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A young woman named Sarah arrives at her appointment with an employment attorney in the Kansas City metropolitan area.  Her employer, a medium-sized company, is headquartered in Blue Springs, Missouri, but Sarah is one of many salespeople who make sales calls on both sides of the state line.  Her territory stretches from Topeka, Kansas, to Richmond, Missouri.  Over the past six months, Sarah’s supervisor has become increasingly inappropriate at their monthly meetings.  At a meeting three months ago over lunch at Bo Ling’s in Lenexa, Kansas, he asked Sarah to go to a late night concert with him and became enraged when she declined the invitation.  Last month, Sarah met the same supervisor for coffee in Kansas City, Missouri, to discuss her month’s sales, and he again asked her to see him socially, threatening a poor review if she did not “lighten up.”  She was terminated last week after being written up by this same supervisor for “poor work habits and a lack of interpersonal skills.”  She is consulting an attorney for advice on how to proceed in either getting her job back or suing her former employer for discrimination.   Because discriminatory acts occurred in both Missouri and Kansas, claims can potentially be filed in either state. … Read the full text …