MO SB36

Redefines "because" or "because of" in discrimination cases to require the protected criterion be a "motivating factor" rather than a contributing factor, overturning several Missouri court decisions that had applied a more plaintiff-friendly standard

Caps combined compensatory and punitive damages in employment discrimination cases based on employer size: $50,000 for employers with 6-100 employees, $100,000 for 101-200 employees, $200,000 for 201-500 employees, and $300,000 for employers with over 500 employees

Requires Missouri courts to rely heavily on federal Title VII, ADEA, and ADA interpretations when applying state employment discrimination law, and explicitly endorses the McDonnell Douglas burden-shifting framework for summary judgment motions

Creates a new "Whistleblower's Protection Act" (Section 285.575) that codifies common law exceptions to at-will employment but limits remedies to back pay and medical bill reimbursement, with no punitive damages allowed

Establishes that state discrimination law and the new whistleblower provisions provide the exclusive remedy for employment claims, abrogating common law causes of action not specifically articulated in the statutes