Employment Law Attorney in Oklahoma
The modern workplace is a legal minefield. We provide the 360-degree perspective needed to navigate it—representing both employees and employers with the insight that comes from understanding both sides.
Key Takeaways
- Dual perspective: We represent both employees and employers—knowing both playbooks
- Former ALJ: Colby Addison presided over employment disputes from the bench
- 300-day deadline: EEOC charges must typically be filed within 300 days in Oklahoma
- At-will state: Oklahoma allows termination for any reason except illegal ones
On This Page
The Strategic Advantage of Dual Representation
Most employment firms pick a side. We don't. By representing both employees and employers, we understand the playbook of the opposition. We know what scares a corporate defense team, and we know where a plaintiff's case is weak.
This isn't a conflict—it's an advantage. We never represent both sides in the same dispute. But when we represent you, we bring knowledge of how the other side thinks, prepares, and litigates.
I am an Employee
I have been treated unfairly, discriminated against, harassed, or wrongfully terminated. I need someone to fight for my rights.
I am an Employer
I need to protect my business from liability, ensure regulatory compliance, defend against an EEOC claim, or enforce an employment contract.
Oklahoma Employment Law: What You Need to Know
Oklahoma is an "at-will" employment state with critical exceptions:
At-Will Employment
Either party can end the employment relationship at any time, for any reason—except illegal reasons. Illegal reasons include discrimination, retaliation, and violation of public policy.
Protected Classes
Federal and state law prohibit discrimination based on: race, color, national origin, sex (including pregnancy), religion, age (40+), disability, and genetic information. Sexual orientation protections exist under Title VII per Bostock v. Clayton County.
Public Policy Exception
Oklahoma recognizes the Burk v. K-Mart exception: employers cannot fire employees for refusing to commit illegal acts, performing statutory duties (jury duty), or exercising legal rights (filing workers' comp claims).
Whistleblower Protections
Oklahoma's Whistleblower Act (74 O.S. § 840-2.5) protects public employees who report waste, fraud, or abuse. Private-sector whistleblowers may have protections under public policy doctrines and specific federal statutes.
The EEOC Process Explained
Before you can file most discrimination lawsuits in federal court, you must "exhaust administrative remedies" by filing with the EEOC:
File a Charge
Submit a Charge of Discrimination to the EEOC within 300 days (in Oklahoma) of the discriminatory act. The charge describes what happened and identifies the employer.
EEOC Investigation
The EEOC notifies the employer and investigates. They may request documents, interview witnesses, and attempt mediation. This can take 6-18 months.
Determination
The EEOC issues a determination: "reasonable cause" (discrimination likely occurred) or "no reasonable cause." Either way, you can still proceed to court.
Right to Sue
You receive a "Right to Sue" letter. You then have 90 days to file a lawsuit in federal court. Missing this deadline bars your federal claims.
Critical Deadline
The 90-day deadline to file after receiving a Right to Sue letter is strictly enforced. Courts have dismissed cases filed even one day late. If you've received a Right to Sue letter, consult an attorney immediately.
Perspective from the Bench
Unlike most employment attorneys, Colby Addison has sat on the other side of the bench—serving as an Administrative Law Judge for the Oklahoma Civil Service Division, where he presided over employment disputes between state agencies and their employees.
He knows exactly what judges look for, how they weigh evidence, and what arguments fail. This judicial perspective shapes how we build cases, present evidence, and anticipate opposing arguments.
Employment Claims We Handle
Discrimination
Race, sex, age, disability, religion, pregnancy, national origin
Sexual Harassment
Quid pro quo, hostile work environment, supervisor misconduct
Retaliation
Whistleblowing, EEOC complaints, workers' comp claims
Wrongful Termination
Public policy violations, contract breaches, discriminatory firing
Severance Review
Analyzing separation agreements, negotiating better terms
EEOC Defense
Responding to charges, position statements, mediation
Frequently Asked Questions
Employment Law Insights
Racial Discrimination at Work: Recognizing the Signs and Building Your Case
Racial discrimination at work is often subtle, systemic, and difficult to prove. Here's how to recognize discriminatory patterns and build evidence for a legal claim.
Sexual Harassment at Work: Your Rights, Reporting, and Legal Options in Oklahoma
Sexual harassment remains pervasive in American workplaces. Here's what the law actually prohibits, how to report effectively, and what legal options you have when your employer fails you.
Unemployment Claims from the Employer's Side: What You Need to Know
When former employees file for unemployment, it affects your bottom line. Learn how the system works, when you can contest claims, and how to keep your rates low.
Navigate the Workplace Minefield
Whether you're an employee seeking justice or an employer building defenses, we bring the perspective of having been on both sides.
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