Opinion ID: 1762752
Heading Depth: 2
Heading Rank: 3

Heading: Employee stated a cause of action for wrongful discharge

Text: One of the public policy exceptions recognized in Boyle permits an employee to recover upon proof that he or she was discharged because of refusal to perform an illegal act. 700 S.W.2d at 872. This is the exception at issue in this case. To survive a motion to dismiss, Employee had to plead that he refused to perform an illegal act or act in a manner contrary to public policy; that he was discharged; and that there is a causal connection between his discharge and his refusal to engage in the actions at issue. Employee alleged that he was employed as a teacher, that he noticed unusual bruises on one of his students, and that he reasonably suspected the student was being physically abused. Employee alleged that he reported the suspected abuse to three of his supervisors, each of whom was under a statutory duty to report the suspected abuse to DFS. Finally, Employee alleged that because of [Employee's] continued insistence that the student's bruises be reported to DFS in accordance with the laws of Missouri, [Employee] was terminated on October 29, 2003. Employee has stated a claim for wrongful discharge for refusing to perform an illegal act. When Employee observed the student's bruises and suspected abuse, he was under a clear and specific statutory obligation to report that abuse to DFS. See section 210.115, RSMo 2000 (identifying teachers as mandatory reporters of suspected child abuse). If Employee failed to report the abuse, he was subject to criminal liability. See section 210.165, RSMo 2000 (failure to report the suspected abuse constitutes a class A misdemeanor). The mandatory reporting statutes constitute a clear public policy mandate. Employee further alleges that when he relayed concerns about the suspected abuse to his superiors, he was told that his job would be in jeopardy if he reported the suspected abuse to DFS. Employee insisted that the abuse had to be reported. These allegations satisfy the requirement that Employee refused to perform an illegal act; namely, failing to report suspected abuse as required by section 210.115. Following this exchange, Employer terminated Employee's employment contract. These allegations satisfy the requirement that Employee allege that his discharge was caused by his refusal to perform an illegal act or engage in conduct that violates public policy. Taking these allegations as true, as is required by the standard of review, Employee's petition states a cause of action for wrongful discharge in violation of public policy. The circuit court erred in dismissing Employee's claim for wrongful discharge in violation of public policy.