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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
- FLSA claims: Unpaid overtime and wage theft carry liquidated damages that double recovery
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.
DiscriminationSexual HarassmentRetaliationWrongful TerminationWage & HourSeverance Review
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.
EEOC DefenseInvestigationsHandbook & PoliciesContracts
Need Employment Law Help?
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.
Wage & Hour Law
The federal Fair Labor Standards Act requires overtime pay at 1.5x for hours over 40/week. Oklahoma has no separate state overtime law, so the FLSA is the primary protection. Violations carry liquidated damages that double recovery, plus mandatory attorney fees.
The EEOC Process Explained
Before you can file most discrimination lawsuits in federal court, you must "exhaust administrative remedies" by filing with the EEOC:
1
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.
2
EEOC Investigation
The EEOC notifies the employer and investigates. They may request documents, interview witnesses, and attempt mediation. This can take 6-18 months.
3
Determination
The EEOC issues a determination: "reasonable cause" (discrimination likely occurred) or "no reasonable cause." Either way, you can still proceed to court.
4
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
Wage & Hour Claims
Unpaid overtime, misclassification, FLSA collective actions
Severance Review
Analyzing separation agreements, negotiating better terms
EEOC Defense
Responding to charges, position statements, mediation
Frequently Asked Questions
Yes. We represent both sides in employment disputes—employees facing discrimination or wrongful termination, and employers defending claims or building compliance programs. This dual perspective gives us unique insight into how the other side thinks and prepares. We never represent both sides in the same dispute.
Oklahoma is an 'at-will' employment state. This means an employer can terminate an employee for any reason—or no reason—as long as it's not an illegal reason. Illegal reasons include discrimination (race, sex, religion, disability, age), retaliation for protected activity, or violation of an employment contract.
The Equal Employment Opportunity Commission (EEOC) is the federal agency that enforces anti-discrimination laws (Title VII, ADA, ADEA, GINA). Before filing most discrimination lawsuits, you must first file a 'Charge of Discrimination' with the EEOC. The EEOC will investigate and may issue a 'Right to Sue' letter allowing you to proceed in court.
Federal EEOC charges must typically be filed within 300 days of the discriminatory act in Oklahoma (because we have a work-sharing agreement with the state). State-law claims may have different deadlines. Retaliation and wrongful termination claims under state law generally have 2-year statutes of limitations. Don't wait—deadlines can be unforgiving.
Depending on your claim: back pay (lost wages), front pay (future lost wages), compensatory damages for emotional distress, punitive damages in egregious cases, and attorney's fees. Title VII caps combined compensatory and punitive damages based on employer size ($50K-$300K). There are no caps under state discrimination laws.
A hostile work environment exists when harassment based on a protected characteristic (race, sex, religion, etc.) is severe or pervasive enough to alter the conditions of employment. A single offensive comment usually isn't enough; the conduct must be frequent, severe, physically threatening, or unreasonably interfering with work performance.
No. Oklahoma has a specific statute (Burk v. K-Mart) making it illegal to retaliate against an employee for filing a workers' comp claim. This is a 'public policy' exception to at-will employment. If you were terminated shortly after filing a claim, you may have a retaliation case.
Title VII is federal law covering employers with 15+ employees. Oklahoma's Anti-Discrimination Act covers employers with 15+ employees for most claims. Key differences: Title VII has damage caps; Oklahoma state law does not. Title VII requires EEOC exhaustion; some state claims can go directly to court. We evaluate which law (or both) applies to your situation.
Document everything: dates, times, witnesses, exact words used. Report the harassment to HR or management in writing (email creates a paper trail). Review your employee handbook for the complaint procedure. If the company fails to act—or retaliates against you—consult an attorney. We offer free consultations to evaluate your options.
No. Retaliation for opposing discrimination or participating in an EEOC investigation is illegal under both federal and state law. Retaliation includes termination, demotion, pay cuts, schedule changes, and even subtle acts like increased scrutiny. Retaliation claims are often stronger than the underlying discrimination claim.
Oklahoma doesn't have a general 'wrongful termination' law—at-will employment is the default. However, termination is 'wrongful' if it violates: (1) anti-discrimination laws, (2) an employment contract, (3) public policy (like firing someone for refusing to commit a crime), or (4) retaliation statutes. We evaluate whether your termination fits these exceptions.
For employees: We typically work on contingency (no fee unless we win) or hybrid arrangements. For employers: We bill hourly for defense work and compliance consulting, with transparent fee estimates upfront. We offer free initial consultations to discuss your situation and fee structure.
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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