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Employee Rights

Your Rights Are Not Optional

When your livelihood is threatened by discrimination, harassment, or illegal retaliation, you need an attorney who isn't afraid to fight back. We level the playing field.

Free Case Evaluation(405) 698-3125

Key Takeaways

  • 300-day deadline: EEOC charges must typically be filed within 300 days
  • Retaliation is common: Most frequent EEOC charge—and often easiest to prove
  • Document everything: Dates, times, witnesses, exact words—evidence matters
  • No fee unless we win: We work on contingency for employee rights cases

On This Page

You Don't Have to Stand Alone

Corporations have HR departments and legal teams designed to protect them. When they violate your rights, you need someone in your corner who knows how the other side operates and isn't afraid to hold them accountable.

We bring a unique perspective: our attorney has represented employers and even served as an Administrative Law Judge. We know how the defense prepares, what arguments they'll raise, and where their cases are weakest.

What We Handle

Workplace Discrimination →

Race, sex, age, disability, religion, and national origin discrimination claims.

Sexual Harassment →

Quid pro quo and hostile work environment claims under Title VII.

Retaliation →

Punished for EEOC complaints, whistleblowing, or exercising legal rights.

Wrongful Termination →

Fired for illegal reasons: whistleblowing, retaliation, public policy violations.

Severance Review →

Attorney review of severance agreements before you sign away your rights.

Wage & Hour Claims →

Unpaid overtime, FLSA collective actions, misclassification, and tip violations.

Understanding Workplace Discrimination

Federal and state laws prohibit employment discrimination based on protected characteristics. Discrimination can be direct (explicit bias) or indirect (neutral policies with disparate impact).

Race
Sex/Gender
Age (40+)
Disability
Religion
Pregnancy
National Origin
Genetic Info

Types of Discriminatory Actions

  • Failure to hire
  • Wrongful termination
  • Denial of promotion
  • Unequal pay
  • Unfavorable assignments
  • Denial of training
  • Harassment
  • Retaliation for complaints

Sexual Harassment & Hostile Work Environment

No one should have to choose between their dignity and their paycheck. Unwanted advances, offensive comments, or a workplace culture of intimidation are actionable under the law.

Quid Pro Quo

"This for that"—when a supervisor conditions job benefits (promotion, raise, continued employment) on sexual favors, or threatens consequences for refusing. A single incident can establish a claim.

Hostile Work Environment

Conduct so severe or pervasive that it alters your working conditions. Evaluated by: frequency, severity, physical threats, interference with work performance, and whether a reasonable person would find it hostile.

Retaliation: The Most Common Claim

Retaliation is the #1 allegation filed with the EEOC—and for good reason. Employers who face complaints often react by punishing the messenger. This is illegal, even if the underlying complaint is ultimately found to have no merit.

Protected Activity

Filing EEOC charges, complaining about discrimination internally, participating in investigations, refusing to engage in illegal conduct, filing workers' comp claims, whistleblowing.

Forms of Retaliation

Termination, demotion, pay cuts, poor evaluations, undesirable transfers, schedule changes, increased scrutiny, exclusion from meetings, negative references.

Why Retaliation Claims Are Powerful

Retaliation claims often succeed even when the underlying discrimination claim fails. You don't have to prove discrimination actually occurred—only that you had a reasonable, good-faith belief that it did. Close timing between protected activity and adverse action creates a strong inference of retaliation.

Critical Deadlines for Employee Claims

Claim TypeDeadlineNotes
Title VII (Discrimination)300 days (EEOC)From discriminatory act
ADA (Disability)300 days (EEOC)From discriminatory act
ADEA (Age 40+)300 days (EEOC)From discriminatory act
Wrongful Termination (State)2 yearsFrom termination date
Right to Sue (Federal)90 daysFrom receipt of letter

Don't Wait

These deadlines are strictly enforced. Courts regularly dismiss meritorious cases filed even one day late. If you believe your rights have been violated, consult an attorney immediately. Time is not on your side.

Frequently Asked Questions

Possibly. While Oklahoma is an 'at-will' state, termination is illegal if motivated by discrimination (race, sex, age, disability, religion), retaliation (for protected activity like filing EEOC charges or whistleblowing), or violation of public policy. We evaluate the circumstances surrounding your termination to identify potential claims.
Discrimination occurs when you're treated differently because of a protected characteristic: race, color, sex, religion, national origin, age (40+), disability, pregnancy, or genetic information. It includes hiring, firing, pay, promotions, assignments, training, and any other term or condition of employment.
A hostile work environment exists when harassment based on a protected characteristic is severe or pervasive enough to alter your working conditions. A single isolated incident usually isn't enough (unless extreme); we look at frequency, severity, whether conduct is physically threatening, and whether it unreasonably interferes with work.
'Quid pro quo' (this for that) harassment occurs when a supervisor conditions a job benefit (promotion, raise, job security) on sexual favors, or threatens negative consequences for refusing. Unlike hostile environment claims, a single incident can establish quid pro quo harassment.
For federal claims (Title VII, ADA, ADEA), you must file an EEOC charge within 300 days in Oklahoma. For some state-law claims, you may have 2 years. Missing these deadlines bars your claims. Time is critical—consult an attorney as soon as possible.
Retaliation occurs when your employer punishes you for engaging in protected activity—filing a discrimination complaint, participating in an investigation, reporting safety violations, or exercising legal rights (like filing workers' comp). Retaliation is the most common type of EEOC charge and is often easier to prove than the underlying claim.
Not without legal review. Severance agreements often contain broad releases waiving your right to sue. Non-competes, non-disparagement clauses, and confidentiality provisions can limit your future options. We review agreements, identify red flags, and negotiate better terms when possible. The OWBPA requires special disclosures for employees 40+.
Not always, but it often matters. If your harasser is a supervisor, the employer may be automatically liable. However, employers can raise a defense if they had an anti-harassment policy and you unreasonably failed to use it. If you reasonably believed reporting would be futile or lead to retaliation, that's relevant. We advise on the best approach.
Depending on your claims: back pay (lost wages from termination to trial), front pay (future lost wages), compensatory damages (emotional distress, mental anguish), punitive damages (if the employer acted with malice or reckless indifference), and attorney's fees. Title VII caps compensatory and punitive damages combined ($50K-$300K based on employer size).
This is called 'constructive discharge'—when working conditions are so intolerable that a reasonable person would feel compelled to resign. If the employer deliberately created or allowed such conditions to force you out, you may be able to treat it as a termination and pursue wrongful discharge claims.
Oklahoma is a 'one-party consent' state—you can legally record conversations you're part of without telling the other party. However, some employer policies prohibit recording, which could create complications. Recordings can be powerful evidence; we advise on the strategic implications.
We typically work on contingency for employee cases—you pay no attorney fees unless we win. If we recover for you, our fee is a percentage of the recovery. We also offer hybrid arrangements for some cases. Initial consultations are always free.

Take Back Your Power

The law protects you, but only if you act. Deadlines for filing claims are strict, and evidence fades. We work on contingency—you pay nothing unless we win.

No Fee Unless We Win

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