation or hearing, issuing notices of
violation, holding hearings on notices of violation, making determinations, recovering unpaid
earned sick time, and imposing fines for willful violations of up to the maximum allowed for anordinance violation. Before investigating or seeking to resolve any complaint between the
complainant and the subject of the complaint, the municipality, county, city, town, or village
shall give notice to the Department with a copy of the complaint and, within 14 days of such
notice, the Department may intervene as of right and participate in the matter to ensure that
the complaint is being investigated and resolved in the interest of effective enforcement of
sections 290.600 through 290.642 or, alternatively, the Department may institute its own
proceedings in which case the municipality, county, city, town, or village shall refrain from
acting on the matter so long as the complaint is being investigated and resolved in the interest
of effective enforcement of sections 290.600 through 290.642. If the Department does not,
within 14 days, intervene or instigate its own proceedings, the municipality, county, city, town,
or village may, without the Department, investigate and attempt to resolve the complaint and
take other additional means within its power to enforce sections 290.600 through 290.642
against the subject of the complaint. In no event shall an employer be subject to compliance
proceedings arising out of a single set of facts after having already been subjected to a final
compliance order by another governmental entity.

4. Nothing in this section shall be interpreted or applied, either expressly or through practical
necessity, to require the Department, a municipality, county, city, town, or village to conduct
investigations and ascertain compliance with sections 290.600 through 290.642, to establish
and implement a system to receive or resolve complaints, to establish additional means of
enforcement, or to conduct outreach and education, including the creation of notices and other
written materials, concerning sections 290.600 through 290.642, if it requires the appropriation
of funds to cover the costs of such acts.

290.624.

1. Any employer who willfully violates or fails to comply with any of the provisions
and requirements of sections 290.600 through 290.642 shall be guilty of a class C misdemeanor;
provided, however, that an employer who willfully violates the notice and posting requirements
of section 290.612 shall be guilty of an infraction.

2. For purposes of this section, each day of violation or failure to comply and each employee
affected shall constitute a separate offense.

290.627.

1. Any individual who claims to have been aggrieved by a failure of an employer to
comply with any portion of sections 290.600 through 290.642, including but not limited to the
failure to provide earned paid sick time or to allow employees to use such time consistent with
sections 290.600 through 290.642, or who claims to have suffered a retaliatory personnel
action, shall have a right of action and may commence a civil action in the appropriate court of
jurisdiction within three years of the accrual of the cause of action, to obtain appropriate relief
with respect to such unlawful violation. Such action may be brought without first filing an
administrative complaint.

2. In a civil action under this section, if the court finds a violation has occurred, the court may
grant as relief, as it deems appropriate and to the extent permitted by law, any permanent or
temporary injunction, the full amount of any unpaid earned sick time plus any actual damages
suffered as the result of the employer’s violation of sections 290.600 through 290.642, an
additional amount equal to twice any unpaid earned sick time as liquidated damages, costs, and
reasonable attorney’s fees as may be allowed by the court, and other legal or equitable relief as
may be appropriate to remedy the violation, including, without limitation, reinstatement to
employment and back pay.

290.630.

1. Except as otherwise required by law, an employer may not require disclosure of
details relating to an employee’s or an employee’s family member’s health information,
domestic violence, sexual assault, or stalking as a condition of providing earned paid sick time
under sections 290.600 through 290.642.

2. Unless as otherwise required by law, any health or safety information possessed by an
employer regarding an employee or employee’s family member must:
(A) be maintained on a separate form and in a separate file from other personnel
information;
(B) be treated as confidential medical records; and
(C) not be disclosed except to the affected employee or with the express written

permission of the affected employee.

290.633.

1. With respect to employees covered by a valid collective bargaining agreement in
effect on November 5, 2024, no provisions of sections 290.600 through 290.642 shall apply
until the stated expiration date in the collective bargaining agreement; however, further the
provisions of sections 290.600 through 290.642 shall apply upon any such agreement’s renewal,
extension, amendment, or modification in any respect after November 5, 2024.

2. Nothing in sections 290.600 through 290.642 shall be deemed to interfere, impede, or
otherwise diminish the right of employees to bargain collectively through representatives of
their own choosing in order to establish earned paid sick time or other conditions of work in
excess of the applicable minimum standards under the provisions of sections 290.600 through
290.642.

3. Any waiver by an employee of rights under sections 290.600 through 290.642 shall be
deemed contrary to public policy and shall be void.

290.636.

1. Nothing in sections 290.600 through 290.642 shall be construed to discourage or
prohibit an employer from the adoption or retention of an earned paid sick time policy more
generous than the one required herein.

2. Nothing in sections 290.600 through 290.642 shall be construed as diminishing the
obligation of an employer to comply with any contract, collective bargaining agreement,
employment benefit plan, or other agreement providing more generous paid sick time to an
employee than required herein. Nothing in sections 290.600 through 290.642 shall be
construed as diminishing the rights of public employees regarding paid sick time or use of paid
sick time as provided in the laws of Missouri and ordinances of political subdivisions pertaining
to public employees.

290.639.

1. Sections 290.600 through 290.642 provide minimum requirements pertaining to
earned paid sick time and shall not be construed to preempt, limit, or otherwise affect the
applicability of any other law, regulation, requirement, policy, or standard that provides for
greater accrual or use by employees of earned paid sick time or that extends other protections
to employees.

2. Nothing in sections 290.600 through 290.642 shall be interpreted or applied to create a
power or obligation contrary to any federal law, rule, or regulation.

290.642. Except as detailed in section 290.618, all of the provisions of sections 290.600
through 290.642 are severable, and if any provision, including any section, subsection,
subdivision, paragraph, sentence, or clause, or the application thereof to any person or
circumstance, is found by a court of competent jurisdiction to be invalid, unconstitutional, or
unconstitutionally enacted, such decision shall not affect other provisions or applications of
sections 290.600 through 290.642 that can be given effect without the invalid, unconstitutional,
or unconstitutionally enacted provision or application, and to this end the provisions of sections
290.600 through 290.642 are declared severable.