Oklahoma Termination (with Discharge): What you need to know

Oklahoma is an "employment-at-will" state. This means that in general, either the employer or the employee may end the employment relationship at any time and for any reason. However, federal or state law, collective bargaining agreements, or individual employment contracts may place limitations on an otherwise employment-at-will relationship. In addition, Oklahoma has recognized several important exceptions to at-will employment.
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Jury duty. Employers are not permitted to discharge or discipline an employee for missing work to serve on a jury. However, the employee must notify the employer within a reasonable period of time after receiving the summons (OK Stat. Tit. 38 Sec. 34).
Military service. It is unlawful to discipline or discharge an employee for service in the armed forces. Employers must reemploy workers on military leave in their prior jobs or jobs of similar seniority, status, and pay (OK Stat. Tit. 44 Sec. 71, OK Stat. Tit. 44 Sec. 208.1, OK Stat. Tit. 72 Sec. 47, and OK Stat. Tit. 72 Sec. 48.1).
Health and safety. It is illegal under federal and state law to fire an employee in retaliation for making a complaint about occupational safety and health conditions (OK Stat. Tit. 40 Sec. 403).
Voting. Employees who take statutory leave to vote may not be subject to any loss of compensation or other penalty for taking such leave. Any employer that violates the law is guilty of a misdemeanor (OK Stat. Tit. 26 Sec. 7-101).
Social media activity. Effective November 1, 2014, Oklahoma law prohibits employers from taking retaliatory personnel action that materially negatively affects the terms and conditions of employment solely for an employee's refusal to give the employer access or ...

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Oklahoma Termination (with Discharge) Resources

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Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
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This special report will discuss how you can ensure your records are in good order, and establish a record-retention policy.

Topics covered:
1. Hiring Records
2. Employment Relationships
3. Termination Records
4. Litigation Issues
5. Electronic Information Issues
6. Tips for Better Recordkeeping
7. A List of Legal Requirements

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